recruiting and retaining millennials-multiple generations in the workplace
DESCRIPTION
Age and generational differences are another aspect of workplace diversity that has been getting a lot of attention as Millennials enter the workforce. We highlight how to recruit, retain, motivate and lead four distinct generations.TRANSCRIPT
Recruiting and Retaining MillennialsMulti-Generations in the Workplace
May 2014
About Your Facilitators
Angie Salmon, SVP – EFL Associates
- Completed over 100 search engagements
- Leads Board of Directors and Nonprofit Practice
- “X-Y Cusper” and volleyball player
Wayne Larson, CBIZ Marketing Coordinator
- Former recruitment coordinator for KU School of
Journalism
- Listener, communicator, content creator, manager
- “Grinding” – Work, not dancing
[email protected] 913.234.1791 @larsonwayne
[email protected] 913.234.1576 @SalmonSearch
Generations – Our Definitions
Generations Born Age
Traditionalists 1930-1945 69-84
Baby Boomers 1946-1964 50-68
Gen X 1965-1976 38-49
Gen Y/Millennials 1977- 37 and younger
Understanding Diversity vs. Stereotyping
Traditionalists (69-84) – Defining Moments
Traditionalists – Performance Clues
Comfortable with delayed gratification
Value formal communication
Hard work, sacrifice
Recognition for great contributions
Utilize the lifetime of wisdom
Ask them (They might not volunteer)
Let them mentor – Gen Y trusts them
Traditionalists – Quiz
A. Being asked to join the company softball team
B. Cash bonus
C. Employee dinner where spouse can attend
D. Discounts for theatre tickets
Baby Boomers (50-68) – Defining Moments
Baby Boomers – Performance Clues
Competitive
Enjoy leading teams
“Work hard, pay your dues”
Measure work effort in hours per week
Want to be recognized for contributions
Prefer phone, personal interaction, meetings
A. Building a legacy
B. Building a stellar career
C. Building a parallel career
D. Building a portable career
Baby Boomers – Quiz
Gen X (38-49) – Defining Moments
Gen X – Performance Clues
Naturally skeptical
Loyal to individuals (not companies)
Training is security
Savvy with technology, media and information
Wants career security rather than job security
Balance now – not late in life
Prefer email, voicemail, direct and immediate
Gen X – Quiz
A. Like their boss to parent them
B. Very independent
C. Strive to be loyal to one company
D. Want to learn new skills for fun
Gen Y/Millennials (<37) – Defining Moments
Gen Y/Millennials – Performance Clues Respect accomplishment vs. authority
Accustomed to praise/feel entitled
Great multi-taskers, team members
Want meaning and good balance
Build parallel careers
Want excitement & challenge
Purpose/mission focused
Technology driven
Perceptions/Advice for Gen Y
Making Sense of the Millennial World
Need for constant feedback
– Others see it: Irritating, bid for attention
– Millennial perspective: Eager to please, efficiency
Confident/Self-Assured
– Others see it: Entitled, unwilling to pay dues
– Millennial perspective: Want meaningful, important work
Disliking rigid work schedules
– Others see it: Lazy, won’t “put in the time”
– Millennial perspective: Work can be done anywhere, will work
tirelessly for something exciting
Recruiting & Retaining
Millennials
Hot Buttons for Millennial Job Seekers
Employer fits lifestyle, personality and priorities
Fun
ChallengeEntrepreneurship
OpportunityCreativity
Ethics
LifestyleDiversity
Technology
Mission
The Millennial Job Search – Tactics
Make it personal
Instant gratification
Entertaining
Authentic
StraightforwardY-Size your website
Clearly set expectations
Offer more than money
Compensation packageExplain career paths
Detail specific projects
The Millennial Job Search – Tactics
Millennial Retention Strategies Week One is All-Important
Create Customized Career Maps – Be Specific
Model the Way – Reward Performance
Create Challenges and Milestones
Promote Collaboration
Communicate & Provide Feedback - OFTEN
Transparency & Access to Leaders
Understand Motivations
Talent Management Reviews
Providing Feedback
Generations may have different expectations
– Traditionalists: No news is good news
– Boomers: Once a year, with lots of documentation
– Gen X: Sorry to interrupt, but how am I doing?
– Millennials: Feedback whenever I want it…at the push of a button
Be specific and timely
Address performance issue, not intergenerational differences
Get Feedback to Provide Feedback
Talk with direct reports about their preference
– Formal vs. frank
– Verbal vs. written
– Email vs. memo
– On the spot vs. set a meeting
Millennial Retention Strategies Understand Retention Data
– Departure trends for high performers
– Conduct an in-person exit interview
Create Emotional Connection
– Highlight internal promotions
– Defer incentives
– Give more than money
– Stretch projects
– Creative scheduling
Millennial “Clashpoints” & Scenarios
Parallel Careers/Freelancing
Professionalism
Advancement
Flextime/Telecommuting
Inclusion
Rewards
Measuring results vs. Time
Personal Technology
Management Techniques for All Generations
Avoid judgment/assumptions
Treat associates as you do your members
Think “skills” not age
Build on strengths diverse groups provide
Ask and listen, be flexible
Set clear expectations and be specific
Generational Similarities Challenging, meaningful work
Opportunities for learning
Development and advancement
Successful integration of work/personal life
Fair treatment
Competitive compensation
Want leaders who are:
– Accessible, leads by example
– Acts as a coach, holds people accountable
Come Together
Online Sources“Managing Tomorrow’s People: The Future of Work to 2020,” and “Millenials at Work: Reshaping the Workplace,” by Michael Rendell, Sandy Pepper, Karen Vander Linde, Leyla Yildririm, et. al. PriceWaterhouseCoopers“Millennials facing unique workplace challenges,” by Lexy Gross, USA Today, September 24, 2013.“Money no longer the motivator for Gen X and Gen Y?” by Ray Williams, Wired for Success-Psychology Today, August 1, 2010.“Study Reveals Surprising Facts About Millennials In The Workplace,” by Shama Kabani, Forbes.com, December 5, 2013.“What Millennials Want In The Workplace (And Why You Should Start Giving It To Them,” by Rob Asghar, Forbes.com, January 13, 2014.“The Beat (Up) Generation,” by Abby Ellin, Psychology Today, March 11, 2014.
Sources & Works CitedBooksY-Size Your Business: How Gen Y Employees Can Save You Money and Grow Your Business by Jason Ryan Dorsey (2009)When Generations Collide: Who They Are. Why They Clash. How to Solve the Generational Puzzle at Work by Lynne C. Lancaster and David Skillman (2003)
Presentations“Managing Generational Differences” CBIZ Supervisory Training, 2011.
Online Sources“11 Tips for Managing Millennials,” by Susan Heathfield, About.com.“Gen Y Job Seekers: How They’re Different from Gen X and Baby Boomers,” by Dan Schawbel, TIME.com, September 24, 2012.“How Millennials are Transforming Careers and the Workplace,” by Ray Williams, Wired for Success – Psychology Today, September 16, 2013.“How the Millennial Generation Will Change the Workplace,” by Ray Williams, Wired for Success-Psychology Today, March 19, 2014.