4/4/2017. Why Should I Work for You? Today s Session. Who Are Millennials? How to Attract & Retain Millennials Using Employer Branding

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1 Why Should I Work for You? How to Attract & Retain Millennials Using Employer Branding Presented at DC SHRM on April 7, 2017 Today s Session Who are Millennials? What do Millennials Want? o 3 Things an Employee Value Proposition Needs o 5 Ways to Attract & Hire Millennials o Retaining Millennials on a Shoe-String Budget Q&A 2 Who Are Millennials? Marianna Knight VP of HR 1

2 Born after Key Traits Prior EVP Dedicated, hard workers Long tenures even if performance issues Skills not always kept current Informal processes, uncertain accountability leave requests, annual reviews Generous pay, benefits & severance in return for years of service 2

3 Migration Path Previous EVP = family 21 st Century Workplace Informal roles, processes Explicit roles, processes = Accountability Great job security Great professional development 5 Ways to Attract & Hire David Field Assistant Director Ari Scott Associate Manager 1. Important Mission What We Do: Save We provide direct action to save threatened places of national significance, particularly communities that reflect the rich diversity of the American story. 9 3

4 What We Do: Revitalize Re-Urbanism helps communities create great cities for people -- not cars -- that are diverse and vibrant and that conserve and reuse older buildings to create a more sustainable, equitable future. What We Do: Educate We are the national voice for preservation, producing publications, websites, trainings and other resources for both professional preservationists and local activists. What We Do: Engage From social media to on-the-ground events, we offer countless ways to welcome increasing numbers of Americans into the world of preservation. 12 4

5 2. Fun Work How We Do It: Advocacy We work on Capitol Hill and on the streets to encourage adoption of laws and policies supporting local preservation. 13 How We Do It: Volunteers Staff have opportunities to make a difference by participating in the community outreach work of the Trust even when it isn t a part of their everyday duties. How We Do It: Interns Our summer intern program provides a diverse group of students and early career professionals with experiential learning opportunities that create engagement with, and help further the mission of, the National Trust and the preservation movement. 5

6 How We Do It: HOPE Crew We train young people in preservation while helping to protect historic cultural sites on public lands. The program links preservation projects to the national youth corps movement. Making a Difference Motivates All of us at the Cincinnati Museum Center are deeply grateful to your team at the National Trust We did it!! Your investment of time and talent helped raise key awareness and was an essential part of our ground game. - Cincinnati Museum Center 3. Great Benefits Work-Life Balance ½ day Fridays in Aug. Flexible hours Tele-work Generous vacation & sick accrual 18 6

7 Fun Events Valentine cupcakes Movie night Blood drive Running club, gym Holiday door decoration contest 19 Financial Assistance Fair pay Loan forgiveness Health Savings Account (HSA) Employer contribution to retirement plan Cool Technology Keeps Us Connected Technology enhances knowledge sharing & enables our staff to work remotely and at flexible hours. 21 7

8 Enhances Skills Operating & maintaining these systems also provides career growth and opportunities for tech-savvy Millennials Awesome Professional Development Knowledge Sharing Annual Conference Staff Exchanges Diversity & Inclusion Group (DIG) Mentor Program New Hire Buddies 23 Emerging Professionals run a community of interest that focuses on opportunities & events for junior staff. 24 8

9 Retention on a Shoe String Marianna Knight VP of HR How We Do It 26 Talent Management Strategy Goal Hire the Best & the Brightest High Performer Identification & Cultivation All Staff Training, Development & Engagement Low Performer Evaluation & Performance Management Coach & Mentor Promote as Possible Ongoing Improve Exit 27 9

10 Blessing-White X Model Success Success Organizational Goals & Values Individual Goals & Values Career Ladder Job Grade Family 18+ Sr Executive 15+ Executive Sr Mgmt Mgr/ Prof Admin Technical 1 Level of Complexity Org Vision Org Strategy Advanced initiatives Complex Initiatives initiatives Basic initiatives Advanced projects Complex Projects projects Basic projects Advanced tasks Complex Admin tasks Basic tasks Advanced tasks Complex Tech Tasks tasks Basic tasks Frequent Feedback Expectation: Rate accurately no surprises! Set Expectations/Objectives Expectation: Review & approve staff s OGSPs at start of fiscal year; AND know staffers long-term goals* Review Results & Administer Rewards Monitor & Re-Align Objectives Expectation: Meet regularly with team members to review & discuss progress 10

11 Shoestring Budget Imagining What Comes Next Questions 32 Thank you! Marianna Knight Vice President, HR David Field Assistant Director Ari Scott Associate Manager 11