Winning the Millennials: The Roles of HR and Senior Management Shira Harrington Founder & President, Purposeful Hire
Employee Disengagement is Rising 72% US employees who are disengaged or actively disengaged
Employee Loyalty is Non-existent Focus on work-life balance Maslow s hierarchy: self-actualization Gallup: People join companies but leave managers Increased options for entrepreneurship
High Turnover of Millennials 18 months Average tenure of Millennials (and declining) They are paid volunteers!
Traditional Longevity Based on Tenure Until retirement 10 years tenure 4 Years tenure Start date BUT it s socially unacceptable for Millennials to stay in their jobs for longer than 2 years
Millennial segment grows as Boomers start to retire 75% by 2025 50% by 2020 35 % in 2015
Generational Work Values
Traditionalist Values Hard work Sacrifice Respect for authority Following the rules Frugality Military focus God and country
Baby Boomer Values Anything is possible Live to work Pay your dues Face time Career-focused Competitive Long-tenured jobs Women in leadership Diversity / Civil rights
Generation X Values Independence Self-reliance Cynicism Questions authority Entrepreneurism Work to live Work-life balance
Millennial Values Achievement Diversity Extreme fun Highly tolerant of others Sociability Team focused Members of global community Tech dependent Now! Optimism Street smarts
Boomers Generation X Millennials Communication Styles Diplomatic In person Present Options Consensus Direct Email Sound bites Present facts Polite Positive Texting Consensus Don t talk down to them
Rewards and Recognition Boomers Generation X Millennials Financial Rewards Time Off Meaningful Work Public Recognition & Praise Don t like Public Recognition Personal and Team Recognition Title Recognition Freedom to Get Results Title Recognition Letter of Appreciation Constructive Feedback Mentoring / Coaching Appreciation for Hard Work Hands Off Supervision Frequent Communication Work-Life Balance Work-Life Balance Work-Life Integration
Cross Generational Employee Engagement Factors Perceptions of job importance Being Kept in the Loop Clarity of job expectations Career advancement opportunities Regular feedback and dialogue with superiors Quality of working relationships Inspirational leadership Effective Internal Employee Communications Rewards and Recognition
Extrinsic Motivators Career Minded Intrinsic Motivators Mission Minded
What Millennials Want
Rethinking Performance Evaluations Performance Evaluation Performance Coaching Past-Based (Superior/Subordinate) Future-Based (Athletic Coaching)
Passiontivity Exercise Aligning Skills with Career Motivators High Motivation (High Engagement) High Skill (Professional Development) Low Skill (Stop Gap) Low Motivation (Disengagement) 20
How Can You Increase Millennial Engagement in your workforce? 1. Create a Millennial (or cross generational) taskforce 2. Expand frequency of new career titles 3. Give them stretch assignments 4. Allow them to work more collaboratively 5. Provide more flexible scheduling options 6. Offer social responsibility community service 7. Create a mentoring program 8. Invite them to executive-level events 9. Move to performance coaching model
Hear From Your Peers Jackie Little Employee Engagement Survey Jim Tamburro Millennial Input on Strategic Plan Samira Collier Watt Senator Mentoring Program
Roundtable Discussion What is ONE actionable take-away you can employ in your office to start increasing engagement?
Change Your Mindset It s all about relationship.
Questions? Shira Harrington Founder & President Purposeful Hire, Inc. shira@purposefulhire.com 703-508-9573 www.purposefulhire.com Millennial Engagement Blog Gabrielle Jackson http://blog.millennialmanagementinstitute.com/