What is happening to the workforce? Where’s the work ethic? Doesn’t any body want to work? If you are like most business leaders and owners I work with, you've no doubt noticed a trend in the way the “younger” employees have been behaving in recent years. Most likely, you consider it a negative trend; too much entitlement, not enough loyalty, no work ethic, only interested in them self, and not willing to make a sacrifice.
Unless you live in total isolation, you have heard of and recognize this segment of the workforce is known as Generation Y. Bottom line, this group has been in the workforce long enough to understand, and have key priorities identified. Research by numerous groups and individuals has resulted in a consistent top three things this segment is looking for from an employer; a positive environment, interesting work, and probably the most important: the opportunity for continuous learning.
Considering the cost of turnover -- which is dependent on the source and position being filled, three months wages to 200% of an annual salary; ouch -- there are retention strategies that make sense. As a Human Resource Management and Organizational Behavior Consultant, I tell you, give them what they want!
Before you shoot me or discredit my perspective, consider the options and return on investment.
Positive Environment – How is this achieved? Clearly defined duties, candid and timely feedback documented in a formal evaluation or appraisal process, recognition, and reward for their efforts. The cost associated with these items is far less that three months wages.
Interesting Work – This is perhaps the most difficult of the three considerations to address. Making of widgets falls slightly short of rocket science or 3-D computer programming. However, if the right person is selected using job fit job match and professionally developed assessment, success is achievable. Also, employee retention and productivity will be the result when the other considerations are achieved.
Continuous Learning – Creating an opportunity for continuous learning through training and development programs has more potential today than at any time in the past. Online training programs are affordable and offer quality content in a wide variety of topics. Taking advantage of this type of resource is also an excellent risk mitigation strategy. Due diligence and good faith efforts in such areas as harassment prevention and diversity carry validity or recognition by various government and state agencies.
Reducing turnover by 20% or a couple employees per year, along with increased productivity from tenure and experience will add significantly to the company’s customer satisfaction, success, and profits. Consider the adage; you have to spend money to make money. Invest in your most valuable asset, your human capital, and watch the returns.
Kevin Robinson is the President and Senior Consultant for People Wise, a Kansas City based Human Resource Management Consulting and Solutions Firm. In addition, Kevin is an instructor of Graduate and Undergraduate courses in Human Resource Management,
Showing posts with label Engaging Gen Y. Show all posts
Showing posts with label Engaging Gen Y. Show all posts
Tuesday, August 5, 2008
Wednesday, June 18, 2008
Five Quick Gen Y Tips...
"To stay competitive in today's marketplace, employers need to understand the characteristics of Generation Y candidates and recruit accordingly," advises Ann E. Zaslow-Rethaber of International Search Consultants (ISC), a leading executive search firm that specializes in the sales and marketing industry on a nationwide as well as international basis.
Generation Y includes those born between 1980 and 2003 and have nearly twice as many members as the earlier generation - Generation X. Here are a few suggestions on how to recruit for this new group of candidates:
• Understand their characteristics - Members of Generation Y are confident, independent, socially conscious and comfortable with technology. They are career driven and when looking for a job, take a different approach then generations before them. Instead of asking themselves what companies are they qualified to work for, they ask themselves what companies they want to work for and go after those.
• Get their attention with a strong recruiting message - since these are tech savvy candidates, recruiting and delivering information in a creative way via the internet is a must. These candidates have no problem being marketed to so be direct and hit home on the strengths of the company and position. Avoid misleading or false messages - straightforward is always best.
• Offer flexibility - while this group in general is self motivated and hardworking, they want to have flexibility on the job. You can attract them to your company by promoting such perks as flexible work schedules, telecommuting options, and casual dress code. Personal fulfillment opportunities rank higher in this group than do monetary rewards or richer benefit plans.
• Tout your company's community involvement - these candidates want to make a difference not only on the job but in the world. Publicize any of your company's efforts to improve the community or world such as participating in the green movement, giving to charities or sponsoring community events, for example.
• Provide ample growth opportunities - because Generation Y members are more loyal to their careers than to their companies, be sure to highlight all opportunities for growth such as training, mentoring, and career advancement. In most cases, as long as they continue to learn and grow within your company, more than likely they will stay put for awhile.
People Wise now offers an affordable http://www.pwhrm.com/training/online.html. For a free demo check out http://www.pwhrm.com/ or call 816.858.7300 today!!
Generation Y includes those born between 1980 and 2003 and have nearly twice as many members as the earlier generation - Generation X. Here are a few suggestions on how to recruit for this new group of candidates:
• Understand their characteristics - Members of Generation Y are confident, independent, socially conscious and comfortable with technology. They are career driven and when looking for a job, take a different approach then generations before them. Instead of asking themselves what companies are they qualified to work for, they ask themselves what companies they want to work for and go after those.
• Get their attention with a strong recruiting message - since these are tech savvy candidates, recruiting and delivering information in a creative way via the internet is a must. These candidates have no problem being marketed to so be direct and hit home on the strengths of the company and position. Avoid misleading or false messages - straightforward is always best.
• Offer flexibility - while this group in general is self motivated and hardworking, they want to have flexibility on the job. You can attract them to your company by promoting such perks as flexible work schedules, telecommuting options, and casual dress code. Personal fulfillment opportunities rank higher in this group than do monetary rewards or richer benefit plans.
• Tout your company's community involvement - these candidates want to make a difference not only on the job but in the world. Publicize any of your company's efforts to improve the community or world such as participating in the green movement, giving to charities or sponsoring community events, for example.
• Provide ample growth opportunities - because Generation Y members are more loyal to their careers than to their companies, be sure to highlight all opportunities for growth such as training, mentoring, and career advancement. In most cases, as long as they continue to learn and grow within your company, more than likely they will stay put for awhile.
People Wise now offers an affordable http://www.pwhrm.com/training/online.html. For a free demo check out http://www.pwhrm.com/ or call 816.858.7300 today!!
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