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CREATING A CULTURE THAT ENGAGES AND RETAINS MILLENNIALS Like us and check in on facebook at DaleCarnegieNY Tweet during the workshop at #DaleCarnegie.

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Presentation on theme: "CREATING A CULTURE THAT ENGAGES AND RETAINS MILLENNIALS Like us and check in on facebook at DaleCarnegieNY Tweet during the workshop at #DaleCarnegie."— Presentation transcript:

1 CREATING A CULTURE THAT ENGAGES AND RETAINS MILLENNIALS Like us and check in on facebook at DaleCarnegieNY Tweet during the workshop at #DaleCarnegie

2 Dale Carnegie Training: Who We Are Develop businesses by developing their people Igniting Workplace Enthusiasm since 1912 Offices in 90 countries Founder wrote “How to Win Friends and Influence People” Over 2500 Trainers globally

3 Workshop Objectives Understand the implications for your organization of recent research into what drives engagement for millennials Discuss strategies to positively impact engagement amongst millennials in your company Help decide whether Dale Carnegie Training is an appropriate partner for your company to enhance engagement

4 Employee Engagement The emotional and intellectual commitment of employees to deliver high performance

5 Employee Engagement Pays High Dividends High engagement = 19% higher shareholder return Salespeople who are engaged produce 48% more revenue Engaged employees take an average of 2.69 sick days per year; the disengaged take 6.19 (UK) Engaged employees give more “discretionary effort” Organizations with high engagement outperform others by as much as 202%

6 Levels of Engagement Millennials (18 to 34 Years Old) Older – Non-Millennials (50 to 65 Years Old) Disengaged Fully Engaged Partially Engaged

7 Employee Likelihood To Recommend Millennials (18 to 34 Years Old) Older – Non-Millennials (50 to 65 Years Old) May or may not recommend Definitely will recommend Probably will recommend Probably/Definitely will not recommend Employee Likelihood To Recommend Company to Friends as a Place for Employment

8 Employee Likelihood To Recommend Millennials (18 to 34 Years Old) Older – Non-Millennials (50 to 65 Years Old) May or may not recommend Definitely will recommend Probably will recommend Probably/Definitely will not recommend Employee Likelihood To Recommend Company to Others for Purposes of Doing Business

9 Importance and Execution Functional/Factual 26.Doing work that varies and is interesting 27.Positively impacting the quality of your company’s products or services 28.You are given help or support when you need it 29.There is good / effective communication at the company 30.Senior management is honest with its’ employees 31.My immediate supervisor communicates openly & honestly 32.My immediate supervisor recognizes my contributions 33.I have learned a lot from my immediate supervisor 34.My immed. supervisor sets a good example for myself & other direct reports 35.Our senior leadership uses the “Cascading Goal Setting” approach so all employees are involved 36.The co. encourages open communication between employees & mgt. 37.There are career advancement opportunities at my company 38.At my company I am able to learn & develop beyond my current job 39.I receive feedback on my job performance & how to improve it 40.My company provides competitive pay 41.My company provides incentives for higher performance How important are the following statements about your current job & the company you work for? (5 point scale) How strongly do you feel that your current job and company delivers on each of the following statements? (5 point scale) “Me”- Related Emotional Attributes 1.Having flexible hours in case I need to take care of personal responsibilities 2.I have confidence in the leadership ability of my immediate supervisor 3.I trust my immediate supervisor 4.My immediate supervisor is interested in me as a person 5.My immed. supervisor cares about my personal life & the effects it has on my job 6.I have confidence in the leadership ability of senior leaders 7.I believe that senior leaders are moving the organization in the right direction 8.I am satisfied w/the amount of input I have in the decisions that affect my work 9.I am proud of the contributions my company has made to the community 10.I feel that my health & well-being are supported and encouraged 11.I look forward to going to work 12.I am willing to put in a great deal of effort to make my organization successful 13.More often than not, I am energized by going to work “Company” - Related Emotional Attributes 14.Having good work life balance 15.Being able to do my job with limited oversight 16.Being trusted to do my job and more 17.Doing challenging work 18.That your company values its’ employees 19.Praise and recognition for a job well done is common practice at your company 20.Employee considerations are taken into account 21.Having a good sense of security at the company 22.My immediate supervisor treats me with respect 23.The corporate philosophy reflects my own personal values 24.All employees are treated with respect regardless of their position 25.The company cares about how I feel in relation to our overall business

10 Important to Millennials & Above Average on Execution Being given help or support when needed My immediate supervisor communicates openly and honestly My immediate supervisor recognizes my contributions My company provides incentives for higher performance Having flexible hours in case I need to take care of personal responsibilities Having trust in my immediate supervisor Looking forward to going to work Being able to do my job with limited oversight Being trusted to do my job and more My immediate supervisor treats me with respect

11 Doing work that varies and is interesting Senior management is honest with its’ employees The company encourages open communication between employees and management I am able to learn and develop beyond my current job Having confidence in the leadership ability of my immediate supervisor My immediate supervisor cares about my personal life and the effects it has on my job Being satisfied with the amount of input I have in the decisions that affect my work Having good work life balance Important to Millennials & Below Average on Execution

12 What are the most important things your company does, to help keep you engaged? MillennialsOlder – Non-millennials Employer / Employee Communication 23%25% Incentives/Perks 23%19% Pay/Compensation 17%16% Challenging/Interesting/Variety 14%11% Company 12%10% Benefits 8%8%12% Awards/Recognition 8%8%8%8% Good/Friendly Environment 8%8%4%4% Training/Development 6%6%7%7%

13 Which Training Programs most interest you? MillennialsOlder – Non-millennials

14 Online versus Face to Face Training MillennialsOlder – Non-millennials

15 Engagement Interview Passions Challenges Pride Motivation Opportunities Strengths

16 Example Questions for Engagement Interview What are you passionate about? What do you see as your strengths? What motivates you and how would like to be rewarded? What opportunities do you see for bringing about greater satisfaction in your job? What current challenges may be impacting your performance? What recent accomplishments make you most proud?

17 Cycle of Performance Improvement Know how Techniques Processes Experiential learning Coaching Need Want Can Will Habits Outcomes Behaviours Result Attitude KnowledgePractice

18 Next Steps for Creating Engaged Employees Training for Leaders and Managers to be the person who creates an environment of engagement 1 Training for Team members to be more engaged 2

19 Dale Carnegie Course Graduates

20 Training for Team members to be more engaged Next Steps for Creating Engaged Employees Training for Leaders and Managers to be the person who creates an environment of engagement 1 2 Facilitation for Senior Leadership to help set an engagement strategy 3

21 Final Thought Engagement isn’t an activity to be done; it’s a way of being. Like us and check in on facebook at DaleCarnegieNY Tweet during the workshop at #DaleCarnegie


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