1. Engaging Your Multigenerational Workforce
Making it Stick:
Engaging Your Multigenerational Workforce
Shira Harrington
Founder & President, Purposeful Hire

2. The High Cost of Employee Turnover
1.5 – 3xs
Employee’s Salary
Recruitment
Loss of institutional knowledge
Training of new hire
Loss of member relationships
Impact on morale

3. Employee Disengagement is Rising
72%
US employees who are disengaged or actively disengaged

4. Employee Loyalty is Non-existent
Rampant downsizings for last two decades
Absence of defined benefit plans
Focus on work-life balance
Maslow’s hierarchy: “self-actualization”
Gallup: “People join companies but leave managers”
Increased options for entrepreneurship

5. High Turnover of Millennials
18 months
Average tenure of Millennials
(and declining)
They are paid volunteers!

6. Traditional Longevity Based on Tenure
Until retirement
10 years tenure
4 Years tenure
BUT it’s socially unacceptable
for Millennials to stay in their jobs for longer than 2 years
Start date

7. Millennial segment grows as Boomers start to retire
75% by 2025
50% by 2020
35 % in 2015

9. Generational Work Values

10. Traditionalist Values
Hard work
Sacrifice
Respect for authority
Following the rules
Frugality
Military focus
God and country

11. 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

12. Generation X Values Independence Self-reliance Cynicism
Questions authority
Entrepreneurism
Work to live
Work-life balance

13. Millennial Values Achievement Diversity Extreme fun
Highly tolerant of others
Sociability | Team focused
Members of global community
Tech dependent
Now!
Optimism
Street smarts
Mission driven

14. Communication Styles Boomers Generation X Millennials Diplomatic
In person
Present Options
Consensus
Generation X
Direct
Sound bites
Present facts
Millennials
Polite
Positive
Texting
Don’t talk down to them

15. 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
Letter of Appreciation
Constructive Feedback
Mentoring / Coaching
Appreciation for Hard Work
Hands Off Supervision
Frequent Communication
Work-Life Balance
Work-Life Integration

16. 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

17. What Millennials Want

18. Rethinking Performance Evaluations
Past-Based (Superior/Subordinate)
Performance Coaching
Future-Based (Athletic Coaching)

20. “Passiontivity” Exercise Aligning Skills with Career Motivators
High Motivation High Skill Low Skill Low Motivation
(High Engagement)
(Professional Development)
(Stop – Gap)
(Disengagement)

21. How Can You Increase Millennial Engagement at your organization?
Create a Millennial (or cross generational) taskforce
Expand frequency of new career titles
Give them stretch assignments
Allow them to work more collaboratively
Offer more flexible scheduling options
Launch community service initiatives
Create a mentoring program
Invite them to executive or board events
Move to performance coaching, “quick hit” feedback
Make things fun!!

22. Roundtable Discussion
What is ONE actionable take-away you can employ in your organization to start increasing engagement?

23. Questions? Shira Harrington Founder & President Purposeful Hire, Inc.