introductions - fuzehub · myths and realities. reality: they really don't know how to grow...
TRANSCRIPT
IntroductionsDenise BallWorkforce Development Specialist
2018 Retention Report
Leveraging Key Characteristics of the Younger Generations
Best Practices to Attract & Retain
KEY POINTS
WORK INSTITUTE 2018 RETENTION REPORT
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WORK INSTITUTE 2018 RETENTION REPORTCost of Turnover
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WORK INSTITUTE 2018 RETENTION REPORT
40% of all the turnover was in the first year.
Top Categories of Reasons People Leave Jobs in 2017
• Career Development• Work-Life Balance• Manager Behavior• Well-Being
workinstitute.com/retentionreport2018
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HELP WANTED The top condition
of a manufacturer’s competitiveness is access to a talented workforce.
By 2020…..
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Some things never change…
wearethecity.com
Today’s talent pool
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Z’s and Millennials Facts
The Z generation is made of 74 million people and growing
The millennial generation is made of 75.4 million people
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Z’s and Millennials Facts
The average person owns 7.7 connected devices
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Z’s and Millennials Facts
15% of 25- to 35-year-old Millennials are living in their parents’ home. Almost all Z’s do.
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Z’s and Millennials FactsThese generations value experiences over ownership
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Myths and Realities
Myth: Younger generations have no work ethic.
Reality: They have a self-centered work ethic. These generations are dedicated to completing their task well, but have not been raised in a way that demands them to look around and see what should be done next.
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Myths and Realities
Reality: They are willing to put in the time to do the job, however, they are uninterested in “face time”.
Myth: They don’t want to put in the hours to get ahead.
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Myths and Realities
Reality: These generations have great respect for leaders and loyalty. They do not respect authority "just because." Loyalty and respect must be earned. But when it is earned, it is given fiercely.
Myth: No respect for authority
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Myths and Realities
Reality: They really don't know how to grow up. The youngest generations in today's workforce are facing a delayed adulthood and just generally facing the "real world" later.
Myth: They don’t want to grow up.
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Key Traits
1. Connections and experiences
2. Workplace value
3. Visibility on how their work fits into the big picture.
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Their ideal job should have opportunity for career advancement Millennials = 72% Gen X = 64% Boomers = 52%
Work Expectations
Their ideal job should allow them to learn new skills Millennials = 72% Gen X = 62% Boomers = 48%
Companies can build high performers and future leaders by focusing on industry best practices that help these generations, and all employees, feel valued from the moment they walk in the door through their entire career.
Best Practices
Share Mission and Vision
Gear
Company Swag
Relate to their Key Traits
Strong Onboarding | Key Points
Connections and experiences
Workplace value
Visibility on how their work fits into the big picture
Key Traits
Clear Training and Career Pathways
Clear Training and Career Pathways
Candidate for Qualification
Knowledge and Skills Training & Evaluation
OJT Standard Work Training & Evaluation
Job Qualification Standard (JQS) Evaluation
Work Qualification Standard
OJT Training Credentialing
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Succession and Mentoring Programs
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Build Strong Trainers
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Flipped Classroom
Provide Strong Onboarding
Build Clear Training Plans and
Career Pathways
Implement Succession and
Mentor Programs
Develop Strong Organizational
Trainers
Best Practices
Don’t generalize Communicate Your corporate
mission Show them their future Provide continual learning
opportunities Go digital Allow them to share their ideas Provide regular and immediate
feedback
Final Tips
Interview Story
Thanks for Listening
For more information on strategies
to engage the Millennial and Z
Generation through training and
development, please contact:
Denise Ball