USING WORK / LIFE BALANCE TO RECRUIT AND RETAIN

GENERATION Y:AN INTERVENTION FOR COMPANIES

Vania Parakati

MA in Counseling

San Jose State University

Why Generation Y:Gen Y / Millennials: approximately 76 million people

born roughly between 1980 and 2000 - largest generation of workers since the Boomers

Gained interest in population through research on WLB and when working at SJSU’s Career Center

Educated, talented, creative, multi-taskers,

pampered and nurturedEnjoy travelling, value friendships, have

a strong social conscienceWLB is a given – they move easily and fluidly

between their work and personal life

Why Work/Life Balance?Definition of Work/Life Balance: “Integration of work

and family so that neither consumes the other” (Duda, 2006)

Personal experiencesHot topic in both media and research Factors driving the WLB movement:

(a) Globalization(b) High tech advances(c) Recession(d) New Employee Profile – Gen Y

5 Basic WLB Components1. Flexibility (schedule, location)Examples: Telecommuting, Virtual Offices, Flexitime,

Part-time, Compressed workweek

Interesting Facts: 37% workers would accept a 10% pay cut in

exchange for telecommuting (Dice.com, 2008) Gen Y workers have ‘vowed to shorten the workday’

(Ryan Healy, Employee Evolution blog, May 2008)

Flexibility allows workers to feel they have more control over their life and therefore decreases their stress levels

5 Basic WLB Components2. Dependent Care Examples: Childcare subsidies, on-site childcare,

referrals, dependent care assistance

Interesting Facts: Dependent Care Assistance has universal appeal Affects Perceived Organizational

Support (POS) Increases loyalty levels and retention

rates Increases recruitment rates

5 Basic WLB Components3. Vacation & Time OffExamples: Paid holidays, Sabbaticals, Volunteering

Millennials enjoy travelling and devote time to volunteering

Interesting Fact: Those who don’t take any time off… Double their heart-disease risk Increase their depression risk Their children develop cognitive and

language skills at a later age

5 Basic WLB Components4. Wellness ProgramsExamples: EAPs, Fitness incentives, Nutritional

counseling, Skills workshops

Interesting Facts: Decrease healthcare costs Improve efficacy levels at work & home Reduce absenteeism rates Overall productivity increase

5 Basic WLB Components5. Fringe BenefitsExamples: Concierge services, Pet care, Car wash,

Housing Assistance, Gourmet in-house chefs

These appeal to Millennials – help them maintain their lifestyle

Interesting Fact: Millennials are apt to leave a company

that does not accommodate their

lifestyle and balance needs

What is the Intervention’s Purpose:Develop a cohesive, streamlined WLB program that: Addresses all five major WLB components Focuses on all workers but particularly on Gen Y’s

concerns, needs and characteristics Recognizes and deals with potential resistance from

managers and workers Approaches the problem from a career counselor’s

perspective, in order to better understand and address employee concerns

Benefits both employees and companies

Intervention

Step 1: Introduction of WLB Program Presentation of framework to stakeholders Hiring of consultants

Step 2: Evaluation of Company’s Culture and Policies Review company documents Debrief with HR team Conduct interviews with entire staff Administer surveys

Intervention

Step 3: Development of program Information is compiled into a proposal Presentation is company-wide Feedback is elicited, incorporated

Step 4: Implementation Management training Adoption of the program Promotion to Gen Y Keep program up to date

Why this intervention works• Addresses WLB of all workers, but focuses on Ys• Incorporates elements from successful programs

but has a cohesive, structured layout• It is flexible and can be adapted to meet each

company’s needs • High counselor involvement with clearly defined

roles and functions

QUESTIONS?