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Generation Y in Workplace

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Slides from my prentation to the Salina Chamber of Commerce

Publié dans : Business, Carrière
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Generation Y in Workplace

  1. 1. how to attract and retain the “young & the restless” (generation Y)<br />Myra Golden<br />
  2. 2. Veterans (1922 – 1943) “radio”<br />Outlook: practical<br />Work ethic: dedicated<br />View of authority: respectful<br />Leadership by: hierarchy<br />Relationships: personal sacrifice<br />Perspective: civic<br />Compelling Messages of Their Formative Era:<br />Make do or do without<br />Stay in line<br />Sacrifice<br />Be heroic<br />Consider the common good<br />
  3. 3. Baby boomers (1943 - 1960) “Television”<br />Outlook: optimistic<br />Work ethic: driven<br />View of authority: love/hate<br />Leadership by: consensus<br />Relationships: gratification<br />Perspective: team<br />Compelling Messages of Their Formative Era:<br />Be anything you want to be<br />Change the world<br />Work well with others<br />Live up to the expectation<br />Duck and cover<br />
  4. 4. Generation x (1960 - 1980) “computer”<br />Outlook: skeptical<br />Work ethic: balanced<br />View of authority: unimpressed<br />Leadership by: competence<br />Relationships: reluctant to commit<br />Perspective: self<br />Compelling Messages of Their Formative Era:<br />Don’t count on it<br />Remember – heroes…aren’t<br />Get real<br />Survive- staying alive<br />Ask “why?”<br />
  5. 5. Generation Y (1980 -) “Internet”<br />Outlook: hopeful<br />Work ethic: ambitious<br />View of authority: relaxed, polite<br />Leadership by: collaboration<br />Relationships: loyal<br />Perspective: civic<br />Compelling Messages of Their Formative Era:<br />Be smart – you are special<br />Leave no one behind<br />Connect 24/7<br />Achieve now!<br />Serve your community<br />
  6. 6. How to change the face of your workplace<br />Moving into a Generation Y Workplace as Baby Boomers Retire<br />
  7. 7. A closer look at generation y<br />
  8. 8. The Generation y personality<br />Don’t expect to stay in a job too long<br />Believe in their own self worth<br />Expect constant recognition and feedback<br />Technically savvy<br />Work/life balance is not a buzz word<br />
  9. 9. The Generation y personality<br />Focus on children & family<br />Scheduled, structured lives<br />Connected<br />Inclusive<br />Civic minded<br />Goal oriented<br />
  10. 10. What Generation y needs from you<br />Fair and direct<br />Engaged in their professional development<br />Training in people skills<br />Training to increase their marketability<br />
  11. 11. What Yers value in the workplace<br />Positive relationships with colleagues<br />Attractive salaries<br />Exposure to challenging assignments<br />Opportunities to expand skills and knowledge<br />Flexibility in work schedule<br />
  12. 12. The 7 gen y retention strategies<br />Be direct and ethical<br />Develop individualized career tracks<br />Equip them with the latest technology<br />
  13. 13. The 7 gen y retention strategies<br />Support their values, individuality and self expression<br />Provide adequate training<br />Offer mentoring support and thorough feedback<br />Convey how their work affects the bottom line<br />
  14. 14. 6 ways to remain attractive to yers<br />Be available, but give them room<br />Tell them the “why”<br />Let them be problem solvers<br />
  15. 15. 6 ways to remain attractive to yers<br />Provide a life-work balance workplace<br />Don’t be authoritative or paternal<br />Encourage them<br />
  16. 16. Bridging the gap<br />Create Intergenerational Teams<br />Veterans enjoy mentoring and Ys are typically eager for mentoring<br />Boomers, Xers, and Ys are strong collaborators<br />
  17. 17. Bridging the gap<br />All interested in learning<br />Ys used to and want instant feedback<br />Teaming Xers and Ys<br />All looking for flexibility in today’s workplace<br /> All value meaningful work<br />
  18. 18.
  19. 19. “If people would believe in us like Special Olympics and see what we can do, they would be amazed. My ambition in life is to turn ‘no’ into ‘yes.’  If someone says I can’t do something, I want to prove I can.” <br />Suzanne O’Moore, Special Olympics athlete<br />
  20. 20. Top 6 Ways to Be Inclusive in Your Recruitment<br />Establish partnerships (i.e. Sponsor a Special Olympics event)<br />Use government organizations and job boards<br />Utilize peer and family connections<br />State “People with disabilities encouraged to apply” in your ads<br />List only job requirements that are absolutely essential <br />Consider a 1-2 week job trial<br />
  21. 21. Resources for hiring disabled workers<br />EarnWorks.com - Business Case for Hiring Disabled Workers http://www.earnworks.com/BusinessCase/roi_level2asp<br />Office of Disability Employment Policy - U.S. Department of Labor Resources http://www.dol.gov/odep/<br />Recruiters Network - Career sites for the disabled. http://www.recruitersnetwork.com<br />Career Search Opportunities - Job search, resume database for both employers and disabled candidates. http://www.newmobility.com<br />President's Committee on Employment of People with Disabilities - The "grandaddy" of all sites for employment of people with disabilities. It hosts a list of over 80 employers who are actively recruiting disabled workers. Some of these employers may be your competitors. Consider participating in this recruiting program yourself. http://www50.pcepd.gov/pcepd<br />
  22. 22. Business EDUCATION<br />Without EXECUTION<br />Is just ENTERTAINMENT<br />