Attracting and Retaining Millennial Employees C:\WINDOWS\Profiles\pdeplasc\Local Settings\Temporary Internet Files\Content.IE5\5P29BF75\MCBD09512_0000[1].wmf Patricia DePlasco, SPHR What are the different generations? C:\WINDOWS\Profiles\pdeplasc\Local Settings\Temporary Internet Files\Content.IE5\5P29BF75\MCBD09512_0000[1].wmf •Four generations in the workplace today –Traditionalists or Veterans-born 1901 - 1943 –Baby Boomers –born 1943 and 1960 –Generation X –born 1960 and 1980 –Generation Y (Millennials) –born 1977 - 1982 Background C:\WINDOWS\Profiles\pdeplasc\Local Settings\Temporary Internet Files\Content.IE5\5P29BF75\MCBD09512_0000[1].wmf •Who are the Millennials? •Delaware Tech’s Initiative •Research C:\WINDOWS\Profiles\pdeplasc\Local Settings\Temporary Internet Files\Content.IE5\5P29BF75\MCBD09512_0000[1].wmf Who are the Millennials? C:\WINDOWS\Profiles\pdeplasc\Local Settings\Temporary Internet Files\Content.IE5\5P29BF75\MCBD09512_0000[1].wmf •Most technologically savvy to enter the workforce •Accustomed to change and a fast pace •Used to having a structured environment and receiving praise for participating •Will not hesitate to leave an organization if their needs and desires are not met Who are the Millennials? C:\WINDOWS\Profiles\pdeplasc\Local Settings\Temporary Internet Files\Content.IE5\5P29BF75\MCBD09512_0000[1].wmf •Embrace teamwork , ethical behavior, new learning opportunities •Expect to be involved in important projects early in their careers and move up quickly •Expect a flexible organizational culture with many work/life policies •Present new opportunities and challenges for employers who must first understand them before recruiting and retaining them Who are the Millennials? C:\WINDOWS\Profiles\pdeplasc\Local Settings\Temporary Internet Files\Content.IE5\5P29BF75\MCBD09512_0000[1].wmf •“This generation will either save the planet, one soup kitchen at a time, or crash-land on a lonely moon where nobody ever reads.” •In Millennials Rising: The Next Great Generation, Howe and Strauss (2000) coined the term, Millennials, and made a prediction that “This generation is going to rebel by behaving not worse, but better.” Hoover, 2009, p. 1-2 Delaware Tech’s Project C:\WINDOWS\Profiles\pdeplasc\Local Settings\Temporary Internet Files\Content.IE5\5P29BF75\MCBD09512_0000[1].wmf •Administrators have been exploring the topic of the different generations in the workforce and how the College will need to adapt to a multigenerational workforceencompassing four generations. Delaware Tech’s Project C:\WINDOWS\Profiles\pdeplasc\Local Settings\Temporary Internet Files\Content.IE5\5P29BF75\MCBD09512_0000[1].wmf •The topic of the different generations was presented to the Board of Trustees at its September 2008 workshop. •As a result, it was decided to explore ways in which the College could better respond to a changing workforce and student population in order to maintain or improve upon the level of excellence with which the College prides itself in serving the community. Delaware Tech’s Project C:\WINDOWS\Profiles\pdeplasc\Local Settings\Temporary Internet Files\Content.IE5\5P29BF75\MCBD09512_0000[1].wmf •Task forces were formed in different areas, Human Resources, Instruction, Student Services, Community Programs, et cetera, to research, recommend, and help implement strategies that address the different issues surrounding a multigenerational workforce and student body, particularly focusing on the Millennial generation. Delaware Tech’s Project C:\WINDOWS\Profiles\pdeplasc\Local Settings\Temporary Internet Files\Content.IE5\5P29BF75\MCBD09512_0000[1].wmf •The task forces concentrated on the 4 Cs: –Connect –Communicate –Collaborate –Customize Delaware Tech’s Project C:\WINDOWS\Profiles\pdeplasc\Local Settings\Temporary Internet Files\Content.IE5\5P29BF75\MCBD09512_0000[1].wmf Goals: •New policies, guidelines, resources, timeline for implementation •Find ways to better attract and retain a multigenerational workforce •Pilot initiatives and report back to the Board of Trustees •Seek employee and student input Delaware Tech’s Project C:\WINDOWS\Profiles\pdeplasc\Local Settings\Temporary Internet Files\Content.IE5\5P29BF75\MCBD09512_0000[1].wmf •As a contributor of material to the presentation for the Board Workshop, I did research on this topic in the summer and early fall of 2008, primarily to obtain information on the Human Resources programs other colleges and universities were using to address the issue. •I relied on the College and University Professional Association-HR Knowledge Center website to research other colleges and also searched for articles in The Community College Times and explored other colleges’ websites. Research C:\WINDOWS\Profiles\pdeplasc\Local Settings\Temporary Internet Files\Content.IE5\5P29BF75\MCBD09512_0000[1].wmf •For the literature review, I started with LiteraryDatabases and selected Meta Press, Academic Source Premier, Business Source Premier, Dissertations and Theses, EBSCOhost, Academic Journals, trade publications, and magazines Research Findings C:\WINDOWS\Profiles\pdeplasc\Local Settings\Temporary Internet Files\Content.IE5\5P29BF75\MCBD09512_0000[1].wmf •Impending retirements of a large part of the workforce means Millennials will be filling these positions •Human Resources professionals will need to examine existing policies for relevancy and effectiveness •The use of the latest technology tools and communication mediums will be important in reaching this generation What Can HR Professionals Do? C:\WINDOWS\Profiles\pdeplasc\Local Settings\Temporary Internet Files\Content.IE5\5P29BF75\MCBD09512_0000[1].wmf •Be proactive and informed when developing succession plans •Be creative in recruiting efforts •Flexibility will be crucial –work/life initiatives are expected What Can HR Professionals Do? C:\WINDOWS\Profiles\pdeplasc\Local Settings\Temporary Internet Files\Content.IE5\5P29BF75\MCBD09512_0000[1].wmf •Applicants do not want one-way communication with organizations they want to work for •Applicants expect honest and interesting job descriptions and “a feel for what the job would be like at your company.” •They may want blog postings from your employees or “day-in-the-life videos.” www.nowHIRE.com What Can HR Professionals Do? C:\WINDOWS\Profiles\pdeplasc\Local Settings\Temporary Internet Files\Content.IE5\5P29BF75\MCBD09512_0000[1].wmf •Use social media –Facebook, Twitter, LinkedIn… •Know your candidate populations’ demographics and tailor your site •Make your career site user-friendly and attractive www.nowHIRE.com What Can Employers Do? C:\WINDOWS\Profiles\pdeplasc\Local Settings\Temporary Internet Files\Content.IE5\5P29BF75\MCBD09512_0000[1].wmf •Instead of “exit interviews,” have “retention interviews” •Offer frequent feedback –Millennials expect more than once or twice a year feedback •Offer opportunities for learning –mentoring, cross training, job rotation •All generations desire workplace flexibility – Millennials expect it What Can Employers Do? C:\WINDOWS\Profiles\pdeplasc\Local Settings\Temporary Internet Files\Content.IE5\5P29BF75\MCBD09512_0000[1].wmf •Millennials have a high need for affiliation – organization social and sport events, community volunteering opportunities “The magic formula that successful businesses have discovered is to treat customers like guests and employees like people.” Thomas J. Peters1942-, American Management Consultant, Author, Trainer