I have the opportunity to speak quite often to business leaders about Gen Y. It’s a major concern as they see the wave of Baby Boomers retiring and they seek to find quality replacements and new hires to build their business. Take a minute to read the description for this presentation. Please feel free to reach out to me if you would be interested in having me speak to your management team, association, or an upcoming event.
The Baby Boomers have always been considered to be the largest generation, and therefore, they have impacted the American workforce more than any other. Now, the Baby Boomers are retiring – 10,000 of them every day. Who will replace them? There is a new generation moving into the workplace now – 80 million strong! They are even larger than the Baby Boomer generation. They are called “Generation Y, Net Geners, Millennials.” They are the first generation to have the internet accessible to them every day of their lives, and that has reshaped how they think, how they see the world, and how they approach their careers. As you look to staff your organizations now and in the coming years, you will not be able to ignore them.
This session will reveal to you the consistencies across this generation so you will know how to attract, retain, and manage them. It is likely that adjustments will need to be made in your internal strategies and structure to enhance your chances of maintaining a consistent workforce. And I believe that the way recruiting will take place in the next 3-4 years will dramatically shift from what we consider “normal” or “standard” currently. Those who begin planning now, making adjustments now, and have a blueprint to enable their organizations now will be the winners in the war for talent.
Issues that will be addressed:
- Who is this generation?
- What are the consistencies across this generation?
- How do those consistencies shape their thinking in the modern world?
- How do they approach their careers – what matters most to them?
- How can they be managed?
- Is there a model out there for my organization to follow?
- How can I best attract them to my organization?
- How will recruiting efforts change in order to reach this generation?
- How will I need to reallocate resources internally to accomplish these changes?
- What will I need to do to retain these workers?
- How do I take The Hunger Games approach – “May the odds be ever in your favor.”?
People respond very differently when they hear the word “boss.” For some, fear overwhelms them as they try to behave perfectly and hope that he/she will soon pass. For others, they get out the lip balm as they prepare to start kissing up. Others, it impacts them very little. While others may be glad for the opportunity to say hello and shake a hand.
I’ve experienced a wide range of emotons over the course of my career when it comes to the people I reported to. My very first boss was my dad. I worked for him for 9 years. He owned a small HVAC company in Dallas and I worked alongside him every day. I’m grateful for the example that he was to me – his customers came first. He would move Heaven and Earth to try to keep his commitments, timelines, and budgets. He worked long hours – and by the nature of the job – not always in a pleasant working environment. It gets really hot in Texas during the summer, sometimes 110-115+. Then imagine crawling into an attic where it could be 150-160. He never complained.
Other bosses I’ve had have ruled through intimidation. I’m not sure why they felt like fear was the best way to get results, but they did. Even though I didn’t enjoy this environment, it also helped me to be a better employee. It taught me about the importance of choosing the right time and the right attitude when approaching them. It forced me to have all of my information and details ready to defend my point. I also had to learn to try to find the best in people.
I’ve also had those bosses who allow me to do the things that they hired me to do and were my biggest cheerleaders. Having the support of a manager is so important. For me, my best work is done when I have the freedom to be innovative and take some chances without having to fear for my job. These are the people that I model myself after as I manage people and projects.
No matter what kind of boss you have – you can still be thankful. You can learn something from them, and most certainly learn something about yourself. Take a second tody to just say…thanks!
Over the next month, I will be presenting three webcasts for the Institute of Human Resources through SHRM.org and HR.com. HR.com is open registration so that anyone can register and be a part of those sessions. SHRM, however, requires that you be a member in order to participate in their webcasts.
October 25 on HR.com…
Victorious Secret: Attracting Gen Y in Your RPO Model – http://www.hr.com/en/webcasts_events/webcasts/upcoming_webcasts/victorious-secret-attracting-gen-y-in-your-rpo-mod_h7dsjntt.html
October 30 on SHRM.org…
The Net/Net of Net Geners – Must be a SHRM member to register – http://www.shrm.org/multimedia/webcasts/pages/1012douglas.aspx
November 8 on HR.com…
Extreme Makeover: Recruiting Edition – http://www.hr.com/stories/1348595443124
As a recruiter, I get people daily who come to me and ask advice on how to find their next job. A few years ago, I created a PowerPoint that went through a checklist of things to consider. There’s nothing new or too profound about my checklist, but I thought I would post a link today so people could find it online. Maybe it will help you, or someone else that you know. Feel free to share!