1 / 31

Onboarding and Retaining Millennials

Onboarding and Retaining Millennials. Scott Tackett. May 22, 2019. Agenda. Millennials and the Service Industry Onboarding Do’s and Don’ts Key’s to Retention. Millennials and the Service Industry. The Reality. Recruiting, onboarding, and retaining employees is incredibly demanding

candicec
Download Presentation

Onboarding and Retaining Millennials

An Image/Link below is provided (as is) to download presentation Download Policy: Content on the Website is provided to you AS IS for your information and personal use and may not be sold / licensed / shared on other websites without getting consent from its author. Content is provided to you AS IS for your information and personal use only. Download presentation by click this link. While downloading, if for some reason you are not able to download a presentation, the publisher may have deleted the file from their server. During download, if you can't get a presentation, the file might be deleted by the publisher.

E N D

Presentation Transcript

  1. Onboarding and Retaining Millennials Scott Tackett May 22, 2019

  2. Agenda • Millennials and the Service Industry • Onboarding Do’s and Don’ts • Key’s to Retention

  3. Millennials and the Service Industry

  4. The Reality • Recruiting, onboarding, and retaining employees is incredibly demanding • Statistics indicate that only 10% of new hires will make it to their two-year anniversary • Maybe both sides are to blame?

  5. “The ability to make good decisions regarding people represents one of the last reliable resources of competitive advantage, since very few organizations are very good at it.” –Peter Drucker

  6. Perception • The problem: our perception • The solution: our perception

  7. Millennials – Just the Facts • As of 2015, millennials make up the majority of the U.S. workforce • By 2020, millennials will make up 46% of the total labor force – Winning the War for Talent

  8. Millennials: What We Think We Know Millennials are… • spoiled • lazy • entitled

  9. Millennials: The Reality Millennials… • value collaboration • desire meaningful work • seek work-life balance and flexibility • prefer frequent feedback about their performance • aspire to grow in their career

  10. Question Which of the other generations would not want those same things in their workplaces? When considering the previously mentioned descriptions about millennials…

  11. Question Why aren’t millennials interested in the service industry? • Poor perception of the service industry by society • You better get good grades so you can go to college or… • Love what you do and you’ll never work a day in your life • Perception that some jobs are less important than others

  12. What We Need To Do • Value work that provides real value and solves pain – YOU ALL DO THAT • Teach our youth to find satisfaction in working hard and creating something tangible – YOU ALL CAN DO THAT • Break the mindset that manual labor jobs are only for the “lower class” – YOU ALL CAN DO THAT • Our employees can make money fast and don’t have to pay off college debt for years – YOU ALL CAN MAKE THIS HAPPEN • Start talking about and respecting “real entrepreneurship” – THAT’S EVERYONE IN THIS ROOM

  13. Think About This • No quick fixes here • We must work everyday as an industry and as a society to show our potential employees and our communities that we provide valuable, honest, important meaningful work. This Photo by Unknown Author is licensed under CC BY-SA-NC

  14. We Know Talk to a millennial and they will tell you what they are looking for: • Meaningful work • The ability to travel • To experience things • The opportunity to make a difference • To work for a company that cares Our industry can provide these and more!

  15. Today’s World • Years ago people spent their entire career at a company, but not today • Given this new norm, we are going to have to work harder than ever before to keep them onboard • The cost of losing millennials is staggering to organizations! • The average millennial salary is $39,700 according to Beyond.com • This same group contends that the cost to replace a millennial worker is 20% of their salary $7,940

  16. The Ideal Team Player • Humble • Hungry • Smart

  17. A Good Workplace Culture Millennials define good culture as … • Offering a clear understanding of the organization’s primary purpose • One where their individual job duties and skills are benefiting a cause • An organization having a community service program and/or doing charitable work • Providing opportunities to be able to make a difference • Offering training and development

  18. Recent Numbers From Gallup • Companies lose between 1/3 and 2/3 of new hires within the first 12 months • When looking at hourly employees alone, 1/3 to 2/3 are lost in the first four months!

  19. So Where Does It Start? With an effective onboarding process! Important Note: Attracting and acquiring talent to your organization is critical, but what is more critical is acquiring the right talent and then ensuring and taking steps toward retention

  20. Onboarding Do’s and Don’ts

  21. Definition of Onboarding Onboarding includes the processes that allow new employees to learn about the organization; its structure; its vision, mission, and values as well as to complete all the necessary legal and internal documentation required.

  22. Effective Onboarding • If you think processing new-hire paperwork is the only component to onboarding, you’re WRONG • Effective onboarding is really a system about early development and long-term assimilation into the organization • Plainly stated, onboarding programs are way too short • I suggest your onboarding process should be at least three to six months for a technician and longer for other positions

  23. Effective Onboarding • Drives engagement, loyalty, and commitment • Provides an understanding of mission, vision, and values • Clearly defines and redefines expectations and performance standards • Outlines work processes: how to get things done and who to go to • Reviews acceptable work behavior and business etiquette • And of course, provides documents

  24. Effective Onboarding • Be sure to make it a process and not a one time event • Always have a protocol and a plan in place for the following: • First day • First week • First month • Next two months

  25. Effective Onboarding Split up the duties, if possible: • HR person • Supervisor or Manager • Owner • Coworker/trainer • Mentor/buddy

  26. Effective Onboarding Onboarding can even start before the new employee comes to work the first day: • Invite the new employee and family to tour the facility • Provide important written information by sending things via email or text message • Put together a care package and send it to their home • Make sure you have picked out a buddy for them and talk with the buddy before the new employee starts

  27. Keys to Retention

  28. Your Future Responsibilities So, what are the keys to managerial leadership that breeds successful retention of good employees in your organization? • Really listen to your employees – in other words, be present during the conversation • Hold everyone accountable – but understand that accountability is not about blame, coercion, criticism, or finger pointing • Have open, honest, and frequent communications – not just when things are not going well

  29. Your Future Responsibilities • Provide your employees with a feeling that their job (no matter what the title is) is important • Admit your mistakes and learn from them • Don’t view mistakes as catastrophes … and don’t shoot the messenger either • Finally, be positive and enthusiastic

  30. “A key reason (perhaps the number one reason) people stay with their current employers is the relationships that they have with their direct managers. If the manager gives them what they need to be successful in their work, that can be reason enough to decide to stay or leave.” —Philip Brewer President of Keep Employees, Inc. Final Thought

More Related