1 / 18

WELCOME, PBWC Attendees!

WELCOME, PBWC Attendees!. Track Three: Communication “Get A Grip On Gen Y: Effective Communication Strategies for Recruiting, Motivating & Retaining Millennial Talent”. Who Is Lisa Orrell? Generation Relations Expert. Professional Background Why the Interest in Millennials?

metta
Download Presentation

WELCOME, PBWC Attendees!

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. WELCOME, PBWC Attendees! Track Three: Communication “Get A Grip On Gen Y: Effective Communication Strategies for Recruiting, Motivating & Retaining Millennial Talent”

  2. Who Is Lisa Orrell? Generation Relations Expert Professional Background Why the Interest in Millennials? Millennials Incorporated Currently Has 5 Star ReviewRating on Amazon

  3. Session Agenda 1 2 3 4 5 6 Millennial Overview Meet the Millennials Recruiting Millennial Talent Motivating Millennial Talent Retaining Millennial Talent Q & A

  4. 1 Millennial Overview: The Generational Snapshot Millennials/GenY: ~1982to2002 Boomers: ~1946to1964 GenX: ~1965to1981 Homeland Generation, GenZ,New Silent Generation: 2002 to ?

  5. 1 Why is the Millennial Topic Important in the U.S.? • There are approx 82 million U.S. Boomers • 1/5 of American workers will hit retirement age by 2020 • This could cause a 35 million worker shortfall by 2014 in the U.S. • At a typical large company in the U.S. 30-40% of employees will hit retirement age in 5-10 years • This can challenge U.S.-based companies to sustain their growth & strength

  6. Meet the Millennials “They’re highly ambitious, optimistic, well-educated, collaborative team players, and most importantly, influential. They are arriving with higher expectations than any generation before them…and if they are not met, they will tell thousands of their cohorts with one click of a mouse.” 2 Head of Consulting at Epic Consulting

  7. Told they were special and valued by society and parents from Day One Coddled and Nurtured Baby On Board Bike Helmets Raised by enlightened, self-help book reading Boomer and Gen X parents Raised to express their feelings Told to experience many new things Boomer and Gen X parents saying, “Don’t make the same mistakes we did!” 2 Meet the Millennials: How They Came To Be

  8. “The recruiting experience with this generation is going to be more extensive. They are more sophisticated consumers who want to know what it’s really like to work for a company. There’s more dialogue and introspection with these young people.” 3 Recruiting Executive at Boston Consulting Group Recruiting Millennial Talent

  9. 3 Innovative Ideas for Attracting Them • Hospitality Suites and/or Fun Social Events • Flash drives with company info • Home office allowance • Family Day • Webinars for Q & A with employees • Company presence on FaceBook and/or MySpace • Mobile marketing campaigns • Company presence on YouTube

  10. We provide new experiences and exciting opportunities Our core values are honesty and integrity You’ll be challenged quickly Structured path for advancement You will have a mentor and/or guidance Flexible work environment We reward hard work Fun atmosphere Employ fun and friendly people Treat you with respect and opinions valued We support work-life balance We support an entrepreneurial spirit Collaborative work culture We’re green & support charitable causes 3 Hot Buttons You Need to Push During the Recruitment Process

  11. Motivating Millennial Talent “A Millennial’s psychological contract is with the relationships embedded within the organization, not the organization itself.” 4 Professor of HR Management at the University of Wisconsin at Milwaukee

  12. Motivating Millennial Talent Find Out What Motivates Them Map Personal Goals to Task Provide Flexibility Communicate Often Reward With Increased Responsibility Show Your “Fun” Side! Rewards & Recognition 4

  13. “This is the most high-maintenance workforce in the history of the world. The good news is they’re also going to be the highest performing workforce in the history of the world.” 5 Bruce Tulgan, Author of Managing Generation Y Retaining Millennial Talent

  14. Retaining Millennial Talent 5 “These confident young people tend to be very opinionated and expect to be heard. They also crave feedback and praise for accomplishments.” CareerJournal.com

  15. Unique Strategies for Retaining Millennial Talent Become a “Praise Culture” Team-up Millennial with older “partner” Career Assessment 3-5 years into employment, provide “life change” guidance Encourage parental attendance to company events Personalize Recognition Worklife Survey Make their first day memorable 5

  16. Get A Grip Recap Millennials expect flexibility Millennials expect a lot from their leadership Millennials want to communicate with managers often Respect their opinions & provide mentorship Well-known corporations are adjusting their cultures to accommodate Millennials Reward & praise your Millennial Talent often Have fun & enjoy the new generation!

  17. SPECIAL OFFER FOR PBWC ATTENDEES “GET A GRIP ON GEN Y” SEMINAR NOW ON DVD! Cost is $3,000 for Lisa to present the seminar in-person DVD ONLY $295: Includes tax, shipping & Lisa’s book Special 10% discount for PBWC attendees PROMO CODE: PBWC08 www.THEORRELLGROUP.com/products

  18. Lisa Orrell Lisa@theorrellgroup.com www.TheOrrellGroup.com Thank You!

More Related