CUMA Conference 2005

1. CUMA Conference 2005 Gen Y – Reaching the Unreachable Becoming an “Employer of Choice” for Gen Y Stars

2. Our Objectives • Discuss what it takes to become the “Employer of Choice” for Gen Y talent • Provide tips to attract, motivate and retain Gen Y talent within your organization • Network and share your creative & innovative approaches

3. Current reality of marketplace:The tables have turned Employer FROM: Why should I hireyou? What can you do for us? • Tight job market • Industry reputation • Pay practices • Benefits packages • Training opportunities Potential Employee TO: Why should I workfor you? What can you do for me? • Tight talent supply market • Changing expectations/values • Changing demographics • Work / life balance • Employability mindset

4. What is an “Employer of Choice”? • Any employer of any size in the public, private or not-for-profit sector that attracts, optimizes and retains top talent… because the employees choose to be there • Employees choose to work for your organization… even when presented with other employment opportunities

5. Getting to know Gen Y Life-defining Events • Digital age • Reality TV • Attacks of 9/11 • Corporate and government scandals

6. Getting to know Gen Y Attitudes & Values • Confident • Optimistic • Civic-minded • Innovative • Diversity focused • Techno-savvy • Solid work ethic • Believe it is Cool to be smart and do well • Desire for success & positive distinction • Entrepreneural spirit makes them self-reliant

7. Getting to know Gen Y Goal • To find work and create a life that has meaning

8. What attracts and retainsGen Y talent…... Top 6 • Leadership Quality • Work/Life balance • Professional Development • Work Environment • Reward & Recognition Systems • Open Communication • Flexibility • Autonomy/Empowerment • Growth / Expansion • Brand & Reputation • Incentive pay / pay-for-performance • Culture • Products / Services • Professionalism

9. Gen Y shopping for opportunities Recruitment Expectations • Marketing of the organization’s reputation and brand • How are you perceived in the marketplace? • Valued employee-driven negotiation • Does your organization build a mutually beneficial relationship?

10. Gen Y shopping for opportunities Unique Selling Proposition • The organization’s social responsibility, diversity and creativity • Is your organization in tune and responding to what is happening in the world? • How does your organization give back to the community? • Does your organization value differences? • Does your organization promote and encourage new and innovative ideas?

11. Gen Y shopping for opportunities Key messages to attract Gen Y talent • Be part of a first class organization led by an expert team of industry leaders • Work with competent, enthusiastic, and engaged professionals • Continuously develop your skill toolkit through exciting projects and initiatives

12. Gen Y shopping for opportunities Key messages to attract Gen Y talent • Experience a flexible work schedule, providing peace of mind and convenience that facilitates your work/life balance and commitments • Enjoy a personally and professionally rewarding work experience

14. Becoming an “Employer of Choice” with Gen Y Talent • Ideas and resources to brand your organization • Creative & innovative approaches which create a great workplace • “Best practices” to help your organization attract, motivate and retain high calibre staff

15. Strong Leadership / Management • Have high emotional intelligence (people smarts) • Develop relationship management skills • Don’t “parent” – provide autonomy (tap into Gen Y’s sense of achievement) • Build an accountable workforce – work with employees to set SMART goals • Decisions are made quickly

16. Strong Leadership / Management • Leaders are accessible • Not shy about giving compliments • Increased focus on employee satisfaction (“take the temperature”) • Increased focus on talent management • Understand employees’ career goals • Spot opportunities for employees within the organization • Solicit input and feedback how you can be a better manager/leader

17. Work/Life Balance • Recognize employees have responsibilities and a life outside of work • Flexible hours • Summer hours • 3 – 4 weeks vacation to start (in daily or weekly increments) • Holiday shutdown / floating holidays • Personal / sick days • Leaves

18. Career Development & Growth • Enhance their employability • Cross training / job shadowing • Ongoing coaching & mentoring • Provide frequent performance feedback (regularly… not once per year) • Tuition assistance /Membership fees • Encourage and support volunteer/community activities • Internal bid policy / secondment to other roles

19. Work Environment • Recognize special occasions, achievements and milestones (service anniversaries) • Hold company-sponsored events (social activities, discounts, teambuilding events) • Opportunities for Gen Y’s to work with peers • Make staff meetings fun • Teamwork is a core value • Ergonomically-sound environment • Up-to-the minute technology

20. Reward & Recognition Systems • Recognize achievements and value • Create a customized retention strategy for key people • Pay for performance / contributions • On-the-spot rewards for exceptional client service or initiative • Understand what motivates employees (extrinsic / intrinsic) • Variety of tools for managers to reward and recognize staff • Create “Value Propositions” to market their total compensation package

21. Outrageous Job Perks • Free on-the-job massages • Flying lessons • Leased BMW paid for by the Company • Pinball room / pool tables • One month vacation upon hire • Non-cash bonuses: TV, furniture, BBQs • $$$ to take any type of class ie. Tai Chi • Grocery shopping service

22. Excellent communication • Employees are up-to-date on how the business is doing whether it is positive or negative • Solicit employee input – Ask “What and how could we do better?” • Create an open-door environment where employees are comfortable expressing ideas and concerns

23. Do your Gen Y employees… • Know what is expected of them? • Have the opportunity to learn and grow? • Have the opportunity to do what they do best? • Receive praise or recognition for their work? • Have a say? • Feel their opinions counts? • Have best friends at work? • Know that their work is important?

24. HR Tools - Do you have…. • Employee Handbook Manual - HR Guidelines (current and applied consistently) • Performance Review System which includes goal setting, form, process • Updated Job Descriptions / Objectives • Training for managers and employees • Reward and Recognition initiatives

25. Board of Trade Compensation & Benefits / Employment Practices Surveys www.bot.com HRPAO www.hrpao.org SHRM www.shrm.org 1001 Ways to Reward Employees by Bob Nelson Networking Events External consultants More cool tools…

26. Refreshment Break • Sponsored by Silver Sponsor…

27. Executive Breakout Workshops10:15AM – 11:45AM • Workshop #1 – Tom Thomson • Helping You Make the Best People Decisions • Workshop #3– Carmichael/Jackson • Holding up the Mirror! Executive Coaching… • Workshop #5 – Varley • Generation Y: Reaching the Unreachable • Workshop #6 – Governor General • Trends in Retail Service Delivery