This document discusses engaging a multigenerational workforce by addressing different generational values and reducing employee turnover. It notes that employee turnover costs 1.5-3 times an employee's salary and that 72% of US employees are disengaged. Different generations have different work values and communication styles that employers must understand. The document suggests performance coaching instead of evaluations and increasing millennial engagement through stretch assignments, mentoring programs, and community service initiatives.

1. Making it Stick:
Engaging Your Multigenerational Workforce
Shira Harrington
Founder & President, Purposeful Hire

2. The High Cost of Employee Turnover
1.5 – 3xs
Employee’s Salary
Recruitment
Loss of institutional knowledge
Training of new hire
Loss of member relationships
Impact on morale

3. Employee Disengagement is Rising
72%
US employees who are disengaged
or actively disengaged

4. Employee Loyalty is Non-existent
• Rampant downsizings for last two decades
• Absence of defined benefit plans
• Focus on work-life balance
• Maslow’s hierarchy: “self-actualization”
• Gallup: “People join companies but leave managers”
• Increased options for entrepreneurship

5. High Turnover of Millennials
18 months
Average tenure of Millennials
(and declining)
They are paid volunteers!

6. Traditional Longevity Based on Tenure
4 Years tenure
10 years tenure
Until retirement
Start date
BUT it’s socially unacceptable
for Millennials to stay in their
jobs for longer than 2 years

7. Millennial segment grows as
Boomers start to retire
75% by 2025
50% by 2020
35 % in 2015

9. Generational Work Values

10. • Hard work
• Sacrifice
• Respect for authority
• Following the rules
• Frugality
• Military focus
• God and country
Traditionalist Values

11. • Anything is possible
• Live to work
• Pay your dues
• Face time
• Career-focused
• Competitive
• Long-tenured jobs
• Women in leadership
• Diversity / Civil rights
Baby Boomer Values

12. • Independence
• Self-reliance
• Cynicism
• Questions authority
• Entrepreneurism
• Work to live
• Work-life balance
Generation X Values

13. • Achievement
• Diversity
• Extreme fun
• Highly tolerant of others
• Sociability | Team focused
• Members of global community
• Tech dependent
• Now!
• Optimism
• Street smarts
• Mission driven
Millennial Values

14. Communication StylesBoomers
• Diplomatic
• In person
• Present
Options
• Consensus
GenerationX
• Direct
• Email
• Sound
bites
• Present
facts
Millennials
• Polite
• Positive
• Texting
• Consensus
• Don’t talk
down to
them

15. Rewards and Recognition
Boomers Generation X Millennials
Financial Rewards Time Off Meaningful Work
Public Recognition & Praise Don’t like Public
Recognition
Personal and Team
Recognition
Title Recognition Freedom to Get Results Title Recognition
Letter of Appreciation Constructive Feedback Mentoring / Coaching
Appreciation for Hard Work Hands Off Supervision Frequent Communication
Work-Life Balance Work-Life Balance Work-Life Integration

16. Cross Generational
Employee Engagement Factors
Perceptions of job importance
Being Kept in the Loop
Clarity of job expectations
Career advancement opportunities
Regular feedback and dialogue with superiors
Quality of working relationships
Inspirational leadership
Effective Internal Employee Communications
Rewards and Recognition

17. What Millennials Want

18. Rethinking Performance Evaluations
Performance
Evaluation
• Past-Based (Superior/Subordinate)
Performance
Coaching
• Future-Based (Athletic Coaching)

20. High Motivation
High Skill Low Skill
Low Motivation
“Passiontivity” Exercise
Aligning Skills with Career Motivators
20
(High Engagement) (Professional Development)
(Stop – Gap) (Disengagement)

21. How Can You Increase Millennial
Engagement at your organization?
1. Create a Millennial (or cross generational) taskforce
2. Expand frequency of new career titles
3. Give them stretch assignments
4. Allow them to work more collaboratively
5. Offer more flexible scheduling options
6. Launch community service initiatives
7. Create a mentoring program
8. Invite them to executive or board events
9. Move to performance coaching, “quick hit” feedback
10. Make things fun!!

22. Roundtable Discussion
What is ONE actionable take-away
you can employ in your organization
to start increasing engagement?

23. Questions?
Shira Harrington
Founder & President
Purposeful Hire, Inc.
shira@purposefulhire.com
703-508-9573
www.purposefulhire.com