Your Next Generation Employee

Transcription

1 Retirement Plan Advisory Group Your Next Generation Employee Equip, Engage, Energize presented by Caleb Bagwell Director of Financial Wellness, Employee Education Specialist Grinkmeyer Leonard Financial 1950 Stonegate Drive, Suite 275 Birmingham, AL (205) (866) offer securities and advisory services through Commonwealth Financial Network, Member FINRA/SIPC, a Registered Investment Adviser. Fixed

2 Generations In Your Work Place

3 Baby Boomers Ø Facts: ü Born ü Events: Television, Civil Rights, Woodstock, Watergate ü Music: Killing me Softly with his song, I m a Believer (the Monkees) ü TV Shows: Gunsmoke, Bonanza, The Andy Griffith Show ü Baby Boomer classify themselves as having strong work ethic, competent, ethical, handle crisis well 3

4 Baby Boomers: Viral Events Ø The Baby Boom: Post WWII the GI bill made having babies affordable and easy and the world wasn t ready Ø Money: with a booming economy the focus has shifted from putting food on the table to keeping up with the Jones Ø Television: For the first time a country was united visually. They watch JFK s tragedy together and they only had 3 channels so most likely they all watched the same thing. Ø The Suburbs: the mass movement of families away from the farm to live near the city shifted focus for boomers from family to self. 4

5 Leaderwise Tips for Baby Boomers Ø Communicate with Memos or Pick up the PHONE! Ø Decision are made with a process and ultimately its the bosses choice Ø Gain knowledge through observation and oral teaching Ø Career advancement means staying with one company if possible Ø Company Training is seen as a reward Ø Policies help things run smoothly Ø Meetings are how you share information and ideas 5

6 Generation X Ø Facts: ü Born ü Events: Double digit Inflation, MTV, AIDs, Berlin Wall ü Music: My Sharona, Another Day in Paradise, Dreamlover ü TV Shows: Dallas, Rosanne, Friends ü X ers classify themselves as Confident, Competent, and willing. 6

7 Gen X Defining Moments Ø Stuck in the middle: The smallest of the 3 generations they are commonly over looked, out numbered, and ignored Ø Divorce: From the divorce rate in America tripled then leveled off. If their parents didn t divorce they probably had a friend who went through that. Ø Mental Shift: the economic boom was gone and the general feeling turned pessimistic. Entering the work force Boomers were still competitive and X ers were concerned their parents worked themselves to death. 7

8 Leaderwise Tips for the X Generation Ø Communicate with , I chat, or Virtual meeting (what s a memo) Ø Decisions are made by the smartest person on the subject Ø Say what s on your mind Ø Gain knowledge through word of mouth or cliff notes Ø Career Advancement will most likely mean I have to change companies Ø Training is necessary that how I advance Ø Polices are pointless, rules are made to be broken Ø Can we meet virtually? Can I multitask if this part is not about me? 8

9 I am you Millennial 1. Who am I? 2. Why am I? 3. What am I looking for? 9

10 Millennials: We Are Awesome! Ø Facts: ü Born ü Events: 9/11, Monica Lewinsky, Y2K, Greatest economic depression in 80 years ü Music: Gangsta s Paradise, Can We Fix It? (Bob the Builder), Boom Boom Pow ü TV shows: ER, Family Guy, Survivor ü Millennials classify themselves as sociable, friendly, open to new ideas

11 Millennials Defining Moments Ø Tragedy: 9/11, Oklahoma City Bombing, Columbine High School, Recession Ø Helicopter Parents: Unlike the X ers, our parents were trying to have bigger families and their involvement in our lives was heavy. Participation trophies, help on school work, personal event coordinators (parents). Ø Choice: The Consumer Age brought about choice. Yelp, Tripadvisor, McDonald s taught us to ask and expect more. Ø Technology: We are the first generation who did not have to learn technology. We were born with it.

12 Inside your employee s brain What are your Next Level employees looking for? Basics: They want enough to cover their time, money, and health. Fulfillment: Gen X and Y employees are looking for avenues to fulfill their purpose not just fill their bank accounts. Reciprocating loyalty: Next Level employees want to feel protected, respected, and appreciated. Betterment: Your Next Level employees want self-improvement. They want to grow professionally and personally. Providing them ways to better themselves gives them a deep since of loyalty and appreciation. 12

13 It takes more than a paycheck To fill a key role in your organization, do you really want an applicant whose sole decision-making criteria is the salary? NO! It takes more than benefits. What it takes is a projected path or a PDP (Personnel Development Plan). Will he stay or will he go? 13

14 Would you pay an employee to walk away? 14

15 Engaging at the Next Level Corporate hierarchy is out American Funds: No one has a corner office. All money managers sit in a cubicle with their analyst Facebook: Mark Zuckerberg's desk is out on the floor with everyone else. All Conference rooms at Facebook have glass walls and no doors, a symbol that no secrets exist at Facebook. 15

16 Engaging at the Next Level Join AAA To engage your Next Gen employee you must be a member of AAA. You must be Approachable. You must be Acknowledging. You MUST be APPRECIATIVE. 16

17 How do Millennials Learn?

18 Millennials RAVE Ø Research Based Ø Applicable Purpose Ø Verifiable Data Ø Execution Ready 18

19 Research Based We used to say everyone learns in a different way. Audible, Visual, Tactical Millennials have grown up in an environment where all three are important! Ø Learning has to be set up so that Millennials can choose multiple ways to gather data - sometimes simultaneously. Ø Generally Millennials prefer to work in groups to gather data (note not always). Ø Millennials have to understand what is the ultimate learning objective with freedom to dictate how they acquire that knowledge. 19

20 Applicable Purpose Ø Why is this important to me specifically? Ø What impact does this have on my job (or ability to do my job)? Ø How much of this should I memorize and why? I have Google! 20

21 Verifiable Data Ø Everything, I repeat, everything you say will be fact checked by a millennial. Ø You MUST have a reason for your processes and procedures! Ø Things to NEVER say to Millennial or you ll lose them. Because I said so That s just policy That s the way that it has always been done 21

22 Execution Ready Ø Repetition = Retention Ø A relevant learning system for Millennials has to allow for immediate execution. Ø Difficulty or delay in using facts learned can cause your workforce to question their importance or relevance. 22

23 I need a volunteer

24 Equipping your Next Generation Tools: Your Next Gen employees want/expect to have access to the best tools available in their industry. Knowledge: Traditional education programs tend to teach to the test. Hands-on training is likely necessary. Next Gen s are looking for a way to be the best. Equipping them with all they need to gain knowledge and get better is key to getting the most out of them in the workplace. Incentive: What are they working for? 24

25 Energized! Motivation: Gets them going. Discipline: Keeps them going! 25

26 How to motivate your Next Gen employee They need room to grow and to be challenged. They need to know that you believe in them. They need to see the difference! 26

27 How do you keep them motivated? They need a plan, a process, and a position. Plan: Big Picture - What does done look like? Process: Timeline, special instructions, unknown variables Position: What is their role? Romans 12: 5 27

28 Continuing the Drive Your Next Gen employee will be you one day! Will they be ready? Will they want it? Will they love it like you do? 28

29 Engaged, Equipped, Energized Present, Purposeful, Passionate! To win in the marketplace, you must first win in the workplace! - Doug Conant, Campbell Soup 29

30 motivatedmonday.grinkmeyerleonard.com

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