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Posts tagged ‘millenials’

5 sessions I’m excited to attend at #SHRM16

SHRM imageBy Deb LaMere, VP of Employee Engagement, Ceridian

The Society for Human Resource Management’s annual conference and exposition is coming this June, and there are more reasons to be excited than I can count. #SHRM16 is the largest human resource event in the world, and there is so much this year’s conference is set to cover. Brand new business strategies, federal and even global compliance and talent management are a few of the things I’m looking forward to learning about this year. Read more

4 tips for implementing real cultural change that will help your business

company culturePerhaps what’s most challenging about human capital management today is having to bring together many disparate groups of people to form one cohesive company culture. Today’s workforce includes many members of the baby boomer generation who are still going strong into their sixties, many new graduates just starting their careers and countless more who are somewhere in between. It’s always difficult getting all of the above to come together. Read more

6 interesting findings about the millennial mindset in today’s workforce

employee appreciationAt this juncture, one of the greatest challenges in human capital management is managing several different generations of employees. The gaps between the age groups are becoming more pronounced with time – the baby boomer group is heading for retirement, but a few still linger behind, and meanwhile millennials are entering the workforce in droves.

This latter group is particularly vexing. With millennials flooding into every office worldwide, HR leaders must be ready to adjust quickly. They’re forced to prepare for this unique demographic group. What’s different about them? What makes them challenging to manage successfully?

According to Deloitte’s research, there are a lot of factors. The organization recently published an extensive report on the subject, entitled “Mind the Gaps: The Deloitte Millennial Survey 2015,” which explores the many challenges of working with millennials today. Deloitte surveyed 7,800 millennial employees spanning 29 countries, getting their opinions on effective leadership and the impact of business on society.

Millennials have new attitudes about work all over the world.

“Findings from Deloitte’s fourth annual Millennial Survey show that business, particularly in developed markets, will need to make significant changes to attract and retain the future workforce,” the organization stated.

In the end, Deloitte uncovered a lot of interesting nuggets. Below are six key takeaways about the millennial mindset in today’s workforce:

Skepticism about corporate values
Ideally, every corporation would do its part to help society, but millennials aren’t so sure if that’s happening. Deloitte found that 75 percent of millennials think businesses do more for their own agendas than to help others.

Concern about untapped potential
Every employee has a great deal of talent to bring to their jobs, but unfortunately only 28 percent of millennials say their current organization is making full use of their skills.

A newfound sense of ambition
Some youngsters have an eye for the throne. Deloitte found that 53 percent of millennials aspire to become the leader, or at least the most senior executive, within their organization.

Big aspirations in emerging markets
This ambition for the top position is particularly pronounced internationally, in less economically powerful countries. In emerging markets, 65 percent of millennials said they wanted to be top executives, versus only 38 percent in developed markets.

A fear of big business
If you thought most youngsters in the U.S. wanted to work for a large corporation, then you thought wrong. In emerging markets, 51 percent of millennials see an appeal to large global businesses, but in developed markets, that figure is only 35 percent.

Reluctance toward entrepreneurship
If they don’t join existing big employers, will they instead start their own companies? Among millennials, the predominant answer is no. Only 11 percent of young people in developed markets and 22 percent in emerging markets expressed an interest in founding their own businesses.

5 tips for engaging the ‘Generation Y’ employees among your ranks

5 tips for engaging the 'Generation Y' employees among your ranksAs technology evolves over time and the workforce begins to skew younger, it’s inevitable that companies’ strategies for managing their talent must adapt to stay up to date. Many of today’s employees are from a different generation – it’s one that’s not only younger but more independent and brings higher expectations for workplace technology.

It’s vital that human capital management keep pace. This is especially the case now that members of “Generation Y” – the term loosely used to describe those born after 1980 – continue to trickle into the workforce. Many of these employees are accustomed to working in high-tech ways that eschew the traditional “pen and paper” approach. Whereas older employees may be used to notes and file folders, the younger generation often prefers solutions that are mobile and cloud-powered. It’s an entirely new way of doing business. Read more

3 ways to help employees – even young ones – with retirement savings

retirement savingsFor HR offices at a lot of companies today, how employees handle their own money is considered off limits – none of their business. They fill out the paperwork to process the payroll each cycle, then go on their merry way. From that point on, employees are free to do with their earnings as they please.

But there’s another approach that just might be worthwhile. At some places of business, it might be advisable for HR to step in and offer their employees guidance with saving for retirement. This isn’t to say they should mandate people’s savings with an iron fist, nor should they automatically set aside people’s hard-earned money for them. But some help with the finer points of saving may be a measure worth taking.
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4 motivation strategies that work best with the millennial generation

employee motivationWhile organizations (and HR in particular) always to work towards achieving high levels of employee retention and productivity, it can be variably difficult, depending on the demographics of the particular employees involved. If your staff is made up veteran workers who are comfortable in their positions and have no trouble staying motivated, that’s one thing. But if you have a lot of younger and less-seasoned employees on your hands, that’s a different situation.

A lot has been written about “millennials” in recent years. In the eyes of some leaders, members of Generation Y are “selfish and lazy and too attached to their technology” and aren’t motivated to succeed. But how much of that is really true, and how much is merely a stereotype?
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