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Next Generations &
Retention
2 | Generation Gap: Real or Imagined?
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� Which is their “horse” before they
believe/behave (“cart”)
� Are all in if they feel a sense of “ownership”
� 51% would rather have no job, than a job they
hate
� 95% are motivated if they understand the
impact of their work
They Want To Belong
3 | Generation Gap: Real or Imagined?
4 | Generation Gap: Real or Imagined?
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� Perceived as insubordinate
� They believe they offer something of value
� Raised by “peer-ants”
� 65% believe they can mentor older workers
� Learning is a two way street, regardless of
seniority
They Appear Cocky/Self Assured
5 | Generation Gap: Real or Imagined?
� But they must “love what they
do”
� Need to connect socially
� Cell phone goes
everywhere…….
� 89% feel they must be
“constantly growing in their job”
� 71% want coworkers to be like
a second family
Work Ethic May Appear Low
6 | Generation Gap: Real or Imagined?
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They Are Picky
7 | Generation Gap: Real or Imagined?
� But they want work with
meaning
� Hungry to grow
professionally
� Need to be heard by
supervisors
� Desire to make a difference
is core to Millenials
� But they want to be part of the big picture
� 70% say they need “me time” at work
� 75% want a mentor not a boss
� Investing in them will yield a huge ROI
Appear To Be Different
8 | Generation Gap: Real or Imagined?
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� They do not separate work
from play
� Work must be fun
� Millennial: “I need
flexibility, respect, and
snacks”
� Baby Boomer: “Give me
my objectives and get out
of my way”
They Will Apply Themselves
9 | Generation Gap: Real or Imagined?
Inside a Google office
10 | Generation Gap: Real or Imagined?
11 Millennials Create an Org Chart
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Culture of Retention
12 | Culture of Retention
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�What actions can be taken with Exit Data
�Basically an autopsy with low participation
�Departing employees do not want to burn
bridges and often hide real reasons
�“Better Opportunity” is the most frequent
response which is not actionable
How Good are Exit Surveys?
13 | Culture of Retention
How Good are Employee Surveys?
14 | Culture of Retention
�Represent the feelings of
the average employee
�Results not weighted, so
importance is lost
�Time to assess, report
and act on results
�Result is usually some
sort of employee program
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�Saratoga Inst - poor leadership causes >60% of
turnover (20K employees over 17 industries)
�Gallup - turnover problem traces back to the
manager (25 years of data)
�Kenexa reports that offering a higher salary is
not enough to retain employees
�Fortune 100 Best Places to Work - 20+ years
of data show that “trust between manager and
employee is the primary characteristic of the very
best workplaces”
Statistics
15 | Culture of Retention
Google is known as a leader in places to work and
employee retention. Their view is simple:
Best Practice
16 | Culture of Retention
“What employees value most are
even-keeled bosses who make
time for one-on-one meetings,
who help people puzzle through
problems by asking questions,
not dictating answers, and who
took an interest in employees’
lives and careers.”
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Manager Role (leading survey)
17 | Culture of Retention
�Clear job expectations
�Good use of employee’s skills/abilities
�Give opportunity to improve skills
�Provide challenging assignments
�Rewarding and recognizing appropriately
�Valuing employee’s opinions
�Environment of cooperation and teamwork
Stay Interviews are intentional discussions to
learn the specific actions, if any, the manager
must take to strengthen the employee’s
engagement and retention with the organization
�Employees hear directly that their bosses care
�Supervisors take ownership for retention
�Employees become more engaged in staying
�Builds trust
Why Don’t We Just Ask Them?
18 | Culture of Retention
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�What do you like most and least
working here?
�What are your career goals?
�What is your dream job?
�Why do you stay?
�Why might you leave?
�What makes a good day here?
�What more do you want to learn?
�How can I help?
The Stay Interview
19 | Culture of Retention
“Do or do not. There is no try.”
-Yoda
20 | Culture of Retention
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21 | Culture of Retention
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