McDonalds Gets Real Value from Mature Workers

New research from Lancaster University Business School has shown that employees aged over 60 have delivered a significant boost to business at McDonalds. Levels of customer service are reportedly 20% higher in restaurants with staff aged 60 or over with 69% of McDonalds’ managers saying older workers empathize and connect well with managers, 47% saying older workers go the extra mile to deliver the best possible service and 44% rating highly the role of mature workers in bringing mentoring skills to help develop younger staff.

McDonalds employs 1,000 people aged 60 or over. Of course, older workers aren’t perfect but this shows that those organizations who are prepared to recruit, develop and retain them can reap real bottom-line benefits. Like B&Q, Sainsburys, BT and other such organizations before them, they’re to be commended for recognizing the strengths of an age-diverse workforce. We’ll really be lovin’ it when other mainstream employers do the same for white collar and managerial employees – and the notion of a truly multi-generational workforce is so commonplace as to no longer be newsworthy.

Engaging the 21st Century Multi-Generational Workforce

A brand new study just released last week from the MetLife Mature Market Institute details the most important factors for engaging different segments of the workforce. Titled “Engaging the 21st Century Multi-Generational Workforce”, the study indicates that employers can maximize the strength of their workforces and optimize worker productivity by using best practices, geared to the various generations. Identifying the values of the groups, the report reflects the “hot buttons” that are most effective in producing the desired motivation.

Conducted in partnership with Boston College’s Sloan Center on Aging & Work, the study explores the drivers of engagement for employees of different ages, including demographic characteristics, factors related to the job, and work-team factors. The Institute defines “engagement” as “a positive, enthusiastic, and affective connection with work that motivates an employee to invest in getting the job done, not just ‘well’ but ‘with excellence'”.

Also noteworthy was the MetLife finding that older workers are more engaged than younger workers. For many business leaders, this information will come as no surprise. The research suggests that “focusing on the talent management of older individuals is important because they may best relate to the Baby Boomer customer base responsible for $3.8 trillion of annual spending in the US. They also found the highest levels of engagement among women, without elder care responsibilities, in good physical and mental health, with a positive self-perception and those having job security.

Three key findings indicate that employee engagement can be greatly enhanced by simple and cost-efficient efforts, including providing strong training and development opportunities, encouraging work team inclusion, offering customized benefits plans, and promoting a culture of workplace flexibility and supervisor supportiveness. None of these findings came as new revelations to us and we found the absence of life-work balance interesting, but not surprising, given the economic times.

Wise employers will update their assumptions about the generations, based on these findings and will pay particular attention to how they may enhance employee engagement through the quality of the employment experiences they offer.

Click here to download the study in a PDF format.

Click here to download the multi-generational workforce workbook.

Where Does Gen Y Want to Work?

Where Does Gen Y want to work? That is the question that inspired Janet Sun of Experience.com to poll 6700 Gen Y’rs to find the answer. I think as you see the results below there is really nothing to shocking although I would encourage you to read her write-up and thoughts on the results.

65+ is the Fastest Growing Age Group Heading to Online Job Boards

The number of unique visitors 65 and older to career development Web sites grew 41 percent year-over-year, increasing from 2.5 million unique visitors in January 2008 to 3.6 million in January 2009. This was the largest increase year-over-year among people aged 18 and older (see Table 2).

“While 65 used to be considered the age when most people retired, we are seeing a trend towards later retirement or partial retirement. Much of this desire to stay employed longer can probably be attributed to the fact that people are living longer and feel the need to keep generating income and sock away more retirement savings, especially in light of the current economic climate and its effect on people’s nest eggs.” said Schilling.

Gen Y’s New Words for 2009

NEW SLANG
From povo and myselfish to retox and kward, the terms to know for 2009

While we understand the fleeting nature of slang and promise we are not “trying to make ‘fetch’ happen,” each year ushers in a bevy of new words you might hear and may even want to use (though we urge you to do so sparingly). 2009 introduces us to a vocabulary inspired by pop culture and technology, and here are a few of the favorites heard from the streets, our bloggers, and Gen Ys who know…

RECESSION-INSPIRED SLANG
Povo (po-vo)
“Caroline, I can’t go out to dinner tonight: My pay cut has left me totally povo.”

Ex-hole
n. Your ex boyfriend/girlfriend who dumped you via Post-it/text/drop-off-the-face-of-the-earth-disappearing-act and who is now flouncing around town with a new love interest
“I bumped into my ex-hole this morning – she said she was so sorry that she cheated on me, blah blah blah. I wanted to puke.”

Cupcake
v. To stay home with your boyfriend/girlfriend to cuddle
“It’s raining and cold outside; I think I’ll skip the bars and cupcake tonight.”

Hot Room
n. A social setting that involves a mix of people whose relationships to each other are, well, complicated
“I was sitting next to my current flame and then my ex-hole walked in with his current girlfriend, who I had a falling out with in high school – total hot room!”

DIGITAL SLANG
Pwn (pone)
v. To “power own” something or someone. Derived years ago from World of Warcraft smack talk, this slang has been adopted throughout other online games, and has since surfaced in the mainstream real world
“I pwn-ed Stephen last night in Wii Tennis.”

Epic Fail
n. A frequently used term in the video game community that quite simply means you really messed up and/or something/someone is an utter failure
“Dude, your attempt to get that girl’s number was an epic fail.”

Geequals
n. Two people who are equal in depth of arcane knowledge
“I knew I had met my geequal when Frank showed me his Star Wars light saber iPhone app.”

Myselfish
adj. A term used to describe people’s need for recognition and self-fulfillment via the Internet. This is accomplished with incessant Facebook status updates and TMI-Twitter feeds, and serves the purpose of making one feel important and/or noticed
“My friends consider my need to Twitter detailed accounts of my trips to Trader Joe’s, the gas station, and my opinions on anything, really, to be annoyingly myselfish. I consider it shameless self-promotion!”

THIS YEAR’S REHAB
Retox (ree-tox)
v. To go back on your New Year’s resolutions and do the opposite of the goals you set for yourself
“Instead of following my resolution to get fit this year, I decided to retox and take up cooking classes instead. Oh well, no one follows New Year’s resolutions anyway, right?”

Smashed Potatoes
adj. Drunk, inebriated, similar to the term “hot mess”
“Sorry I bailed without saying good night, but I was smashed potatoes.”

STREET SLANG
Hate-cation
n. Taking a vacation from being a hater where you are committed to not saying anything bad about anyone or anything; synonymous with “moral cleanse”
“Whatever, I know you have an opinion but just can’t speak your mind because you are on a hate-cation.”

Obama/Not Obama
adj. London street reporters proclaim that our new President has become synonymous with “cool”
“Yeah, that is so Obama!”

Alt-worthy
adj. A term used to describe people or things considered to be cool or trendy
“The pop-up art gallery on Elizabeth Street is alt-worthy.”

‘Kward (kwerd)
adj. Awkward
“Whoa, that conversation was very ‘kward.”

Can You Engage the Millennials in Work?

Recently JobFox.com conducted a poll of recruiters with predictable results—Millennials were judged to be the least effective performers of the four generations now in our workplace. A paltry 20 percent of the responders characterized them as “generally great performers”. Compare this statistic to the 63 percent who said Baby Boomers (43 to 62 years old) were great performers and 58 percent who gave high marks to Gen Xers (29 to 42).

Jobfox CEO Rob McGovern believes that corporate leaders, not Millennial professionals, “need attitude adjustments”. Certainly, the Millennials, sometimes called Gen Y, are the most educated and technologically savvy generation ever. Once you understand them and choose to make an effort to engage them, they are a very impressive group of workers.

According to McGovern, there are four “major motivators” for Millennials at work: The most sought-after motivator is balance. The Millennials do not embrace the value of the Boomer-created nine-to-five work week. They work best when they can set their own hours.

Second, they want to be on the leading edge. Millennials understand that technology is changing rapidly. If not updated continuously, their skills promptly become obsolete. “They have seen their parents and neighbors downsized and right-sized out of jobs.” Staying marketable is justifiably very important to them. Even though in a recent JWT survey, 60 percent of Millennials agreed that “an employee owes loyalty to their employer “,companies that do not provide new learning experiences will see this generation seeking job opportunities elsewhere.

Third, they do not want to be treated “as junior anything”. Millennials want to begin contributing right away. Companies must do a better job of helping younger workers see how their work is vital and how that work relates to the bottom line of the company.”

Finally, Millennials are looking for stability—especially now. Gen Y workers can be loyal team players as long as they can balance work and life goals, gain new learning opportunities, and feel like they are supporting company goals. The employers that will be the most successful over the next two decades will be the ones that can best inspire and engage this challenging generation.

To listen to me interview a Millennial about this exact topic click here.

Gen Y Opts for Cash over Career Growth

So much for the notion that young workers prize career growth more than cold, hard cash. Half of new college graduates say they would rather have high-paying jobs, even if it means less-satisfying careers, according to online job board Experience Inc. in Boston. Slightly more than one-quarter cite student loans as a big factor.

That revelation has recruiting implications: Nearly two-thirds of students say they are more likely to accept jobs with companies that offer loan repayment or similar financial assistance. Nevertheless, work appears to be a last resort for students shouldering high loan balances. Only 11 percent say they work part time to help pay tuition. Nearly one-third are competing for scholarships and grants.

Are the Coming Gen Y’ers a Bunch of Liars and Cheaters?

The future workforce is a few years away, but already, some observers are sending up warning flares that they’re slacking in ethical standards.

A recent survey by the Josephson Institute, a Los Angeles-based ethics-training center, revealed that lying, cheating and stealing are apparently prevalent among today’s high-school students. The survey studied nearly 30,000 students at public and private high schools nationwide.

Compared to a similar survey conducted in 2006, the latest poll, Report Card on the Ethics of American Youth, reveals a slight uptick of unethical behavior.

Among the findings:

* More than one in three boys (35 percent) reported stealing from a store within the past year; about one-quarter (26 percent) of girls admitted the same. In the previous survey, the results were slightly lower, at 32 percent and 23 percent, respectively.

* Nearly half of the boys (49 percent) and more than one-third of the girls (36 percent) reported lying to save money, compared to 47 percent and 31 percent, respectively, in the 2006 survey.

* A total of 83 percent of those in public schools and religious private schools said they lied to a parent about something significant. In addition, 26 percent confessed to lying on at least one of the questions on the survey.

* Nearly two-thirds (64 percent) of the respondents admitted to cheating on a test within the previous year, compared to 60 percent in the 2006 survey.

* Ironically, 93 percent reported that they were satisfied with their ethical behavior.

Michael Josephson, president and founder of the institute, says “the cheating data is chilling, but the theft data is stunning.”

While he doesn’t think the students have crossed the Rubicon and are doomed to a life of unethical behavior, Josephson cautions that businesses must infuse moral and ethical behavior into their culture — beyond tidy ethical statements — and spell out negative consequences for unethical behavior.

HT: Paul Gallagher

Social Media to Replace Recruiters? Right, Just Like Robots Are Doing All the Work Today….

I love it when lame studies project the elimination of an entire industries.  Ever see the movie 2001?  Weren’t we all supposed to be chilling at this point, allowing the computers and robots to do all the work, while we moved toward the plane called self-actualization?

Right.. I know… We’re still doing the work. That sucks, but hey, it’s job security.

Here’s another bold prediction.  Some experts see the downfall of recruiting agencies, which you and I know as “headhunters”.  It seems this set of experts sees the rise of social networks, combines it with how the younger generations like to connect, and concludes that soon we won’t need headhunters.  The social networks of the younger generations will do the work, and the employee referral will rise as the preferred alternative to headhunters.

To continue reading click here.

Has The Recession Cancelled Gen Y Workplace Concerns?

The whole Generation Y concept of work- where flexibility, work life balance and a socially responsible employer is demanded by jobseekers – is set to change. That’s according to Steve Carter, Managing Director of accountancy and finance recruitment specialist Nigel Lynn.

“I’m not suggesting that we shouldn’t have flexibility in the workplace”, says Carter, far from it, but according to recent research from the London Business School, while Generation X often requires flexibility for childcare, Generation Y demands it for lifestyle reasons. And according to a report in The Observer back in May, Generation Y jobseekers are “ready to resign if their jobs are not fulfilling and fun, with decent holidays and the opportunity to take long stretches off for charity work or travel.”

“In this market, that attitude isn’t going to go down terribly well with potential employers – many of whom may well be boomers and Generation X themselves and who had to really buckle down during the last major recession. And it’s going to be those people who can demonstrate that they can add real value to a business that will succeed. That means getting back to the Generation X ethos of hard work, long hours and potentially less time off. There will also need to be an acceptance that Generation X managers and leaders who have worked through a major downturn in the past will have valuable lessons to pass on. And above all, job seekers will need to demonstrate an attitude which reflects what they can do for their employer – not what their employer can do for them!”

Generation Y is a group that has never witnessed recession or economic hardship. They have grown up in a booming economy with rising house prices and a raging war for talent and so it is not surprising that they tend to talk about what they want from work. They may have some hard lessons to learn in the months to come.

What are your thoughts? Is Gen Y now going to become Gen X v2.0?

Visual: How the Millennials Use Social Media

Should You Be Asking Your Applicants About their Social Presence?

President-elect Obama is requiring prospective aides to disclose, in a 9-page questionnaire, ALL social interactions and presence including blog posts, comments and “any Web sites that feature you in either a personal or professional capacity”.  This also means disclosing Facebook profiles, MySpace pages and even posts on Match.com.

“…that requirement would force applicants to disclose information about Facebook and MySpace pages, profiles posted on dating Web sites, and even what was posted on Web sites like CNET and YouTube that allow readers to append comments.”

Should companies be forcing their applicants to do the same?

HT: Human Capitalist

Audio: Gen Y – In Their Own Words – Danielle

After noticing the amount of interest in the Gallup Q12 employee engagement study I decided to take it to the next level. This topic and study by far out ranks any other post on my blog. So with that in mind I set out to make it my own in order to give you insight into what the working generations are really all about. I thought this would be a different twist on the topic instead of me telling you what they think – I decided to let them tell you in their own words. So I re-wrote the Q12 questions and renamed them the N12+ and tried to make them more conversational.

So what you have below is the culmination of that in the form of a recorded discussion between me and a Gen Y’er named Danielle and her thoughts and opinions on what it takes to engage her at work.

If this gathers as much interest as the other generational and employee engagement posts, I will continue to interview and discuss these questions with working members of the other generations as well. So stay tuned.

Click below to listen to my discussion with Danielle:

Playback time for the Audio is 15 minutes.

Video: Revenge of the Gen Y (Gen We) – It is Coming

This is an excellently produced video about Gen Y (Gen We) and what they want. If you have any interest in understanding Gen Y (Gen We) you must watch this video. I have to say I was incredibly surprised at how compelling it is. Now Go Watch it! =)

4 Things You Might Not Know About Generation Y

Sure, Gen Y is voting for Obama, but this doesn’t mean they are trailblazers. In fact, they are, for the most part, living out the values their parents gave to them. Not only that, but Generation Y is more comfortable being part of the crowd — identifying themselves by their group of friends, their teams at work, and the consumer brands they love most. Here are some traits of Gen Y that might make you think twice about the preconceived notions you have about those young upstarts in the workplace:

Gen Y is fundamentally conservative.

This is not a rebellious generation. This is a group that moves back home with their parents after college, something you could never think of doing if you were going to, say, spend a decade using drugs and hanging out at Woodstock. The helicopter parent phenomenon is also a sign of a generation that is not rebelling. They let their parents help choose their college and their clothes. And when it’s time to get a job, they let their parents help negotiate their salary.

One of the things that makes young people look like big risk-takers is their propensity to job-hop. People in their 20s change jobs every 18 months. But the impetus for their constant job-hopping is learning: Their parents drilled into their kids that learning is the most important thing: “Get off the sofa! Stop watching TV! Do something productive with yourself!” And this is the generation that is steeped in SAT tutors, Spanish tutors, and private soccer coaching. So they expect to be learning every step of the way for their whole life. When Gen Y sees they are no longer learning a lot at work, they leave. Because this is what their parents told them: Get off your butt and learn something!

Gen Y is full of great team players.

This generation grew up on soccer teams, where everyone is a winner and no one is a star. School taught kids on the playground that you can’t say you can’t play, and kids translated this into a worldview where everyone plays together. They went to prom in teams and later they applied for jobs and quit their jobs in teams.

Today’s executive teams understand that work environments that use teams well outperform those that don’t; however, older generations are leaders and loners, not teammates. Gen Y is appalled by a lack of team structure at work, and often they feel like they are not accomplishing anything until they are working as part of a team. Gen Y is so team-oriented that the place they really need help is in learning how to be leaders — something that comes so naturally to Boomers that they never even expect to teach it in such a fundamental way as Gen Y needs.

Gen Y women have more power than men.

For the first time in history, women in their twenties are out-earning men. This is true in every major city in the U.S., and the disparity persists until women have children, and then men earn more. Other generations might leap to cry sexism, but this generation understands that women have power to make their own decisions, and women are deciding on their own to downshift their career when they have kids, which means they are making an intentional reduction in earning power. Women in Gen Y feel empowered to get what they want in life, and they feel secure enough at the office to know that downshifting is fine.

Gen Y is more productive than everyone else.

While baby boomers are using their in-boxes as a to-do list, Gen Y is largely bought into the idea of an empty inbox. And while the idea of a constantly empty inbox might not seem defining to some, it is: For one thing, it means that Gen Y has more control over their priorities than everyone else because they are not choosing what to do by what is coming into their inbox, but rather, what their goals for the day are.

The other thing that an empty inbox signifies is Gen Y’s ability to slice and dice productivity software to get where they want to go. The key to an empty inbox is turning your email into a searchable database rather than a file system, which requires a good set of email tools. Gen Y chooses their own productivity tools, rather than waiting for the IT department to download them onto the company laptop. Gen Y’s productivity is so much higher than everyone else’s that you can assume that someone who is texting and watching a movie and listening to their iPod is still getting more done than you are.

– Penelope Trunk

Penelope Trunk is a Boston Globe career columnist.

The Trophy Kids Grow Up: How the Millennial Generation is Shaking Up the Workplace

In a new book by Wall Street Journal contributor Ron Alsop, the author tackles the challenges of employing “Trophy Kids” in the workplace. “Trophy Kids” are of course Millennials, those youngin’s born from 1980 to 2000.

The Journal has a great write-up of the book. My favorite quote:

Although members of other generations were considered somewhat spoiled in their youth, millennials feel an unusually strong sense of entitlement. Older adults criticize the high-maintenance rookies for demanding too much too soon. “They want to be CEO tomorrow,” is a common refrain from corporate recruiters.

More than 85% of hiring managers and human-resource executives said they feel that millennials have a stronger sense of entitlement than older workers, according to a survey by CareerBuilder.com. The generation’s greatest expectations: higher pay (74% of respondents); flexible work schedules (61%); a promotion within a year (56%); and more vacation or personal time (50%).

Clearly Millennials are a group that expect a lot from their career on day one. And who can blame them? Millennials were surrounded by motivation posters in school hallways every day with messages like “Believe and you will achieve” and “Everyone has special talent”.

Understanding this is vital to your marketing efforts. Make it clear in your message that an education at your university will give them an advantage in their career and will speed up achievements like raises, promotions and vacation time.

There is an even more important lesson here: ensure that your marketing message makes the Millennial feel special, talented and gifted. Work with the sense of entitlement, not against it. Encourage it. Play into the way the Millennial already considers themselves unique, and your message will resonate more.

Flattery, it seems, will get you everywhere. After all, you just need to get them to enroll, you don’t have to deal with them once they matriculate. That’s when student services takes over.

Original Source: Justin Emond

Parents Invade the Workplace

Below is the header and link for my newest article for the Des Moines Business Record. I hope you enjoy it. Feel free to come back and talk about your thoughts on this interesting topic.

Article:

I guess it was inevitable. It started simply enough. We wanted our children to have more than we had growing up. We wanted them to have a better education, more choices, less turmoil, etc. That was great in the 1970s and even in the 1980s, but at some point that trend was bound to spin out of control.

When parents decided to be more like friends than parents, that was a warning. When parents thought coaching children was better than disciplining them, that was a warning. In 2008, it has evolved to parents being the agents and protectors of their kids in ways that are almost unbelievable.

To continue reading click here.

Four Generations and The Baggage they Carry

Giselle Kovary, a consultant at n-gen People Performance Inc., specializes in helping companies “get, keep, and grow” four generations of workers simultaneously.

In her well-attended session at the recent SHRM (Society for Human Resource Management) Annual Conference and Exhibition in Chicago, she defined the four generations as:

Traditionalists: Born 1922-1945 (63-86 years old)
Their goal is to build a legacy.

Baby Boomers: Born 1946-1964 (44-62 years old)
Their goal is to put their stamp on things.

Gen Xers: Born 1965-1980 (28-43 years old)
Their goal is to maintain independence.

Gen Ys: Born 1981-2000 (8-27 years old)
Their goal is to find work and create a life that has meaning.

Relationship with the Organization and Authority

Traditionalists, Kovary says, were hard-working, willing to sacrifice, and above all, loyal to the organization.

Boomers came along with big changes they wanted to bring to the workplace, but there were the Traditionalists running things, so Boomers had to be content with changing from within.

But the Boomers saw how the organization let the Traditionalists down. “That’s not going to happen to me,” they say, and so their loyalty tends to be more toward the team.

Gen X’s loyalties are for the boss, because their boss is the gatekeeper for learning new skills. Xers are in the “sweet spot,” says Kovary. They’ve been living under the Traditionalists and Boomers for 20 years. What they want to say is, “Will you please just get out of the way?” They also have up to 20 years’ experience and, as the Traditionalists and Boomers retire, workforce pressures mean Xers can negotiate and demand.

Meanwhile, Gen Y loyalties are to their colleagues. They think of all employees as peers. They may say to their manager, “Why don’t you do it?” They are likely to ignore the corporate food chain, and want to talk directly to the VP.

Gen Ys’ parents wanted them to have a voice in family matters; be part of family decisions; and now those young people bring those expectations to the workplace. Ys want their opinions solicited, listened to, and acted upon. (Boomers often tell her, Kovary says, “Well, yes, that’s how I raised my kids, but that’s not who I want to work with me.”)

Ys also move and travel in packs. And even when not together, they are in constant communication.

Ys expect all their co-worker friends to receive equal treatment. They are used to playing soccer and everyone gets a trophy. And since they cannot fail, Ys expect second chances. “I failed to meet my sales target? I want a do-over.” And if they are top ranked, they will lobby in favor of their lower-ranked teammates.

Here Come the Helicopter Parents

And then, says Kovary, don’t be surprised if Ys’ “helicopter parents” want to be involved in the application/interview process. (A quick show of hands of the hundreds of HR managers in attendance showed that most have gotten calls from parents.)

Ys can do outstanding work, says Kovary, but if they aren’t fulfilled, they’ll just leave. “Time to go; no biggie.” They have many options—or at least they believe they do.

Competency Revolution

Beware of an important change that is occurring with competency, says Kovary. For older generations, competency was held by the more experienced people, but now, in many fields, competency—especially technical competency—is with the least experienced, the Ys.

Work Styles of the Generations

Traditionalists worked in a linear fashion, following the rules, says Kovary. Boomers went along with the rules and the structure: “These are the 10 steps that we need to take.” Xers challenge the steps. They suggest, “How about steps 3 through 7 and then 9?” Ys say, “Let’s make it faster and better through technology.” They want to upgrade every 3 months to 6 months, just as they do with their personal technology.

What not to Ignore about Gen Y

The companies that are most successful in the coming years will be those that attract and retain the best talent, and realize the need to change their culture to match the needs of the workforce.

Gen Y will comprise a large percentage of the workforce so you will not have the luxury of refusing to address their unique needs. Employers that are sensitive to the following Gen Y needs will have a distinct advantage at retaining young workers and the opportunity to reap the benefits of A-level talent in the increasingly competitive marketplace:

• Flexibility: Work/life balance is no longer a buzzword among Gen Y workers. Happy to be held accountable to results, this generation wants to have control over when and how they go about their work. They desire true balance in their lives and seek flexible work schedules. They relish the option of being able to telecommute or work from a home office.
• Career-pathing: Millennials seek upward mobility. They want to not only know what is expected of them in their current job, but more importantly, what skills they need to develop to move onto the next position.
• Feedback: The annual review is no longer enough for millennials. This generation expects feedback and validation more often. Gen Yers want employers to notice and react to their performance. Show them how they are making an impact and how their work contributes to the bottom line.
• Training: If you want a job well done, employers need to tell these workers how to do it. But don’t just give orders, give the reasoning behind them. Besides offering complete training programs provide a mentor to help bridge gaps.
• Access to technology: Many Gen Yers are used to having the newest and best technology at their fingertips. E-mail and Internet access are musts. They also might expect to be allowed use of iPods and PDAs on the job.
• Open communication: Showing these workers appreciation for individuality and letting them be expressive will keep them around. Allow them to have input in the decision-making process — they want to be heard and involved in all aspects of the organization. While they are skeptical, Gen Yers value fairness and ethical behavior.

HT: Jim Peduto

Visual: Generational Population Breakdown