© MERCER 2016 1
INSIDE YOUNG MINDS
At t rac t i ng and Engag ing The New Genera t i ons
November 2016
Barb Marder, Senior Partner
Jon Meyers, Principal
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B R O U G H T T O Y O U B Y
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H OU SEK EEPIN G
Credit Questions Topic
© MERCER 2016 4
EA R N IN G C R ED ITS
Be watching using YOUR unique URL
for login
Stay on the webinar, online for the entire
duration
Certificates delivered by
email no later than
12/08/16
Ascentis Corporation is recognized by SHRM to offer Professional
Development Credits (PDCs) for the SHRM-CPSM or SHRM-
SCPSM. This program is valid for 1.0 PDCs for the SHRM-CPSM or
SHRM-SCPSM. For more information about certification or
recertification, please visit www.shrmcertification.org
The use of this seal confirms that this activity has met HR
Certification Institute's® (HRCI®) criteria for recertification credit pre-
approval.
Recertification Credit Hours Awarded: 1 Specified Credit Hours: HR
(General) recertification credit hours toward aPHR™, PHR®,
PHRca®, SPHR®, GPHR®, PHRi™, SPHRi™ recertification
through HR Certification Institute's® (HRCI®). For more information
about certification or recertification, please visit the HR Certification
Institute website at www.hrci.org.
© MERCER 2016 5Options, approvals
T O D A Y ’ S F E A T U R E D S P E A K E R
Nancy has over 25 years of employee
health and wellness benefits experience,
including 11 years at Mercer, several years
as a partner at another major global HR
consulting firm, key leadership at a
wellness start-up, wholly-owned by a major
health system and leading global wellness
at a F500 company.
Nancy Kingsland
Health and Wellness
PRO
Prior to his role, Amit was a Heath and
benefits consultant where he helped clients
on various topics such as the Affordable
Care ace (ACA) Regulations, annual
market trends and benefit strategies.
Amit LounganiBarb Marder
Barb Marder is a Senior Partner of Mercer and is the Global Innovation
Leader for Mercer’s Talent business. Barb’s responsibility is to oversee
an innovation team and create a new offering for Mercer in the talent
acquisition space. Barb has led the innovation team from idea
generation to product development to commercialization of the Mercer’s
new offering. As a result of her innovation work, Barb has been
recognized as a thought leader on talent acquisition innovation with a
specific focus on new, data-driven Predictive Hiring technologies.
Before this role, Barb led Mercer’s Global Mobility practice and before
that she led two global businesses for Mercer’s Retirement segment –
Global Defined Contribution Consulting and International Benefits
Consulting. Barb has more than 30 years of experience in all aspects of
Talent and Retirement programs.
© MERCER 2016 6Options, approvals
T O D A Y ’ S F E A T U R E D S P E A K E R
Nancy has over 25 years of employee
health and wellness benefits experience,
including 11 years at Mercer, several years
as a partner at another major global HR
consulting firm, key leadership at a
wellness start-up, wholly-owned by a major
health system and leading global wellness
at a F500 company.
Nancy Kingsland
Health and Wellness
PRO
Prior to his role, Amit was a Heath and
benefits consultant where he helped clients
on various topics such as the Affordable
Care ace (ACA) Regulations, annual
market trends and benefit strategies.
Amit LounganiJon Meyers
Jon Meyers is a member of Mercer's Global Innovation Hub, and is also
a Principal in Mercer’s Talent consulting business.
Based in San Francisco, Jon spends significant time exploring emerging
start-ups and technologies in the area of HR and talent acquisition, with
the goal of developing partnerships and products that give Mercer
clients access to “disruptive” solutions. He has played a key role in
launching a variety of new Mercer solutions over the past two years,
including Mercer Match and Candidate Care. Prior to joining Mercer, Jon
was a senior consultant in Ernst & Young LLP’s Human Capital practice,
where he advised companies on a range of Talent-related issues,
including equity strategy and M&A.
Jon holds advanced degrees in law and business, and is a graduate of
the University of Washington School of Law (LL.M.) and Willamette
University (JD/MBA). He has taught MBA-level business courses at
Corban University. He is a member of the Oregon State Bar and is a
Certified Compensation Professional (CCP).
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M I L L E N N I A L S I N T H E W O R K P L A C E
Two out of five
workers are seriously
considering leaving
their organization
33%
In 2011
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“ H AP P Y B U T L E AV I N G ” M I L L E N N I AL S
The 37% who are
seriously considering
leaving their organization
today include:
37%
45% of those who are very satisfied with their organization.
42% of those who are very satisfied with their job.
45% of those who rate their benefits package as very good.
46% who strongly agree that they have sufficient opportunity
for growth and development in their organization.
48% who strongly agree that their organization as a whole is
well-managed.
48% who strongly agree that they are paid fairly given their
performance and contributions to their organization.
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G E N E R A T I O N A L D I V I D E
Y O U N G E M P L O Y E E S D R I V I N G T H E
‘ H A P P Y B U T L E A V I N G ’ T R E N D
Agree:
All Employees
Difference:
Employees
18–34 yrs.
Promotions are generally given to the most
qualified employees in my organization.
43% +11
I trust senior management in my organization to
communicate honestly.
48% +9
Managers in my organization demonstrate concern
for the well-being of employees.
51% +9
I believe that I have sufficient opportunity for growth
and development in my organization.
51% +9
I would recommend my organization to others as a
good place to work.
58% +6
My organization communicates to employees
effectively.
53% +5
At the present time, I am seriously considering
leaving my organization.
37% +7
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B AS E PAY R AN K S M O S T I M P O R TAN T, AN D
S AT I S FA C T I O N W I T H I T R E M AI N S S T E AD Y
1 2 3 4 5
M O S T V A L U E D E L E M E N T S O F T H E V A L U E P R O P O S I T I O N ( O U T O F 1 3 )
Base pay/hourly
wage
Retirement
savings/pension
plan
Low health care
costs
Opportunity for
bonus or other
incentive
Paid time off
2011
54%
2015
55%
S A T I S F A C T I O N W I T H B A S E P A Y R E M A I N S S T E A D Y B U T L O W
Trend data based on Inside Employees’ Minds 2011.
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M O S T V A L U E D E L E M E N T S O F T H E ‘ D E A L ’
V A R Y S I G N I F I C A N T L Y B Y A G E
Ages 34 and under
Ages 35–49
Ages 50–64
Ages 65+
Opportunities for career
advancement and a flexible work
schedule are more important to
workers under age 34
0
50
100
150
200
250
300
350
400
450
500
Import
ance S
core
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B U L L I S H O N B E N E F I T S
I M P O R TA N C E A N D S AT I S FA C T I O N G R O W A M I D
A N X I E T Y O F C O S T
In the US, three out of four workers
are satisfied with their benefits.
• Satisfaction is high with all benefits, especially medical coverage (73% satisfied)* and
retirement plans (68% satisfied).**
• However, rising health care costs is a concern for all employees.
• Few expect to be better off with health care reform in terms of choice, care, access, or cost.
Base: * Enrolled in employer health plan. ** Have retirement benefits.
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B E N E F I T C H O I C E AN D F L E X I B I L I T Y AR E C R I T I C AL
Y O U N G E R E M P L O Y E E S O V E R W H E L M I N G L Y
L O O K I N G F O R M O R E B E N E F I T S F L E X I B I L I T Y
70% 59% 48% 38%
18–34 yrs. 35–49 yrs. 50–64 yrs. 65+ yrs.
58%
of employees agree that they would like to
reduce the value of some benefits they
receive and increase the value of others.
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W H AT K E E P S Y O U R E M P L O Y E E S U P AT N I G H T ?
W O R R Y A B O U T S A V I N G E N O U G H F O R R E T I R E M E N T V A R I E S B Y A G E
20%28% 29%
25%
worry about keeping up with
monthly expenses
P E R C E N T A G E O F E M P L O Y E E S W H O D E S C R I B E T H E
F O L L O W I N G A S T H E I R B I G G E S T F I N A N C I A L W O R R Y
19%
worry about saving enough
for retirement
10%
18–34 yrs. 35–49 yrs. 50–64 yrs. 65+ yrs.
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TAL E N T C H AL L E N G E S
In the US, two out of five workers say
they are rewarded for doing a good job.
• While pay remains the top-ranked element of the employment deal, satisfaction with it is mixed.
• Employees still see opportunity for growth, but don’t feel their skills are well-used or developed by
employers.
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68%
47%
45%
79%
51%
50%
My job makes good use of my skills andabilities
My organization is doing a good job ofretaining its most talented people
My organization is doing a good job ofdeveloping its people to their full potential
Q U E S T I O N S AB O U T S U P P O R T, G R O W T H ,
AN D O P P O R T U N I T Y
51% of US employees believe that they have sufficient opportunity for growth and development, yet…
2011
TODAY
Trend data based on Inside Employees’ Minds 2011.
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E M P L O Y E E P E R S P E C T I V E :V I S I B I L I T Y O F O P P O R T U N I T I E S
Employees want to explore opportunities to move vertically and horizontally
within their organization
WORK FUNCTIONS
CA
RE
ER
S
TA
GE
S
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M U L T I - D I M E N S I O N A L C A R E E R M O V E M E N TE M P L O Y E E Q U E S T I O N S
“What are the
expectations of roles
I’m interested in?”
“How am I
doing now?” “How do I
get to where I
want to go?”
“Where can
I move?”
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Enable your employees
to quickly navigate career
options, identify required skills
to meet their career goals, and
begin to chart
a path forward.
Career View
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H E L P E M P L O Y E E S T A K E C H A R G E O F T H E I R O W N
C A R E E R S
21
Employees
interested in
exploring other
careers
Play neuroscience games Get guidance on
other “best fit”
careers. Match
based on traits of top
performers
Discuss career
options with
supervisors, or apply
to open position
1. PLAY 2. DISCOVER 3. EXPLORE
Sales
You
Engineer
HR
Financial
Analyst
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O N E S I Z E F I T S A L L N O L O N G E R I S E F F E C T I V E
F O R T H E D E L I V E R Y O F …
Compensation
Communication
Benefits
Retention
Recruitment
Engagement Training &
Development
Feedback
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I M PA C T O N R E C R U I T I N G … W E L C O M E G E N Z …
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T H E Y W A N T T O B E E N T E R T A I N E D !
“ S E R I O U S G A M E S ” I N T H E W O R K P L A C E
• Recruitment
• Assessment
• Training
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S M A R T E R W A Y T O H I R E
C O M B I N I N G N E U R O S C I E N C E , G A M E S A N D
B I G D A T A
WHAT IS YOUR CAREER DNA?
PLAY GAMES
MATCH TO CAREER AND JOBS
Sales
You
Engineer
HR
Financial Analyst
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I N N O V A T I V E B R A N D S C O M M U N I C A T E W H A T ’ S
U N I Q U E A B O U T T H E W O R K …
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W H A T ’ S N E X T ?
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S A M P L I N G O F R E W A R D S T A I L O R E D T O T H E
M I L L E N N I A L G E N E R A T I O N
S O U R C E : G R E A T P L A C E S T O W O R K
• Flexible/unlimited time-off
• Regular feedback vs.
formal annual review
• Compressed workweek
• Connected virtual
community
• Financial
guidance/advisors
• Mortgage assistance
• Coverage for fertility
treatments
• Subsidized childcare
• Concierge service
• Networking events
• CSA/Garden co-op
• Bring your dog to work
• Organized volunteer
opportunities
• Electric-vehicle charging
stations
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H A V E M I L L E N N I A L S A N D G E N Z - P I C K T O P F I V E
M O S T D E S I R A B L E O F F E R I N G S
1. Flexible schedule, work from home, summer hours
2. Casual dress
3. Recreation room
4. Free fruit, snack, drink or take-home dinner
5. Community garden
6. Unlimited paid time off
7. Pet-friendly office
8. Redesigned workspaces
14. Team building retreats
15. Recognition events: awards, letters
16. Charitable activity
17. Noncash awards (an experience)
18. Paid volunteer time
19. Networking events
20. CSA/Garden co-op
29
9. Subsidized gym membership, discounted equipment/ products, corporate marathon sponsorship
10. On-site fitness classes and/or wellness programs
11. Professional advice (retirement, financial planning, legal)
12. Concierge services
13. Paid sabbatical leave
21. Regular feedback vs. formal annual review
22. Clear career paths
23. Entrepreneurship at work: time to work on project/idea of choice
24. Influential outside speakers
25. Professional association expense
26. Tuition reimbursement
27. Special assignments: stretch, rotation,
28. Senior management interaction, coaching, mentoring
WorkplaceHealth and
WellnessPride Careers
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A D D R E S S I N G T H E I S S U E S
A C T I O N S A N D C O N S E Q U E N C E S
A C T I O N S T O C O N S I D E RC O N S E Q U E N C E S O F N O T
T A K I N G A C T I O N
Analyze or update your employee survey
findings to determine where you may be at
risk.
Survey employees to understand trade-offs
they are willing to make among various
reward elements and within benefit programs.
Consider establishing a career framework to
help employees better understand their
career options.
Review and update recruiting practices.
Train managers on performance and talent
management capabilities.
Examine leadership development needs and
the succession pipeline.
Create a plan to evolve your employee value
proposition as your workforce continues to
transition.
Flight of key employees/executives;
impact on productivity and morale.
Rewards investments not delivering best
value/return.
Not achieving business goals due to
underutilization of talent.
Lose ground competitively.
© MERCER 2016 31
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job for FREE for 30 days
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QU ESTION SPlease type your questions into
the “Questions” section of your
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© MERCER 2016 32
EA R N IN G C R ED ITS
Be watching using YOUR unique URL
for login
Stay on the webinar, online for the entire
duration
Certificates delivered by
email no later than
12/08/16
Ascentis Corporation is recognized by SHRM to offer Professional
Development Credits (PDCs) for the SHRM-CPSM or SHRM-
SCPSM. This program is valid for 1.0 PDCs for the SHRM-CPSM or
SHRM-SCPSM. For more information about certification or
recertification, please visit www.shrmcertification.org
The use of this seal confirms that this activity has met HR
Certification Institute's® (HRCI®) criteria for recertification credit pre-
approval.
Recertification Credit Hours Awarded: 1 Specified Credit Hours: HR
(General) recertification credit hours toward aPHR™, PHR®,
PHRca®, SPHR®, GPHR®, PHRi™, SPHRi™ recertification
through HR Certification Institute's® (HRCI®). For more information
about certification or recertification, please visit the HR Certification
Institute website at www.hrci.org.
© MERCER 2016 33
C O N T A C T U S I N F O @ M E R C E R M A T C H . C O M
© MERCER 2016 34
Ascentis Recruiting
• Ascentis Recruiting helps you:• Recruit, Qualify, Hire, and
On-board• Recruiting process becomes
completely automated• Candidate portal that matches
your corporate brand• Supports paperless on-
boarding through electronic signatures on documents such as I9s, W4s, and EEO
© MERCER 2016 35
On - D e m a nd We b ina r s
WebinarsWATCH FROM ANYWHERE. AT ANYTIME. AT NO COST
© MERCER 2016 36
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