Recruiting, managing & retaining youryoungest employees

SLIDES & NOTES CAPTURED3rd March 2020 - Birmingham

General, useful information to support Millennials & Gen Z

• To help you find out about global charities or activities that you could include in your organisation, Google the 17 Global Goals for Sustainable Development: https://www.un.org/sustainabledevelopment/sustainable-development-goals/

• To read more about how to get the best engagement out of your workforce – (this works for all generations but is particularly good for Millennials and Gen Z), read Jurgen Appelo’s book “Managing for Happiness”. NB: Buy the book not the Kindle because of the illustrations etc. See Amazon: https://www.amazon.co.uk/Managing-Happiness-Games-Practices-Motivate/dp/1119268680/ref=sr_1_1?keywords=Managing+for+Happiness&qid=1583327995&sr=8-1

• Go to Jurgen Appelo’s website: Management 3.0 which has lots of downloads/free resources and also courses and resources you can pay for to help you maximise your employee engagement. https://management30.com/

• Contact Henry Rose Lee for further information or if you have easy-to-answer questions: henry@Talenttio.com

• Awards to go for which maximise employee engagement include:

• Glassdoor Best Places to Work:

• https://www.glassdoor.co.uk/Award/Best-Places-to-Work-UK-LST_KQ0,22.htm

• The Sunday Times Best companies to work for:https://www.b.co.uk/the-lists/

Agenda

• Five generations in the workplace

• Three factors that impact generations

• Six key demands Millennials & Gen Z have at work

• Three things Millennials & Gen Z do differently at work

• How best to recruit Millennials/Gen Z

• How best to retain Millennials/Gen Z

• How to do Onboarding, Innovation & Communication with Millennials

Generational Statistics & Labels

• There is no all-encompassing generational view (Brunswick)

• Generational cut-off points are not an exact science (Michael Dimmock President of Pew Institute)

• All generations at work share some similarities (Manpower, Deloitte, PWC, KPMG). For example, In every age group at work, the pace of technology is seen to be fast – and good (Brunswick at al)

• There are some key differences between generations (Manpower, Deloitte et al)

Dates and Age-Spans

1925 to 1945: Aged 75 to 95

1946 to 1964: Aged 56 to 74

1965 to 1980: Aged 40 to 55

1981 to 1996: Aged 24 to 39

1997 to 2009: Aged 11 to 23

2010 to 2025: Not yet at work

Generation Types

Silent Generation

Baby Boomers

Generation X

Millennials (Gen Y)

Generation Z

Generation Alpha

Source: Office of National Statistics (UK) and Pew Research Center (USA)

There are fivegenerationsin theworkplace today

The Silent Generation

Born 1925 to 1945(Aged 75 to 95)

Baby Boomers

Born 1946 to 1964(Aged 56 to 74)

True or False?

Baby Boomers are the richest generation in the world

TRUE

True or False?

Baby Boomers can’t use tech as well as younger generations

FALSE

Generation X

Born 1965 to 1980 (Aged 40 to 55)

True or False?

Generation X are the happiest generation in the workplace

FALSE

True or False?

Generation X invented work/life balance

TRUE

Millennials

Born 1981 to 1996(Aged 24 to 39)

Generation Z

Born 1997 to 2009(Aged 12 to 23)

I need

threevolunteers

Emotional Intelligence ramps up with age…

Increased EQi means resilience, tactical & empathic thinking,

packaging of messages and being drawn to enabling structure,

stability and strategy.

EQi is about managing your own state & emotions, managing

relationships with others, being adaptable, critical thinking and

problem-solving.

Lack of EQi means finding it hard to manage self-control, be tactful, or

deal with conflict. Younger generations tend to love novelty,

variety & innovation.

Three Factors Impact Every Generation

CohortPeriodicLifecycle

IdeationHow much do you know about:

• Boomers?

• Gen X?

• Millennials?

KEY HACKS: (See Page 5 of your Workbook)

#1. We will label everything today – but don’t do that at work

#2. Nobody agrees on generational dates – use the ONS & Pew dates

#3. Lifecycle, Periodic & Cohort Factors impact generations

#4. Gen X is the smallest generation in the workplace

What is the attitude & working culture of these generations?

Millennials/

Gen Z

Generation XBoomers

Baby Boomers…in your workplace today

• Aged 56 to 74

• Want structure, stability and strategy – also want “respect”

• Have a higher EQi than Gen X or Millennials & Gen Z

• Have excellent communication/social skills (f2f, email, phone)

• Are conscientious, disciplined, focused and organised

• Are loyal to their company, and hold on to a job for longer

• Tend to save money

• Are the most prosperous of all generations (statistically)

• May appear to be less tech-savvy than younger generations and may be perceived as resistant to change or new technology

Baby BoomersFurther notes

• They are hard-working, conscientious, disciplined and experienced, with knowledge and skills, developed over time.

• Their working style and approach are more conventional and hierarchical and they may come across as set in their ways, with a lack of understanding or flexibility to younger generations.

• They can become removed from innovation and gain a fixed mindset which makes them set in their ways and increasingly irrelevant at work.

• They are focused and punctual, and their work is of a high quality, again hone over time.

• They have highly developed social skills and communication skills, in face to face, telephone, WhatsApp, email etc.

• They have personal resilience and perseverance, with a motto “If at first you don’t succeed, try, try and try again”

Generation X…in your workplace today

• Aged 40 to 55

• Want structure, stability and strategy and like technology/innovation

• Have higher EQi than Millennials/Gen Z and usually lower than Boomers

• Have excellent communication/social skills (f2f, email, phone)

• Bridge the two generations of Boomers and Millennials

• Are autonomous, independent (known as latch-key kids & lone wolves (there are fewer of them and often both parents were working – hence the keys)

• Have experienced boom and bust throughout their careers

• Are the most “squeezed” generation (parents/children to look after)

• Are self-reliant – and expect Millennials/Gen Z to be the same – “just get on and do it!”

Generation XFurther notes

Pros

• Have gained promotion and furthered their career

• They work hard for their salary and aim to earn more – money is important

• They are drawn to structure stability & strategyand wan to add this to working life

• They want good work but may find it hard to get it

• They can be team players - if it suits them

• There are fewer of them so perhaps they areworth more and can choose their company?

• They are more loyal than Millennials

• They embrace new tech

• They have excellent social, comms and presentation skills

• They are less involved in office politics

Cons

• They can get a fixed mindset and become overconstrained by structure or process

• They feel squeezed at work (with Boomers & Millennials, and at home with children who stay for longer and looking after older relatives

• They may be slightly intimidated by youth

• They will put up and shut up – to maintain thestatus quo or protect their interests

• They were brought up by Boomers and areemploying and also bringing up Millennials andthere can be very different focus/style from each

• They have higher EQi than Millennials and may clash occasionally with those that don’t

• They may use tech well but not innovate with it

Millennials/GenZ…in your workplace today

• Aged 24 to 39 (Millennials) /Aged 16 to 23 (Gen Z)

• Want innovation, novelty, variety, creativity

• Have low levels of critical thinking and EQi

• Have excellent tech skills but may lack social/communication skills

• Are entrepreneurial, mobile and ambitious (but lack the skills)

• Spend more time with parents than any previous generation

• Are very status conscious due to internet and social media

• Suffer from some fears and uncertainties – again due to the internet

• Suffer from the Google effect

• Love flexible working and work:life balance

MillennialsFurther notes

Pros

• They have fresh ideas

• They are full of energy and enthusiasm

• They want – and get – work/life balance and are ready to ask for it

• They are flexible, adaptable and tolerant

• They love innovation, novelty, cariety and change and they are keen to make improvements which make things better or update and modernise

Cons

• They have less experience, knowledge & skills

• They can sometimes have too little/too much energy

• They may have expectations about virtual working or working from home that can’t be met

• Their flexibility can be unstructured, unfocused etc.

• They may end up wanting to make improvements just for the sake of making an improvement

• They can come across as entitled – they feel they havethe right to something – why not?

• They require regular feedback and constant praise –particularly the youngest Millennials and Gen Z

True?

ORFalse?

True or False?

Money is the #1 priority for young Millennials/Gen Z getting a job

TRUE

Money is the #1 Priority for young Millennials & Gen Z going after a job

Source: Deloitte 2018 Millennials & Gen Z at work survey

Top priorities Millennials & Gen Z consider in a job:

#1 Money (Pay)

#2 Culture (great place to work and right values)

#3 Flexibility (in training, career, advancement & work: life balance)

Young Millennials & Gen Z are the least loyal of any workers

TRUE

True or False?

Young Millennials & Gen Z are less loyal than other generations at work

Source: Deloitte 2018 Millennials & Gen Z at work survey

% of Millennials & Gen Z who will leave a job in two years:

43% Millennials

61% Generation Z

Young Millennials & Gen Z expect regular reward and recognition at work

TRUE

True or False?

Young Millennials & Gen Z naturally build a community in the workplace

FALSE

True or False?

Millennials & Gen Z struggle to focus or get things done

TRUE & FALSE

True or False?

We all struggle to focus

Source: Statistic Brian and Notional Center for Biotechnology

Millennials are poorer than Gen X and Boomers

TRUE

True or False?

IdeationHow much do you know about:

• Boomers?

• Gen X?

• Millennials?

KEY HACKS: (See page 5 of your Workbook)

#5. Millennials have 6 key work demands:

1. Good salary 2. Great people (“tribe”) 3. Lots of training/development/rapid advancement 4. Engagement (attention & feedback) 5. Work : Life Balance 6. Values Alignment

Three things young Millennials/Gen Z do differently from previous employees

They refer friends to your company (and will influence

them to leave)

They share salary details with each other

They have an external tribe on social media

Attracting& Recruiting

Millennials/Gen Z

IdeationHow much do you know about:

• Boomers?

• Gen X?

• Millennials?

IdeationHow much do you know about:

• Boomers?

• Gen X?

• Millennials?

KEY HACKS FOR ATTRACTING / RECRUITING MILLENNIALS

• Encourage Referrals

• Find Hangouts

• Use internet & particularly mobile

• Use Speed – response/feedback/contract etc.

• Use Skype/Zoom etc. for initial interview

Attraction & RecruitmentFurther notes

The Job Description and the Job Advert:

• Make sure the job description is accurate and up to date or Millennials/Gen Z will think you are lying to them.

• Update Job Descriptions annually and ask staff in the role to do that update (you have the final say and sign off – but they do the ground work); they will take ownership and be accountable.

• Make sure your job titles are inspirational or aspirational – the most dynamic-sounding that you can make them. If it means you have to change all other job titles in the organisation, it’s worth doing because Millennials and Gen Z love a good job title and tell their social media network; this gives them status at once……

• Make sure the advert for the job is clear about what you expect from the candidate, what they have to do and whatbenefits, outcomes or value they will get. The clearer it is, the better.

• Sell the sizzle like you would to a customer. In the same way your marketing aims to encourage and attract external customers, make sure your job advert is so accurate and clear that it loses the interest, value or benefits that the role canoffer to the person who does it.

• Be very clear when you explain the money and the benefits. If you cannot match money then offer time off (more days than your competition) and other unique benefits such as additional training, access to senior people, access to clients, projects etc. (All this is currency to Millennials and Gen Z) Know that what you offer will be shared by the candidate to others on your social media feed.

Attraction & RecruitmentFurther notes

Recruiting:.

• Encourage referrals from current Millennials/Gen Z and pay them a finder’s fee if the person joins.

• Go to the hangouts where you can find them, such as college, university, job boards, online forums etc. Find a high-performing Gen Z or Millennial who has some training (perhaps 6 months more than the potential candidates) and send them along to present your company & encourage others to apply. It makes both parties feel good and gets great results.

• Make sure your website and recruitment site is mobile enabled so it’s quick to access and easy to use.• Have a brief application form that takes no more than 15 minutes to complete (10 is even better) so it’s quick/easy• You can always have downloadable forms which provide more detail. But the first form is to get interest and then you

can ask the ones who are at stage 2 to complete more information and they will because they are moved on to Stage 2.• Say No very quickly with an automated note that is carefully packaged but tells the truth – to avoid any fallout or

negative comes on Glassdoor from candidates. Also say Yes as quickly as possible (Congratulations you are through to the next round, it will take us 5 to 10 working days to get back to you, so hang on in there and in the meantime read xyz). Add key videos, day in the life of, or other useful information about the jobs you recruit for to keep levels of interest high and to encourage interaction with your company. This helps you to keep in touch in between recruiting and start dates.

• Get the contract out quickly to candidates and use Docusign/Adobe for electronic signatures. It speeds up the process.• Have initial interviews as telecons, or Skype/Zoom to avoid dead travel time, having to book a room. A video conference

call enables you to see the candidate in a more natural and real-world setting.

IdeationHow much do you know about:

• Boomers?

• Gen X?

• Millennials?

KEY HACKS: (See page 10 of your Workbook)

#11. Position key elements during the f2f interview:

A. Take the issue of money off the table

B. Offer training & development

C. Explain career path (ladder/lattice/project)

D. Culture – what is wonderful about your firm?

E. Community - encourage them to join your tribe

F. Work Life Balance – get creative

Attraction & RecruitmentFor the British Army

• Capita have been in charge of army attraction and recruitment for years, with dimishing returns. • The British Army’s 2019 recruitment drive changed all that. It was created by Karmarama for Capita,

and it caused a stir when it launched with ads featuring ‘me me me millennials’, ‘class clowns’, ‘snowflakes’ and ‘phone zombies’.

• Using ideas and wording directly targeted at Millennials sparked debate and media coverage beyond the adverts.

• The 2019 campaign called for people with the “compassion” of snowflakes, “stamina” of gamers and “confidence” of selfie addicts. It aimed to force a reappraisal of the career options the Army offers that couldn’t be found elsewhere.

• The tactic of using ephemeral descriptors was intended to capture attention and spark debate among as many people as possible, regardless of whether they had seen the ads.

• Recruitment targets were set higher, but media spend lower than in previous campaigns. • By the end of January, visits to the Army Jobs website were up 93% year on year, and applications

increased 71%.

Encouraging Gen Z/young Millennials to join the British Army

Encouraging Gen Z/young Millennials to join the British Army via unexpected emotional benefits

Engaging & RetainingMillennials/Gen Z

Building EngagementHow to engage Millennials & Gen Z

Induction:

• Get everyone involved in induction. For example, senior people could present parts of the induction programme to connect with younger, new hires.

• Give everyone who joins access to a buddy or a coach. Again, different parts of the business could be involved in this.

• Have additional probationary time-periods and as every milestone on probation is reached, celebrate the achievement with further access to coaching, mentoring, reverse mentoring, a project, access to a senior leader etc.

• Give a certificate of attendance or achievement across certain areas of the induction. For example, a book with all the photos in and signed by the CEO is done by Lindum Group, and is well received by apprentices etc.

Consultation:

• Run regular consultation for things like revision of values/setting up new values, and cascading results across teams to ensure a collaborative and iterative process.

• Run focus groups and employee forums, encouraging younger generations to send a representative to the Board Forum

• Run employee engagement surveys and respond to every comment and demand so that you demonstrate you take every comment and idea seriously.

Three elements to maximise performance and reduce attrition of Millennials/Gen Z

COMMUNICATIONINDUCTION INNOVATION

IdeationHow much do you know about:

• Boomers?

• Gen X?

• Millennials?

KEY HACKS FOR ONBOARDING/INDUCTING MILLENNIALS/GEN Z

• Celebrate! (Goody bag/merch etc. welcome card etc.)

• Buddy/Mentor/Coach

• Induction

• Training & Career Path

• Feedback

• Full participation (make sure everyone gets involved)

InductionFurther notes

• Do central office (group HQ) and also local officeinduction.

• Make induction as long as you can to get people bonding and connecting.

• Do as much face-to-face induction as you can toencourage engagement.

• Have a clear induction programme to ensure consistency across all new hires.

• Provide pre-joining, e-learning/information.

• Announce starters as a celebration – i.e. photo in a book, or in reception.

• Give a tour of the company and make fullintroductions across key people in the company.

• Deliver an interim probation review and then anotherfollow-up review a few months later.

• Provide a welcome pack that includes:

o training infoo organisation infoo H&So benefits/pension/pay dateso FAQso values, company culture, history etc.

• Explain clearly your career path and any development plans – these are currency for Millennials & Gen Z

• Provide a buddy system and share this across multiple functions.

• Provide mentoring and reverse mentoring.• Introduce the new hire to other roles in the business.

IdeationHow much do you know about:

• Boomers?

• Gen X?

• Millennials?

KEY HACKS FOR ENCOURAGING INNOVATION WITH MILLENNIALS/GEN Z

• Provide Projects

• Establish an Innovation Hub

• Set up the Business Case

• Pilot

• Provide Recognition & Reward

IdeationHow much do you know about:

• Boomers?

• Gen X?

• Millennials?

KEY HACKS FOR MAXIMISING COMMUNICATION WITH MILLENNIALS/GEN Z

• Add Communication Tools

• Provide Communications Training

• Role Model and share – what does good look like

• Provide regular, transparent access to senior people (i.e. surgery/virtual coffee)

• Celebrate Good News/Good Deeds

• Run Employee Engagement Surveys

CommunicationsFurther notes

Communication Tools:

• Add in new tools such as Slack or Yammer, WhatsApp, Tik Tok or Teamspace. Don’t take away old ones such as email. Run both together for the benefits of all generations.

• Provide communication & social skills training to let Millennials/Gen Z know what good looks like in your company.

• Encourage Millennials/Gen Z to learn how to run meetings by rotating 3 key roles (facilitator, note-taker/scribe & observer). They will soon get the hand of talking in meetings which helps pitches, presentations and other comms.

• Create “champions”. They can set up their own communication outlets and become instrumental in making sure that comms reach Millennials and Gen Z.

• Encourage Millennials and Gen Z to take ownership of any online activity such as Twitter or Instagram. They can be included as moderators, or they can add in, edit or review some content. If they lack experience, they could co lead thiswith an older generation.

• Maximise video on your website & intranet by encouraging Millennials/ Gen Z to create brief video updates – what it’slike to work here/how I got promotion/what career paths or development I’ve experienced etc.

Socialising:

Encourage socialising (business & personal) with in-company events, conferences, clubs (pizza night/bowling etc.) tocreate a “tribe inside”. Blind feedback – anonymouse

Video blogs – be part of it

CommunicationsFurther notes

Communication Activities:

• Provide regular feedback reviews – and use technology to get quick and instant responses. These work well with all generations but particularly Millennials and Gen Z.

• Run “Happiness Surveys” and pulse surveys – again these are well received and get you instant responses which youcan then respond do and demonstrate you are listening and consulting and taking action.

• Respond to emails/and questions quickly to demonstrate you are keen to keep lines of communication only

• Include all generations in change programmes – but particularly Millennials/Gen Z – they can be invited into forums and workshops and town halls to give their view or insights – what it’s like for the youngest workers for example.

• Set up opportunities for blind/anonymous feedback – to encourage transparency and honesty in feedback – then demonstrate publicly that you are acting on it.

• Talk to Millennials/Gen Z about your referrals programme and pay them a “thank you fee” (this must be money since they are very focused on how important money is to them and feel they don’t have enough)

• Share clearly any plans and programmes for career path, development and training so that Millennials/Gen Z have a clear view of what is open to them and what is possible. Make sure this information is also on your intranet.

MaximisingHarmony & inclusivityacross all generations

IdeationHow much do you know about:

• Boomers?

• Gen X?

• Millennials?

WHAT DO MILLENNIALS/GEN Z THINK ABOUT OLDER GENERATIONS?

Various surveys find that Millennials/Gen Z like and respect older people and love being mentored/coached/given feedback by them –but :-

• Nearly 40% believe older managers don’t relate to younger workers.

• One third, believe that their drive is intimidating to older workers.

• 50% believe that older workers don’t understand how younger people use technology at work today.

Your youngest employees (Gen Y or Gen Z)

Millennials (aged between 23 and 30 ) Gen Z (aged between 16 and 22)

• Still relatively brand-oriented and idealistic, although feeling dejected about rents and mortgages

• Know that they’re “poorer” than previous generations yet still spend most of their disposable income – often on experiences

• Want things from companies such as:

o Innovation

o Increased/enhanced customer experience which they will pay for (i.e. consumer brands)

o Social responsibility in companies – such as eco-friendly, carbon neutral and charitable activities

• Less brand loyalty, more pragmatism, but still Millennials on Steroids!

• Know they’re “poorer” they spend less & save more; charity shops, vouchers, coupons, offers & freebies are popular – as are “pres” or “prinks” (eating & drinking before going out)

• Want things in the workplace such as:

o Innovation

o Social responsibility in companies – such as eco-friendly, carbon neutral and charitable activities – global and planet friendly if possible

o Authenticity – their own nod to idealism – in work and private life

Your youngest employees (Gen Y or Gen Z)

Millennials (aged between 23 and 30) Gen Z (aged between 16 and 22)

• Somewhat entrepreneurial

• Want to run their own business and to gain rapid advancement in their career

• Over-optimistic about their work opportunities and potential

• Want work;life balance –and may see the day job as a stepping stone

• May worry about mental health issues, including their own mental health (46%)

• Side hustles are increasing in Millennials (i.e. a hobby turned into a small cottage business to earn income over and above a main job role)

• Highly entrepreneurial – but without the skills

• Want job security + career – which argues with their entrepreneurialism but plays to insecurities

• Concerned about their work opportunities and potential – they have seen their parents struggle

• Want work:life balance – but will work harder when they respect their boss or “the cause”

• More Gen Z worry about mental health issues, including their own mental health (65%)

• Both side hustles and “slashies” are increasing in Gen Z with main jobs, a side hustle or multiple jobs to earn money

You can achieve inter-generational harmony and inclusivity because everyone wants these things – these are particularly effective and positive for the engagement/retention of Millennials and Gen Z.

CAREERCOMMUNITY CAUSE

Key Hacks for Building a CommunityFOR ALL GENERATIONS FOR MILLENNIALS/GEN Z

• Celebrate every new hire at all levels (goody bag, welcome card, chats etc.)

• Give everyone a buddy – and it’s not just HR to be involved, it’s everyone on rotation.

• Make induction the opportunity to build the culture & engagement.

• Give a off for birthday and your company day.

• Offer Work : Life balance of some kind.

• Encourage senior people to hold open “surgeries” or virtual coffee mornings to share information and allow questions to be asked.

• Set up projects (also brilliant for Community, Innovation & Career) including:

• 1. Work-related. 2. Themed. 3. Broken Windows

• Provide feedback every two weeks – research has shown that works best for them. Ask other generations what feedback they want.

• Encourage socialisation /sports/leisure activities to be shared – you can set up in-house “clubs” or encourage those who find their own tribes inside.

• Do regular events where different generations mix and have to do things together. Escape rooms, junkyard golf, army obstacle course (intellectual and physical) encourage teaming, collaboration and seeing each other in different, positive lights.

• Have mentoring and reverse mentoring (that’s good for Career too).

• Positive psychology – catch them doing things right – it boosts engagement & wellbeing.

• Adopt a global charity – for these global citizens.

CommunityFurther notes

• Organise and run activities which allow Millennials and Gen Z to make a difference. This could be working in the community, or local or global charities. Provide a free day (paid) for them to do this once or twice a year. It makes them feel they are doing good, and it builds their status with their social media community.

• Build links & connections for Millennials/Gen Z to other people like them, in different offices or across other groups and forums. These could be face-to-face during events/training sessions/workshops/conferences/forums or even online via WhatsApp groups.

• Ensure there are clear, regular and frequent communications inside each local office and between offices.

• Set up groups which encourage connection and community, such as sports and social and leisure clubs and events which can be run by Millennials and Gen Z or by multiple generations. Rotate leadership regularly to keep the momentum going.

• Show clearly how training provides great progress and celebrate the progress, achievement and success of Millennialsand Gen Z as much as more senior or experienced employees.

• Consult regularly with all employees, including Millennials & Gen Z to ensure that people feel heard, consulted and valued, and demonstrate that follow up actions have been taken.

• Organise social events such as Xmas, Summer BBQ and other major social functions to build connection/engagement.

• Give a donation (i.e. £2.50 given to a chosen charity) for every engagement survey completed . (Lindum do this forengagement surveys completed for the Times Top 100 employer annual list).

Key Hacks for CauseFOR ALL GENERATIONS

• Encourage your entire workforce through all hands, town-halls and annual “conferences” to set and agree values and purpose – then do smaller, team workshops to follow up and embed the revised, or adapted culture.

• Reward people for living the values – this role models and rewards good behaviours and shared success and encourages other people to do the same good behaviours.

• Get connected to the United Nations’ 17 Global Goals - https://www.globalgoals.org/

• Provide regular and varied activities for supporting global charities and global issues – such as climate change and inclusivity.

• Devise a project every year to do something that shows off the positive values and purpose of your organisation – i.e. carbon neutral, supporting clean water, educating the less fortunate. (NB Radisson and childrens’ charities and Andaz London with profits from one suite going to fight HIV/Aids in Africa).

• Use projects with co-leads and mixed teams to follow up on small “i” (innovations new to your team or company), and large “I” innovations (radical, disruptive, game-changing innovations), that improve the internal workings, processes, systems and operations inside your organisation, and that deliver true business value to your customers and clients.

CauseFurther notes

• Ensure that your company can articulate a message that is over and above the commercial profit that it makes. There is nothing wrong with profit. However, engagement/retention comes from all employees (and Millennials/Gen Z in particularly) feeling they are part of something that has a clear purpose and value. It an be luxury, or saving lives. It canbe saving money, or looking after an element of the consumer/client’s life/world to make it better. This could be faster, easier, cheaper, more comfortable, more luxurious, more efficient etc. etc.

• Purpose and vision statements could include:

• “We feed the world”

• “We are building a bright future”

• “We are family”

• “We get you into work” OR “We help you work well” etc.

• “Sustainability, eco-friendly, green, circular economy

• Undertake company-wide activities that show your key credentials. For example, Millennials & Gen Z like green credentials so you could demonstrate how you manage your waste, reduce energy costs and uptake, recycle and reuse where possible etc.

• The purpose and vision are also related to your values – these should all be aligned and articulated as a simple narrativeor compelling story and strap line that all generations can learn and can repeat to consumers, customers and clients, as well as each other. If they can talk about it effectively, they can understand it all and live it all.

Key Hacks for CareerFOR ALL GENERATIONS FOR MILLENNIALS/GEN Z

• Continue to develop/train after qualifications –could be related to technical or inter-personal skills. Also buddy, mentor/reverse mentor & coach.

• Train all staff in EQi, D&I & Unconscious Bias.

• Use projects to give people a reason to stay or to feel more engaged and ask them to present results in Dragons Den style or to Senior Partners. Celebrate success publicly.

• Set up a three-tier career :

1. Ladder: conventional and hierarchical

2. Lattice: Grading/ranking for job roles. Plus secondments and placements and junior, intermediate and senior status for merit, achievement etc.

3. Project: Work, theme or broken windows

• Provide the best possible titles to give status – i.e. a sales rep is now a sales manager!

• Provide regular enhancements at particular milestones/points when staff might leave; i.e. a tiny pay increase, an improved title, and more access to senior people, to learning , to projects or clients.

• Explain what good looks like – don’t assume they know just because you did at their age.

• Create a “primus inter pares” (first among equals) set of roles – that show some kind of advancement. Remember Pure Planet and the Guvnor role? And rotate roles in meetings, projects, teams.

• Allow sabbaticals if and when you can, and ensure those who do come back undertake lunch n learn/training or sharing of their lessons learned -so all can benefit.

Key Hacks for Career

• Continue to develop/train after qualifications –could be related to technical or inter-personal skills. Also buddy, mentor/reverse mentor & coach.

• Train all staff in EQi, D&I & Unconscious Bias.

• Use projects to give people a reason to stay or to feel more engaged and ask them to present results in Dragons Den style or to Senior Partners. Celebrate success publicly.

• Set up a three-tier career :

1. Ladder: conventional and hierarchical

2. Lattice: Grading/ranking for job roles. Plus secondments and placements and junior, intermediate and senior status for merit, achievement etc.

3. Project: Work, theme or broken windows

• Provide the best possible titles to give status – i.e. a sales rep is now a sales manager!

• Provide regular enhancements at particular milestones/points when staff might leave; i.e. a tiny pay increase, an improved title, and more access to senior people, to learning , to projects or clients.

• Explain what good looks like – don’t assume they know just because you did at their age.

• Create a “primus inter pares” (first among equals) set of roles – that show some kind of advancement. Remember Pure Planet and the Guvnor role? And rotate roles in meetings, projects, teams.

• Allow sabbaticals if and when you can, and ensure those who do come back undertake lunch n learn/training or sharing of their lessons learned -so all can benefit.

CareerFurther notes

• Regularly update job descriptions and upgrade job titles. This provides status and also a sense of progress made.

• Involve all generations in the organisation in some way. This could be charitable, project based, or even learning and development (coaching, mentoring, reverse mentoring or buddying).

• Provide very clear career paths and potential from day one (i.e. from Induction). Explain what pathways to learning and career development that are available and explain what additional opportunities might develop through three career path-ways = ladder, lattice and projects.

• Review and evaluate job satisfaction. Ask Millennials and Gen Z in particular how they are feeling and what they want from a career. This may change over time. Ask what they want, and then ask, what are they prepared to do to get what they want?

• Be very clear about salary and bonus structures. Most people simply want a fair day’s pay for a fair day’s wage. And you can show how – if they attain certain milestones/qualifications, or reach certain objectives/targets, or deliver on strategic projects, how they can earn more money.

• Particularly use additional projects, secondments, upgraded job titles for those who are individual contributors but will never reach a higher level or don’t want to do so. They can be graded like the Executive Assistant population in the French banner advertising agency. Grading all the job roles gave that EA population a sense of career progress andreduced attrition by 15%.

• Provide a two-way feedback loop so that all generations – but particularly Millennials/Gen Z can give and get feedback so that they feel heard and get their questions answered.

Action PlanningWhat will you:• Stop?• Start?• Do differently?

Thank You

Henry Rose Lee

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