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USING WORK / LIFE BALANCE TO RECRUIT AND RETAIN
GENERATION Y:AN INTERVENTION FOR COMPANIES
Vania Parakati
MA in Counseling
San Jose State University
Why Generation Y:Gen Y / Millennials: approximately 76 million people
born roughly between 1980 and 2000 - largest generation of workers since the Boomers
Gained interest in population through research on WLB and when working at SJSU’s Career Center
Educated, talented, creative, multi-taskers,
pampered and nurturedEnjoy travelling, value friendships, have
a strong social conscienceWLB is a given – they move easily and fluidly
between their work and personal life
Why Work/Life Balance?Definition of Work/Life Balance: “Integration of work
and family so that neither consumes the other” (Duda, 2006)
Personal experiencesHot topic in both media and research Factors driving the WLB movement:
(a) Globalization(b) High tech advances(c) Recession(d) New Employee Profile – Gen Y
5 Basic WLB Components1. Flexibility (schedule, location)Examples: Telecommuting, Virtual Offices, Flexitime,
Part-time, Compressed workweek
Interesting Facts: 37% workers would accept a 10% pay cut in
exchange for telecommuting (Dice.com, 2008) Gen Y workers have ‘vowed to shorten the workday’
(Ryan Healy, Employee Evolution blog, May 2008)
Flexibility allows workers to feel they have more control over their life and therefore decreases their stress levels
5 Basic WLB Components2. Dependent Care Examples: Childcare subsidies, on-site childcare,
referrals, dependent care assistance
Interesting Facts: Dependent Care Assistance has universal appeal Affects Perceived Organizational
Support (POS) Increases loyalty levels and retention
rates Increases recruitment rates
5 Basic WLB Components3. Vacation & Time OffExamples: Paid holidays, Sabbaticals, Volunteering
Millennials enjoy travelling and devote time to volunteering
Interesting Fact: Those who don’t take any time off… Double their heart-disease risk Increase their depression risk Their children develop cognitive and
language skills at a later age
5 Basic WLB Components4. Wellness ProgramsExamples: EAPs, Fitness incentives, Nutritional
counseling, Skills workshops
Interesting Facts: Decrease healthcare costs Improve efficacy levels at work & home Reduce absenteeism rates Overall productivity increase
5 Basic WLB Components5. Fringe BenefitsExamples: Concierge services, Pet care, Car wash,
Housing Assistance, Gourmet in-house chefs
These appeal to Millennials – help them maintain their lifestyle
Interesting Fact: Millennials are apt to leave a company
that does not accommodate their
lifestyle and balance needs
What is the Intervention’s Purpose:Develop a cohesive, streamlined WLB program that: Addresses all five major WLB components Focuses on all workers but particularly on Gen Y’s
concerns, needs and characteristics Recognizes and deals with potential resistance from
managers and workers Approaches the problem from a career counselor’s
perspective, in order to better understand and address employee concerns
Benefits both employees and companies
Intervention
Step 1: Introduction of WLB Program Presentation of framework to stakeholders Hiring of consultants
Step 2: Evaluation of Company’s Culture and Policies Review company documents Debrief with HR team Conduct interviews with entire staff Administer surveys
Intervention
Step 3: Development of program Information is compiled into a proposal Presentation is company-wide Feedback is elicited, incorporated
Step 4: Implementation Management training Adoption of the program Promotion to Gen Y Keep program up to date
Why this intervention works• Addresses WLB of all workers, but focuses on Ys• Incorporates elements from successful programs
but has a cohesive, structured layout• It is flexible and can be adapted to meet each
company’s needs • High counselor involvement with clearly defined
roles and functions
QUESTIONS?