One of the more recent fads in HR circles has been the so-called stay interview. In other words, meeting with top performers to discuss their concerns and aspirations in an effort to keep them on the job. As the economy gains momentum and the skills gap continues to grow, employee churn is becoming a significant cost. But I have to
Fortune Magazine is out with an article this week based on a Monster survey that claims to identify the future expectations and work habits of a generation that has yet to be clearly defined. They interviewed a selection of youngsters, ages 15-20 who “who pre-qualified themselves as either employed or, among younger teens, planning to work in the future.” These,
This past week, Shane Ferro of the Huffington Post, published an article entitled Cranky Employer Blames Texting Millennials For Economic Problems. The inspiration for this simple-minded title was one comment made by an employer in the Dallas Federal Reserve’s Texas Manufacturing Outlook Survey. (Nothing like some cherry-picking journalism to guide a writer’s focus.) Aside from Ms. Ferro’s failure to perform
The blogosphere has been rife with experts, many of them Millennials, advising people about how to manage . . . Millennials. As with the Baby Boomers of fifty years ago, they’ve been hailed as “the next great generation.” But in spite of their demographic size, the Millennials are no more special than any other group. As with each cohort, they’re
Society has sold the Millennials a bill of goods. They’ve been told that they’re special. They’ve been told that their influence will run the world. They’ve been told that work should fit into the rest of their lives. For the statistically insignificant few, this all may be true. But for the other 99%, becoming special will requires hard work, sacrifice,
Over the years, I’ve presented several hundred case studies for discussion in the sessions I conduct. The thing that fascinates me is the way that participants in those case studies tell me, and the group, what they would do instead of actively participating in the role-play. But telling everyone what you would do is not the same as doing it.
In a Linked-in article this past week, the author claimed that by 2025 the Millennial generation will represent 75% of the US workforce. This is simply not true. It’s not the first time, I’ve seen some exaggerated statement about how the “next great generation” is taking over. In fact, the estimates seem to get higher by the month. Having spent
If there is one universal way to engage today’s emerging generation of consumers, it is thru technology. While this may appear obvious, the subtleties of doing so are more elusive. Regardless of the platform, there are five characteristics that all electronic marketing efforts share if they are to be successful with young buyers: Informal personalization – Emerging consumers have come
Collin O’Malley, a Millennial, recently resigned from his position as a service representative at an Apple store to move on to a new opportunity. Collin’s supervisor, rather than sending him off with a handshake and a smile, organized a good-bye celebration that matched Collin’s six years of rock-star performance.
I’ve often been amused by articles that promise Millennials the best way to get ahead in the workplace. Many are penned by non-Millennials who are proponents of our generation’s stigmas. Just saying “Millennial” in a conversation will drum up eye-rolling and the accusation of erratic, disloyal, egocentric, competitive, over-dependence of technology and other behavioral traits. Since it’s our generation’s responsibility