Recruiting, managing and retaining Gen Y employees (aka: Millennials) seems to be all the rage nowadays, but smart companies are also putting effort into retaining their Baby Boomer talent. Recent research shows that “one Boomer hits retirement age every 8 seconds” in the United States, and although not all of them CAN retire due to their financial circumstances, many of them can. Yet those who can’t retire are looking for alternatives to generating income outside of the corporate grind.
The need for Boomer retention is being felt more in technology, pharmaceutical, and engineering companies. However all industries are feeling, and will continue to feel, the pain of a serious “brain drain” as Boomers exit the workforce…taking their vast experience and knowledge with them.
So how can a company keep their Boomer talent, who have one foot out-the-door, from walking away? Here are four Boomer retention strategies to consider:
Match Them with a Younger Mentor
Some Baby Boomers feel intimidated by rapidly changing technology, and this results in their wanting to leave the workforce because they feel “antiquated”. To help this situation, many companies are implementing “reverse mentor” programs where younger employees mentor them on social media, smartphone apps, and using new technology the company has implemented. This helps those Boomers who are choosing to retire because of technological advancement from leaving because they no longer feel embarrassed about not grasping tech it quickly.
I conduct presentations for Executive Leadership teams and Human Resources executives where they all tend to focus on Generation Y wanting flexibility. What they fail to realize (until I tell them) is that Boomers on the verge of retirement want the same thing!
Many Boomers who HAVE to continue working, or who want to continue working, choose to leave their jobs because they’d rather try being self-employed, or take a job somewhere else that embraces flexibility, so they have more control over their schedules. More and more companies recognize this and are launching flex-time, part-time, consulting positions, remote working options, etc.
Sure, much of that started due to Millennials demanding it, but companies quickly see it is helping keep their Boomer talent longer, too.
Give Them a Second Career Choice
Many Boomers want to leave because they’re burnt out on what they’ve done professionally for (possibly) 30+ years. As a result, many employers are offering job training options so their Boomer talent can learn a new skill set, oftentimes in a totally different department. Research is showing that this “career customization and training” strategy can reignite their enthusiasm and excitement, resulting in their desire to stick around a lot longer.
Eliminate Generic Rewards Programs
It has been proven time and time again that the one-size-fits-all rewards and recognition programs DO NOT work. Everyone is different, and what motivates them is different. What a 60 year-old employee wants is normally different from what a 25 year-old wants.
Encourage front-line Managers to find out WHAT each of their employees want, and allow them to act accordingly (within reason, of course!). Customized employee incentive have been proven to work… across all generations!
Starting from now through the next 20 years, companies cannot afford to lose their top talent. We are entering an employee-driven job market again, after it being an EMPLOYER-driven market for quite a few years. So it’s time for companies to take employee retention, across the generations, very seriously.
In the business I’m in, I review a lot of resumes and CVs and I know a great deal of Recruiters, HR Executives
and Hiring Managers who do as well. And we all agree on one thing: most resumes and CVs are bad. Really bad.
I’m not talking about grammar mistakes or ugly formatting, although there is plenty of that. I’m talking about descriptions that make no sense, whole lines and paragraphs that are so full of clichés and corporate-speak that they don’t actually communicate anything, and missing details that any potential employer would want to know. You’d be amazed how often I can read a whole job description and not know what the person actually did. Or if I do know what they did, I often have no idea if they did it well.
As a Professional Speaker and Trainer, I conduct many career-focused workshops for college students. And trust me when I say, their resumes aren’t great, but they aren’t that much worse than many seasoned professionals who should know better. The resume is the most important document any individual can create for finding a job. After all, the resume can be the difference between the job of your dreams and just something that pays the bills.
So how can they be so universally bad given the incentive that very smart and competent professionals have to do them well?
The reason is it’s very hard to self-evaluate your accomplishments and communicate them effectively. It’s hard to see yourself objectively, and if you are in a field that is at all technical, it can be incredibly difficult to communicate your work to people in HR and recruiting. It is very hard to separate yourself from your own experience, memories, and associations, and objectively and effectively communicate your experience and skills.
What can you do?
That’s why I recommend that job seekers consider hiring a resume writing service. The problem is that there are just so many bad ones out there. And paying somebody to review a document might seem like a waste of money since you can find a friend to read your resume and critique it.
Trust me, it’s worth it. Unless someone has seen a truly great resume they won’t know what’s wrong with yours. And unless they’ve made truly great resumes, in a variety of fields, they can’t tell you how to create one.
Therefore, I recommend looking into Resume to Interviews to create your resume, CV, and other career related documents (LinkedIn profile, cover letter, etc.). It doesn’t matter whether you are a college student, C-level executive, or someone in between. It’s an awesome, cost-effective, service and one of the few legitimate services that exist that provides real value. In fact, their blog provides some valuable how to write a resume guide for specific industries like nursing and IT.
Here’s an overview of how they describe their service and how it can benefit you:
We’re a company that creates custom resumes, CV’s, cover letters and personal statements (aka: Personal Branding) that stand out and get noticed among the mountains of resumes and CV’s that employers and recruiters have to wade through on a daily basis. At Resume to Interviews, our goal isn’t to create a good looking resume, or one that looks like others you’ve seen in your field.
We create resumes that are better than what you’ve seen before, and better than most hiring managers have seen before as well. That’s why they pick up the phone so quickly to set up interviews with our clients.
Resumes to Interviews has created over 5,000 resumes and CV’s over the last seven years and they create close to 100 each month for clients from all over the world and in every conceivable industry. What really sets them apart is their process: they have you fill out an intake questionnaire (this takes work on your part) and use it to create a brand new document, which they then perfect during a back and forth editing process with you.
They don’t just proofread your document and change some language. They ask you hundreds of questions to develop your content and carefully target it towards job listings you provide. And the process isn’t over until you are 100% satisfied.
Plus, they offer LinkedIn Profile consultation and Professional Coaching services for interviewing tips, as well.
All of that said, here are two questions for you:
Why spend countless hours trying to draft your own resume or CV only to find out it’s one of the “bad ones” that gets immediately thrown in the trash? Why not consider a service like theirs to ensure your resume separates itself from the piles of mediocre resumes that get sent to employers every time a job opening in posted online?
I think you know the answer to those questions. So check out Resume to Interviews.
Personal Branding has become a hot topic in the workforce these days. I know this firsthand based on how often I’m hired to conduct my Personal Branding Workshops and training sessions for employees at companies all over the country. And the popularity of this topic is what also prompted me to write my fourth book that JUST came out on Amazon: “Your Employee Brand is in Your Hands: How Any Employee Can Create and Promote Their Own Personal Leadership Brand for Massive Career Success!”
But, what is Personal Branding? Short answer: A strong Personal Brand allows all that’s strong and effective about your personal and professional style to become known (in a deliberate and managed way) to your colleagues up, down, and across the organization, thus enabling you to generate maximum value and unique “distinction” for yourself.
And, as with product or company branding, if you do not take control of developing, establishing, and managing your Personal Brand, and actually put some thought into it versus just letting it happen organically, other people will do it for you…and it may not always be accurate or personally favorable.
So how can it help you achieve the career success you desire? Here are three reasons why focusing on developing and managing a Personal Brand is critical to your career growth:
It Gives You Clarity
Personal Branding is all about increased self-awareness by: acknowledging your weaknesses (such as having a bad temper or being a poor communicator), making the necessary changes to improve yourself, and by also understanding your strengths. You have to know “who you are and who you aspire to be” in order to conduct yourself in any role effectively; be it entry-level or a senior leadership position. And the more clarity you have, the better your chances are for career advancement and managing employees more effectively!
Improves Your Job Satisfaction
As you becomes clear on your Personal Brand, you become clearer on your personal and professional values. This normally leads to asking yourself things like: Am I in the right job or role? Do I even like what I do or should I make a career change? Does my Boss, or the Company, mesh with my Personal Brand values? Those are all valid questions. Knowing the answers benefits you because it improves the odds of being at a company or in a position where you’re “truly happy to be”…and that is key to job satisfaction.
Also, if you’re unemployed or actively job seeking, determining your Personal Brand will help you hone in on the companies, positions, and Boss’s that will best work for you. There are many job candidates who turn down employment offers because they know it’s not the right fit with their Personal Brand.
Expands Your Notoriety
In addition to wanting more notoriety at work, many employees also want to stand out in their industry. They want to be asked to speak at industry tradeshows and conventions, and they want industry media to contact them for interviews. There’s nothing wrong with desiring this type of recognition; it’s actually a very smart career growth strategy.
If you strategically create and promote your Personal Brand as a Thought Leaders within your industry, this type of notoriety can be achieved. It does require you to be your own “Publicist”, and to stay current on trends so that you have unique insights to share, but it can be done. And it can quickly expand awareness for your Personal Brand outside of the office.
So take the time to focus on you! Be honest with yourself about your strengths, weaknesses, things you need to work on, and traits you ASPIRE to have. No one is going to do it for you…except YOU!
I’m happy to announce the release of my fourth book, “Your Employee Brand is in Your Hands: How Any Employee Can Create and Promote Their Own Personal Leadership Brand for Massive Career Success!”. It’s available on Amazon and getting 5-Star ratings!
Here is the Press Release that was deployed with all the info:
Leadership Expert, Lisa Orrell, Releases Highly Anticipated Book for Employees on How to Create a Unique Personal Brand at Work
Lisa Orrell, The Generations Relations and Leadership Expert, has published her fourth book, “Your Employee Brand is in Your Hands”. This timely book clearly explains how employees of all ages and experience levels can create and promote a unique Personal Brand to get more notoriety at work, stand out in their industry, and achieve greater career success in this increasingly competitive world.
Lisa Orrell is globally recognized as The Generations Relations & Leadership Expert. She’s an in demand Speaker, Thought Leader, Media Guest, and the Author of three top-selling business books: Millennials Incorporated; Millennials into Leadership; and Boomers into Business. And her new fourth book, “Your Employee Brand is in Your Hands: How Any Employee Can Create and Promote Their Own Personal Leadership Brand for Massive Career Success!” (Wyatt-Mackenzie Publishing) was just released to rave reviews plus 5-star ratings on Amazon.
“Most books on Personal Branding are written for self-employed people to help them grow their businesses. But creating and managing a unique Personal Brand as an ‘employee in the workforce’ is a critical component to success and something that highly successful Leaders and Executives focus on daily,” explains Orrell. “For several years, I’ve been conducting a very popular Personal Branding workshop for employees, as well as for college students. My new book is a direct result of that workshop, along with the constant inquiries I got from people asking if I could recommend a good book on this topic. But I struggled to recommend one because there are very few out there, so I wrote one.”
Adds Orrell, “I have one particular client, a very large global corporation, who has hired me to conduct my Personal Branding Workshop over 20 times. So, obviously, not only do their employees benefit from this topic and my training, their company does, too. The bottom line, for any company, is there’s no downside to having employees with heightened self-awareness and a willingness to improve themselves.”
Orrell isn’t the only expert who feels that defining a unique Personal Brand, and being your own “Publicist” at work, is key to one’s career success. Others agree and think that her new book is both timely and important.
Steven Rothberg, President and Founder of the niche job board, CollegeRecruiter.com, shares, “Most consumers prefer to buy brands that we know, like, and trust. In many cases, we’re also willing to pay more for those brands. Yet most of us don’t think of the fact that in our places of employment we have our own ‘personal brands’. Some of those brands are positive, some are neutral, and some are negative. So if you want the people making the decisions about your career and compensation to know, like, and trust you then you need a positive brand, and Lisa’s book will show you exactly how to make that happen.”
“Your Employee Brand is in Your Hands” is also gaining attention due to the aging Baby Boomer population in the workforce, along with the fact that Millennials are getting moved into leadership roles younger and faster than generations before them. In many of her Personal Branding Workshops Orrell says she sees employees ranging from their early 20’s to their late 60’s.
To that point Orrell explains, “Most Boomers buy my new book or attend my workshops to determine how to stay ‘relevant’ and redefine themselves at work. Whereas many Millennial employees want to learn how to: stand out at work; gain notoriety in their industry; and learn how be taken seriously so they can move up the ladder into management and leadership roles. They are very serious about being successful in those positions, yet a lot of Millennials don’t feel their employers have prepared them to succeed in those roles.”
Orrell’s observations are reflected in extensive research conducted by Deloitte which was, among many places, featured in a FORBES article published on September 12, 2013. The article was written by Josh Bersin and entitled, “Millennials Will Soon Rule the World: But How Will They Lead?”
Due to the major generational shifts occurring in the workforce, “business as usual” is becoming obsolete. Orrell sees this firsthand and knows this is not only a very challenging time for employees, but for Employers, too. As a result, companies regularly contact her to speak and consult on these issues. And many other Throught Leaders agree the situation is only going to get more serious over the next two decades.
Thus, in addition to her Personal Branding expertise, Orrell is consistently booked to conduct presentations on topics such as: Understanding generational dynamics at work; improving communication across the generations; educating Leadership Teams on workforce trends; improving the recruitment, management and retention of Millennial (aka: Gen Y) Talent; and educating Millennial employees, and college students, on how to be young, effective, respected leaders in the workforce.
A small sample of Orrell’s stellar client list includes: Wells Fargo, Johnson & Johnson, eBay, Chicos, State University of New York, USC, Intuit, Pepsi, Applied Materials, Paul Mitchell Schools, PayPal, Blue Cross/BlueShield, and Monster.com. Orrell is also hired to speak for a wide variety of Professional Associations that cater to members in HR, Leadership, Management, Training, and Diversity roles.
“Your Employee Brand is in Your Hands” is currently available in paperback for $15.95 on Amazon and through other major online book retailers. A Kindle version will be available by May 1st, 2014.
For media interviews, speaking inquiries, or book information, please contact Lisa Orrell at 408-340-8789 or Lisa@TheOrrellGroup.com or visit her website: TheOrrellGroup.com. To receive a 25% discount on bulk book orders of 10 or more, please contact Lisa Orrell directly.
Title: Your Employee Brand is in Your Hands: How Any Employee Can Create and Promote Their Own Personal Leadership Brand for Massive Career Success!
Publisher: Intelligent Women Publishing (an imprint of Wyatt-Mackenzie Publishing, Inc.)
Pages: 150-Pages, soft cover 8.5 x 5.5
Retail Cost: $15.95
In all the seminars and workshops training I conduct for Managers and Leadership Teams, I find that a majority of them struggle with managing difficult employees. And, regardless of their experience level, or age (Boomers, Gen X or Gen Y), I see two common ways many of them handle challenging employees: poorly or not at all…neither of which are effective!
But in a leadership role where you’re responsible for managing others, how you manage a difficult employee is critical. Why? Because undoubtedly you are forced to spend a disproportionate amount of resources, time, and energy on them, and this can cause frustrations and tempers to arise, productivity to decrease, morale to go down, retention of good talent to plummet, and your other team members (and possibly, customers) to become disgruntled.
What Can You Do? A Simple 5-Step Process:
1. Do Not Ignore the Problem
A small problem has the potential to turn big, so pay attention to red flags when you first see them. If you notice that an employee is exhibiting bad behavior, it’s time to take immediate action. The longer you wait, the worse it will get! Sticking your head in the sand will normally not make the issue magically disappear…and you’ll be faced with employees, and possibly your boss, wondering why you’re not taking charge of the situation.
2. Identify the Cause
Understanding the real motivation for their behavior unlocks your power to take the right steps to address the underlying cause. You have to find out WHY they are being difficult. Do they dislike their job? Are they having personal problems outside of work? Are they having issues with a co-worker you may not be aware of, such as a bully who is making them miserable? You cannot begin to determine solutions and a course of action if you don’t know “why” their poor behavior is occurring.
3. Provide a Comfortable Environment
Talk to your employee in a comfortable, non-threatening, environment that can enable them to disclose the reason for their behavior. Don’t forget to tell them that you’re there to help them, make their work life better, and help them be successful. Remember, your main goal behind this process is to uncover valuable information, so your communication should not be confrontational. Prepare your feedback ahead of time, ask questions, let the conversation flow, stay engaged, and listen closely. And once you’ve gathered the insights from your employee, you can then begin to determine a plan to resolve the issue(s).
4. Develop a Solution
When handling difficult employees, it is important for Managers to identify the problem and suggest a solution; not demonize them. Your goal should be to develop a plan which not only reflects your agenda, but also incorporates their perspective. If you need time to come up with a plan after you have your “fact gathering session” with them, take it. However, if you feel comfortable and prepared to discuss solutions right away, do so. Either way, make their input part of the plan to work together so that you get their (enthusiastic) buy-in. Just because you think your plan of action for them is great, doesn’t mean it can actually work. The objectives and goals that you establish have to be ones they can accomplish, and ones that they are very clear on.
5. Monitor and Provide On-going Effective Feedback
Once your plan has been mutually agreed upon, actively monitor their progress and provide them with regular, specific, effective feedback. Many Managers express their grievances and expect the employee to drastically change their behavior without any on-going guidance. That type of management style FAILS most of the time. Just like dieting, people tend to be way more successful when they have on-going guidance, feedback, encouragement, and support.
As a Manager, if you do not take the appropriate steps to handling difficult employees, you are doing a huge disservice to yourself, your career, your company, as well as to your other employees who are working hard towards the success of the department and organization. You need to improve the retention of your top employees; not frustrate them to the point of leaving.
Can all difficult employees be “turned around”? Of course not! But by helping them determine why they are having issues at work can also help you both determine if this job, or company, simply isn’t the right fit for them. If that IS the case, typically there’s nothing you can do to shift their behavior. They need to move on to a job where they’ll be happier…and that’s a win/win outcome for both of you!