Posts Tagged ‘retaining gen y’
By now, most people have heard the term, “Helicopter Parents”. You know, the Boomer parents of the Millennial (aka: Gen Y) Generation who have hovered over their kids since birth, guiding them through childhood, into college…and now following their “adult” children into the professional workforce.
What??? You weren’t aware of how prevalent this hyper-parenting phenomenon truly was? Oh, trust me, it’s a BIG deal (and issue) for many Bosses and companies. Some companies are even starting to add “do’s and don’ts” policies in Employee Handbooks for the PARENTS! I’ll explain why in a bit.
And, just to be clear, I’m referring to employees who are in their 20’s, in corporate environments; not parents calling work on behalf of their teenager who has a summer job at the local mall.
Let me put this into perspective from my own first-hand experience: In my SEVEN YEARS of being a keynote speaker and conducting workshops for companies about how to better recruit, manage and retain Millennial talent, I’ve yet to ask this question and NOT get a hand raised: “Who here has heard from the parent of one of your Millennial employees?”
EVEN if it’s a small private session for a corporate Management Team (versus an audience of 500+), I always get at least 1-2 hands raised. Always.
This recently happened again at a presentation I conducted for Executives at an annual automotive industry conference last week. Six attendees out of 75+ raised their hands when I asked that question, and (as usual) I asked one of them to share why the parent called. I’ll share that story in a moment, so please keep reading.
The reason I always ask at least one person to share “why” the parent called is not only because I find it fascinating, but the answers always result in an outburst of laughter, mixed with shock & disbelief, from my audiences. Plus, I also ask why so that other attendees who (may) think “there’s no way parents call”, quickly realize I’m not making this stuff up.
Based on this new phenomenon in today’s modern workforce, I decided it was time to share some of these stories to illustrate how common this is. I’ve got hundreds of these real-world stories, but here are five. Each of them was shared at different speaking engagements I’ve conducted; all from different industries, located in different regions, and of different sizes, throughout the U.S. and Canada.
IMPORTANT: In the countless stories I’ve heard, sometimes the Millennial employees were aware their parents were calling, and sometimes not. So I do NOT want to imply the Millennials always ask their parents to do these things. Oftentimes, the Helicopter Parents do it on their own, and I’ve spoken to many Millennials who said they were mortified when they found out.
TRUE TALE #1: The Sr. Vice President mentioned previously at the recent automotive conference shared that she received a call from the father of one of her (26 years-old) Millennial employees. Dad called her to say he didn’t think his daughter’s private parking spot was located in a safe place for women so he requested that she be given a different one.
TRUE TALE #2: The CEO of a medium-sized company shared that he wanted to hold-off on promoting one of his Millennial employees because the employee (24 years-old) simply needed about six more months of training and on-the-ground experience. The next day the employee arrived at work with her Mom. They requested to see the CEO immediately and he obliged. Once in his office, Mom proceeded to pull out a long list that she and her husband had created the night before which outlined all the reasons why THEY thought their daughter WAS qualified to receive the promotion now…not in six months.
TRUE TALE #3: This does not pertain to someone’s “current” Millennial employee, but it’s another good example. The Sr. Director of HR at a Fortune 500 company attended my presentation for their Executive Team. Three days later she sent me an email to share that that morning she received a phone call from the Mom of a college senior. The Mom called her to inquire about internships the company had that her daughter could apply for. Mom explained she was calling companies on behalf of her daughter because her daughter was too busy at school studying for finals and being on the school’s swim team.
TRUE TALE #4: The Marketing Manager at a Fortune 1000 company shared at one of my presentations that a Dad called him, very upset. Dad said that his son (25 years-old) didn’t feel like he got enough time to share his ideas at the weekly department meetings. Dad asked the Manager to either make the weekly meeting longer OR call on his son more often.
TRUE TALE #5: The Director of Learning and Development at a large company had this to share with me and the audience: He had just hired a new Millennial employee (26 years-old) and during the on-boarding process the Millennial was given the standard Employee Benefits Package to review. Apparently, the Millennial had her parents review it because the next day Mom called her daughter’s new Boss to say that she (Mom), and Dad, had some questions about the benefits information.
I’m sharing these examples because, aside from being somewhat humorous, this topic is important for employers to be aware of. Why? Because if someone at work receives a call from a Helicopter Parent inquiring about things like promotions and raises their adult child didn’t get, and the Manager (caught off guard) engages in a conversation with the parent, it could cause serious legal issues for that Manager AND the employer.
The bottom line is that Bosses cannot discuss sensitive matters about employees (who are over 18 years- old) with the employee’s parents. Therefore, as an expert on Millennials and generational dynamics, I strongly suggest that this info quickly be shared with your Management and Leadership Teams.
By 2025, 75% of the workforce will be Millennials. That means the number of Helicopter Parents calling employers is only going to increase!
I recently had an amazing experience: The Government of Brunei Darussalam hosted a Leadership Conference for Millennials (aka: Gen Y), attended by employees from both private and public sector organizations. And they hired me to be a featured speaker at the event, so I flew to their capital, Bandar Seri Begawan, and it was awesome!
While there, I conducted my Personal Branding Workshop for them. But what was very interesting is that when I asked how many of them had ever heard the term Personal Branding, only 2-3 attendees out of 300+ raised their hand. However they rapidly embraced the concept, and took the training very seriously.
Brunei is a small country that shares a border with Indonesia. And, even with a population of only 440,000, organizations there are running into the same challenges we have here in the U.S.; they are having to move younger employees into leadership roles sooner and that is creating new challenges for the Millennials AND their employers.
Just like Millennials here, they need training on leadership and management. And employers are interested in knowing more about managing, recruiting and retaining Gen Y.
Yes, people, the “Millennial” phenomenon is a GLOBAL workforce issue. If it weren’t, I wouldn’t have been hired to fly across the globe. Right?
While there, I experienced a bit of celebrity, which was fun! They had ordered 300 copies of my third book, “Millennials into Leadership”, and most all of the attendees wanted me to sign their copies, plus they all wanted to take pics with me.
Then, the day after I spoke, I opened their main daily newspaper, and there I was featured in a big article. I’m moving there. LOL
I also spent some time sightseeing. One main highlight that day was the private boat tour I took. We went into the jungle where I saw crocodiles and monkeys!
Anyway, the whole things was a unique experience that I wanted to share. The people of Brunei were extremely gracious and hospitable. I’m hoping to work with them again in 2015!
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
I’ve been researching today’s College Students a lot recently due to a few key factors:
1. I know a lot of College Professors and Faculty from a wide variety of educational institutions who constantly complain about “how different” their students are these days versus previous generations. I even hear from younger professors, in their early-mid 30’s, who express this opinion, too, so it’s not JUST coming from Boomer and Veteran generation faculty who have been teaching for 25+ years!
2. I’m getting a lot of speaking invitations from educational institutions (i.e. colleges, universities, and vocational schools) to speak to their faculty about how to better communicate with, and educate, their students. I wouldn’t be getting these invitations if this issue wasn’t “real”.
And I can tell you that regardless of the “type” of school they are from, OR the types of subjects they are teaching, OR the student population they serve, the educators I talk to all share the same frustrations and challenges with the students they teach today.
Here are just a few examples of the common ones I hear (and what I focus on in my presentations to help the educators overcome): Students today are lazy; they need to be told “how” to learn; they show up late for class and want to leave early; they show disregard for homework deadlines and exam dates; their parents call on behalf of their adult child with questions or complaints; Etc…
It’s based on this growing “issue” regarding Millennial (aka: Gen Y) students that I decided to blog about this topic today. I don’t plan to provide answers to the challenges mentioned above in this post; I’m simply bringing this interesting issue to light because I typically write about Millennials from an “employee” angle versus a student angle.
To shed more light on this, I recommend that you read this book: “Generation on a Tightrope: A Portrait of Today’s College Student,” written by Dr. Arthur Levine with Diane R. Dean. It covers 2006 to 2011, and distills information from surveys and interviews with both undergraduates and student-affairs officials at 31 campuses nationwide. Dr. Levine is the president of the Woodrow Wilson National Fellowship Foundation and former president of Teachers College at Columbia University.
Here’s a brief overview about the book and the information it provides:
An understanding of today’s undergraduate college students is vital to the effectiveness of our nation’s colleges and universities. As Generation on a Tightrope clearly reveals, today’s students need a very different education than the undergraduates who came before them: an education for the 21st Century, which colleges and universities are so far ill-equipped to offer and which will require major changes of them to provide. Examining college student expectations, aspirations, academics, attitudes, values, beliefs, social life, and politics, this book paints an accurate portrait of today’s students. Timely and comprehensive, this volume offers educators, researchers, practitioners, policymakers, and employers, guidance and a much-needed grasp of the forces shaping the experiences of current undergraduates. The book:
So whether you’re an educator or an employer, books such as that could be one more tool to help you better understand this new generation you face. And for employers, this could also give you insights for better managing, recruiting and retaining this much-needed generation at work.
I can honestly say they truly are different from previous generations…I’ve been writing, consulting and speaking about Millennials for over 6 years as an expert, as well as conducting Leadership and Personal Branding workshops for Millennial employees and students, so I know them well.
Bye for now!
Okay…so for over 5 years companies have been hiring me to conduct presentations about how to manage, recruit and retain Millennials (aka: Generation Y). And, as an expert, they also hire me to conduct training workshops for Millennial employees that cover leadership, business etiquette, generations at work, communication and personal branding for career success. BUT, according to an article I came across yesterday, it looks like I might see an uptick of even more Fortune 500 companies contacting me.
Why? Well, according to the article entitled, “Gen Y Traits in the Workplace Unveiled” by Kristin Burnham, she shares:
Millennial Branding together with Identified.com, studied 4 million Gen Y Facebook profiles to obtain better insight into how members of this generation operate professionally-a topic of increasing importance as they are projected to make up 75 percent of the workforce by 2025.
According to the study, only 7 percent of Gen Y reports working for a Fortune 500 company-a statistic in line with another report that predicts that 40 percent of the Fortune 500 will no longer exist 10 years from now.
So, where are they going to work? The article states:
Instead, Gen Y workers are turning to startups in which the hiring process tends to be much quicker than that of the Fortune 500, and where Dan Schawbel says Gen Yers feel they can make more of an immediate impact.
While Gen Yers are turning more to startups for employment, they’re also branching out on their own in what Schawbel calls an “unprecedented entrepreneurial spirit.” “Owner” is the fifth most-popular job title, trumped by “server” (No. 1), “manager” (No. 2), “intern” (No. 3) and “sales associate (No. 4).
Retention is also a challenge with Gen Y because according to the report, they only average 2 years at their first job.
These are serious statistics and facts that large companies need to be aware of. If 75% of our workforce is going to made up of Millennials by 2025 (that’s only about 10 years away!!) companies need to start preparing NOW for a solid recruitment and retention plan of talent. I’ve been preaching this for a long time and the smart companies are already doing everything they can to retain their younger talent because they know their companies’ future well being NEEDS younger talent now, and they need to groom them for future leadership positions.
On average, 1 Boomer is retiring every 8 seconds, so companies are also scrambling to retain their employees who are 55+, too. NOT every Boomer was affected by the economic downturn so we have millions of them who CAN retire comfortably at 60-65 years old but companies need their expertise and knowledge to help the younger employees grow.
I’ve written TONS of articles, and have been interviewed by countless media, about these topics because it’s ALL true. But I also find many companies still have their head in the sand and suffer from denial. I have endless research material on the labor shortage the US is facing, and it’s based on the perfect storm of birth rates, Boomers retiring, etc. The numbers don’t lie, people!
Sure, because of the current economy it’s still an “employers” market…however I’ve been warning executives in my seminars that it will change soon, and the competition for talent is going to re-ignite and then it will turn into an “employee” market again and employers will be begging for top talent…and employees will be in control of the whole enchilada.
EMPLOYERS: Start planning NOW and get ahead of the curve…and if you’re a Fortune 500 company, as many of my clients are, YOU really need to take all of this seriously!
Bye for now,