Retention

1. Retention Lori Farley-Toth Vice President, Sales Adecco-Mid-Atlantic Division

2. Agenda • The challenge for the NPO sector. • Demographic Trends • The case for engagement going forward • NPO sector and its’ unique opportunities • What can you do?

3. The trends • According to the Employment Policy foundation, the US is at the beginning of a labor shortage of approximately 35 million skilled and educated workers • The NPO sector will need to replace 80,000 jobs in the next year • 1 Baby Boomers retires every 8 seconds • Millennial (a.k.a. Gen Y) will move into these roles much sooner and younger than generations before them did and will be expected to perform successfully • Engagement and Retention of this group is even more important than the need to train them. • The NPO sector may be uniquely positioned to engage the millenials

4. Fact or fiction? “A great leader is a great motivator.” Fiction! “A great leader understands that motivation is a choice people make for themselves. A great leader simply creates an environment where people can find what motivates them individually.”

5. Motivating is easy? You can lead a horse to water but… …you can’t make’m drink!

6. What do they say they want? Opportunities for career enhancement 93% Capable/respected management 87% Flexible work hours 87% Employee participation in decision-making 67% Challenging job responsibilities 60% But what do they REALLY want?

7. What motivates you? Before we discuss what motivates our employees let’s find out what motivates us? What is the most important factor that gets YOU passionate about going to work each day?

8. What do they “really” want? • Recent studies suggest that all an employee really wants is… • “To feel that they are better today than they were yesterday.” • Motivation trends/experts: • Barton School of Business @ Wichita State University study - the zero cost items had the most greatest impact on productivity • The Carrot Principle (Gostick and Elton) - focus on recognition • Drive (Daniel Pink) – it’s all about autonomy, mastery and purpose

9. What motivates you? • There are two primary types of motivators: • Extrinsic (“low order”) – organizational rewards that place value on an individual and their work. • Intrinsic (“high order”) – feelings that individuals find rewarding within themselves. • Many leaders think that extrinsic (low order) motivators are the key to motivating employees but they generally only lead to short term success. • Leaders should tap into intrinsic (high order) motivators because they lead to long term success, satisfaction and fulfillment.

10. Maslow’s hierarchy of “needs” Morality, creativity, problem solving, sense of purpose and “full-engagement” 5. Self-Actualization Self-esteem, confidence, respect of others, achievement Family, friends, co-workers Security of health, property, resources, employment etc… Food, water, sleep etc… A leader must tap into intrinsic motivators (3, 4 and 5) because they are “high order” motivators.

11. What does this mean at work? 5. Self-Actualization A manager/leader can make the biggest impact here! The company or organization can provide a strong foundation. Where does “compensation” fall on this pyramid? Where does “just do it so you get to keep your job” fall in this pyramid? Where do “contests” fall in this pyramid? This illustrates that “engagement” at work is contingent on having a good manager! People leave their manager, not their company!

12. How do you motivate the “new generation”?

13. Sound familiar?

14. Are you ready to lead and motivate “Gen Y”? • Ambitious & demanding • They question EVERYTHING! • The most “high maintenance” workforce ever • More than one third have a tattoo and 30% have a piercing somewhere other than their ear– not for rebellion but for style • Have been described as “needy, impatient and entitled” • Don’t care for mission statements but do need to have shared values • Don’t have the ability to (or care to) think strategically or long term- need immediacy • Some believe will be the most productive and creative workforce ever *NOTE: The descriptions above are not based on the opinion of your trainer or the Adecco Group. The descriptions listed here summarize a variety of articles published on the subject of how to manage and motivate Gen Y!

15. Wants to give and be given feedback Embraces technology Wants stimulating work environment and fun Wants to know WHY decisions are made Needs to know how work impacts “big picture” Wants balanced personal life/fulfillment Incentives (compensation and time off) are both important Reward them for work product- not time at office Training must INVOLVE them, not be dictated to them Common Gen X and Gen Y motivators:

16. Generation  X Brought up as latchkey kids Watched their parents accumulate wealth in later years First to be brought up world of instant gratification Grew up with “Brady Bunch” values Self-reliant, independent thinkers   Highly  educated    Many are married and raising young children- need flexible schedules  Savvy  consumers   Skeptical   Entering prime earning years Generation  Y Born with technology Brought up in world of instant gratification Accustomed to having what they want Grew up observing “Reality TV” values One of most educated generations yet Socially conscious and civic minded Racially  &  ethnically diverse more than any previous generation Impatient   Image driven Grew up asking “why” to everything How did X and Y get that way?

17. Employee motivation is dynamic New Generation Success Success

18. Leadership “bingo”- individual exercise LEADERSHIP • Do you REALLY know your people? • List out at least 5 of your direct reports on the “bingo sheet” • Write their names at the top • Fill in as many boxes as possible in the next 15 minutes • If the category is not applicable insert NA- only if you are certain • If you have birthdays/anniversaries calendared in Outlook already you can write “Outlook” in that box • The “leader” with the most boxes completed wins!

19. Leadership and motivation • Conclusions? • You can’t motivate others but you can create an environment where they can find motivation and passion. • People need to “see and feel” the connection between professional and personal fulfillment and their daily activities. • What does this mean to you as an individual? • What does this mean to you as a resource for your people?

20. PASSION • Compensation has a diminishing ROI. Passion, the ultimate renewable energy, has no limits! Light it on fire! • In 2002, the Brookings Institution’s Center for Public Service published a survey that illustrates how passionate NPO professionals are. This is your opportunity! • This is the NPO sector’s secret weapon in the war for talent

21. What can you do? • Ignite the passion & create Engagement! • You have the most motivated work force • Let your mission be your guide • Attract & recruit talent aligned with your mission • This will build a bench that’s built to last! • Engage Gen Y • Constant contact-thank you cards, phone calls, milestone celebrations • Embrace the praise culture-they need to feel valued • Rapid advancement Alternatives-SME, write company newsletter, social media, blog, or research project • Remove the cubicle shackles-this works for all generations • Mentor Programs-this group grew up with tons of guidance • Leadership training-Millennial Business Boot Camp is one of the most requested presentations • Improve 2 way communication-employees want to feel that they were heard • Be authentic & know your people • Align compensation and benefits with the culture you want to create