Retention

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• Retention

Lori Farley-Toth Vice President,
Sales Adecco-Mid-Atlantic Division
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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?

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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

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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.

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Motivating is easy?

• You can lead a horse to water but

you cant makem drink!
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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?
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What motivates you?
Before we discuss what motivates our employees
lets find out what motivates us?
What is the most important factor that gets YOU
passionate about going to work each day?
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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 _at_ 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) its all about autonomy,
  mastery and purpose

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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.

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Maslows 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.
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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!
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How do you motivate the new generation?
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Sound familiar?
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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
• Dont care for mission statements but do need to
  have shared values
• Dont 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!

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Common Gen X and Gen Y motivators

• 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

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How did X and Y get that way?

• 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

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Employee motivation is dynamic
New Generation
Success
Success
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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!

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Leadership and motivation

• Conclusions?
• You cant 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?

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PASSION

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

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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 thats 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