Retention
Lori Farley-Toth
Vice President, Sales
Adecco-Mid-Atlantic Division
Agenda
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The challenge for the NPO sector.
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Demographic Trends
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The case for engagement going forward
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NPO sector and its’ unique opportunities
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What can you do?
The trends
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According to the Employment Policy foundation, the US is at the beginning
of a labor shortage of approximately 35 million skilled and educated workers
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The NPO sector will need to replace 80,000 jobs in the next year
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1 Baby Boomers retires every 8 seconds
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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
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Engagement and Retention of this group is even more important than the
need to train them.
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The NPO sector may be uniquely positioned to engage the millenials
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.”
Motivating is easy?
You can lead a horse to water but…
…you can’t make’m drink!
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?
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?
What do they “really” want?
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Recent studies suggest that all an employee really wants is…
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“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
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The Carrot Principle (Gostick and Elton) - focus on recognition
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Drive (Daniel Pink) – it’s all about autonomy, mastery and purpose
What motivates you?
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There are two primary types of motivators:
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Extrinsic (“low order”) – organizational rewards that place value on an
individual and their work.
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Intrinsic (“high order”) – feelings that individuals find rewarding within
themselves.
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Many leaders think that extrinsic (low order) motivators are the key to
motivating employees but they generally only lead to short term success.
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Leaders should tap into intrinsic (high order) motivators because they lead
to long term success, satisfaction and fulfillment.
Maslow’s hierarchy of “needs”
Morality, creativity, problem solving,
5. Self-Actualization
sense of purpose and “full-engagement”
4. Self-Esteem
3. Belonging
Self-esteem, confidence, respect
of others, achievement
Family, friends, co-workers
Security of health,
2. Safety
property, resources,
employment etc…
1. Physiological
Food, water, sleep etc…
A leader must tap into intrinsic motivators (3, 4 and 5) because they
are “high order” motivators.
What does this mean at work?
5. Self-Actualization
A manager/leader can make
4. Self-Esteem
the biggest impact here!
3. Belonging
The company or
organization can provide
2. Safety
a strong foundation.
1. Physiological
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!
How do you motivate the “new generation”?
Sound familiar?
Are you ready to lead and motivate “Gen Y”?
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Ambitious & demanding
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They question EVERYTHING!
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The most “high maintenance” workforce ever
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More than one third have a tattoo and 30% have a piercing somewhere other than their
ear– not for rebellion but for style
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Have been described as “needy, impatient and entitled”
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Don’t care for mission statements but do need to have shared values
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Don’t have the ability to (or care to) think strategically or long term- need immediacy
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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!
Common Gen X and Gen Y motivators:
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Wants to give and be given feedback
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Embraces technology
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Wants stimulating work environment and fun
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Wants to know WHY decisions are made
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Needs to know how work impacts “big picture”
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Wants balanced personal life/fulfillment
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Incentives (compensation and time off) are both important
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Reward them for work product- not time at office
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Training must INVOLVE them, not be dictated to them
How did X and Y get that way?
Generation X
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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
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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
Employee motivation is dynamic
Success
New
Generation
Success
Leadership “bingo”- individual exercise
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Do you REALLY know your people?
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List out at least 5 of your direct reports on the “bingo sheet”
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Write their names at the top
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Fill in as many boxes as possible in the next 15 minutes
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If the category is not applicable insert NA- only if you are certain
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If you have birthdays/anniversaries calendared in Outlook already you
can write “Outlook” in that box
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The “leader” with the most boxes completed wins!
Leadership and motivation
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Conclusions?
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You can’t motivate others but you can create an environment where they
can find motivation and passion.
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People need to “see and feel” the connection between professional and
personal fulfillment and their daily activities.
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What does this mean to you as an individual?
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What does this mean to you as a resource for your people?
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
What can you do?
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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