What do these have in common?
They are symptoms of a disengaged team or workforce.
We work with you to find solutions that fit your needs by
discovering the causes of the disconnections,
determining collaborative solutions, and
formulating workable plans to
achieve the thriving culture you desire for your organization.
The monetary cost to organizations is staggering, not to mention the toll it takes on your organization's culture
Move the decimal over 1 place for 100 employees
fill in the blanks to make the equation fit your situation
____ Total Employees x 13% Disengaged
x ($______ Average Annual Salary x 34%) =
$______ Wasted Annual Revenue and Productivity
A Generational Primer
The changes in Generations are most evident when we see the levels of Engagement for each.
Engaged = Emotionally and behaviorally connected to their job and company
Disengaged = "Checked-out", not putting energy or passion into their jobs, indifferent about work, and show up just to put in their hours
Actively Disengaged = More or less out to do damage to their company
Drilling Down to Millennials
Never has Organizational Culture meant more than in today’s and tomorrow’s workforces. With 38-50% of the current workforce made up of Millennials – and that number increasing every day - leaders face a sense of urgency surrounding keeping this generation engaged in their jobs, connected to organizational goals, and thriving in the workplace.
In their new July 2018 Report, “How Millennials Want to Work and Live,” Gallup takes a deep dive into what motivates this growing demographic – whose motivations are completely different from Boomer's and Gen Xers' motivations. Well-focused organizations want to understand how to meet the needs of this cohort so that they stay engaged in their companies and never think of leaving.
All of these factors and many more, make engaging this generation imperative as the U.S. transfers knowledge and leadership from Boomers to Xers to Millennials to keep the U.S. economy going strong.
Check back to see more facts on the Generational Effects of our current four-generation workforce from Gallup.
The Cost to the U.S. in Annual Millennial Turnover Costs
Millennials have the Highest Rate of Underemployment, which includes 10% with only Part-Time Jobs
Millennials also have the Highest Rate of Student Loan Debt of any generation
The Good News
For All Generations – Culture Matters
As the generations age, passing along organizational and governance knowledge becomes more of an imperative to organizational longevity. Baby Boomers who now occupy many of the venerated C-Suites do well to become valued mentors for both Gen Xers and Millennials. Finding certain areas where cross- or reverse-mentoring may happen is becoming the norm in many companies. The value comes in the paradigm shift where the individual becomes of ultimate value because of the unique diversity and the skills they possess, even if they have not been in the workforce for very long.
The inborn talents, skills and strengths of each employee form the basis to grow within cultures which value each individual wherever they are in their developmental journey.
Millennials especially value the opportunity to grow in their careers and well-being. “Lack of opportunity to grow with a manager that truly cares about them” is the No. 1 reason that Millennials leave their current employer. This is where workplace managers may be able to change their current culture from purely outcome-based metrics to “employee development + good manager/management = the best outcome based metrics.”