It’s All About Me! Engaging the Y Generation
How Do You Engage the Echo Generation?
Today’s workforce is proving to be one of the most transient ever – often going to the highest bidder! The Echo Generation (ages 18-25) are becoming the largest demographic in the employment market today. The Boomer Generation worked in their careers and made 3 switches in their lifetime. Their children, the Echo Generation move jobs on a yearly basis with an enormous cost to employers. As the Boomers retire these people are being groomed to take over. They have completely different values, priorities and ethics from the generations that preceded them. How do you engage this highly mobile, flexible and diverse workforce?
In this 1-day workshop, we will look at:
- The top 5 strategies to effectively engage today’s workforce so that you keep your best employees
- The values, priorities and motivators of the Echo Generation
- Why it is important to develop a marketing strategy that attracts not only great customers, but appeals to the ideal employees as well
- The critical information you must share with these employees so that they become your biggest fans and strongest champions in the marketplace
- The top 5 mistakes companies make to alienate employees and how to avoid them
Your Facilitator
Sandra Reder has over 20 years of recruitment and management experience, Sandra has held various positions ranging from a recruiter with a Vancouver-based recruitment firm to the branch manager of two large multi-national employment agencies. Her industry knowledge is comprehensive, and her understanding of current recruitment trends and practices is highly sought after. Sandra has extensive experience placing individuals at all levels in a wide range of industry, not-for-profit and public sector positions.
From her years in the business, Sandra is privy to information about companies that few employers ever hear directly from their ex-employees. She has in-depth experience with exit interviews, enough to know that an employee requiring a reference will rarely ever “burn a bridge”—thus producing information that is skewed and suspect. After years of hearing the concerns, complaints and challenges that individuals faced during their employment, Sandra became aware that companies do not realize how they are perceived in the employment market. That awareness produced Sandra’s strong interest in helping companies earn the designation “Employer of Choice.”