LeadingAge New York Annual Conference 2017 June 2017 - Page 2

Reducing Unnecessary Employee Turnover By Denise Alper It has been an “employees’ market” since 2013-2014 so it has been harder and harder for employers to attract and retain talent. According to Cara Silletto of Crescendo Strategies and LeadingAge New York annual conference speaker, if you build a place where people want to work, you can better control the impact of this workforce shift. The best method for retaining talent is improving management effectiveness throughout all levels of the organization. Employers must evolve and re-envision their notions of leadership and their corporate culture, as the traditional mindset and definitions of success no longer apply to this new workforce. What were once considered luxuries or perks of a job have now become standard expectations. Ms. Silletto explored the effect of having the eighty million members of the Millennial generation now becoming a significant percentage of the workforce. A member of that generation herself, she encouraged Baby Boomer and Gen X managers to rethink how they hire, manage and develop this new wave of employees. She identified five primary points of contention in generational differences and how to address them, which she “put on the TABLE” for the conference attendees: T echnology – Things changed quickly as Millennials were growing up, so today, channel Millennials’ need to seek constant progress by focusing them on areas that need improvement. A uthority – Respect based on titles and seniority is no longer automatic – you will need to gain Millennials’ respect through influence, expertise and mentorship. B alance – Millennials seek work/life integration, value authenticity and being “who they are” whether at work or play, so it’s time to review leaders’ attitudes toward, and policies on, conventions such as punctuality, dress code, and being present vs. “distracted” at work. L oyalty – Treat employees like internal customers, never stop making the effort to win them over and show genuine appreciation for their commitment over time. Increased transparency will result in greater trust, which is earned and built over time. With trust comes loyalty and with loyalty comes longer tenured employees. (continued) All employees want a voice. All employees want recognition and appreciation. All employees want opportunities for advancement. All employees want flexibility and a better quality of life. All employees want a great coach, not a boss. 2 Adviser a publication of LeadingAge New York | Summer 2017