Comments on: A Look at Life After Graduation http://blog.experience.com/2008/09/a-look-at-life-after-graduation/ Actionable Information for You to Put to Work Sun, 22 Nov 2009 00:16:22 +0000 http://wordpress.org/?v=2.6.1 By: 100 Motivational Blog Posts for Disgruntled Grads | http://blog.experience.com/2008/09/a-look-at-life-after-graduation/#comment-8472 100 Motivational Blog Posts for Disgruntled Grads | Thu, 13 Aug 2009 10:51:59 +0000 http://blog.experience.com/?p=22#comment-8472 [...] A Look at Life After Graduation: Here you can read about what other college grads are doing. [...] [...] A Look at Life After Graduation: Here you can read about what other college grads are doing. [...]

]]> By: 100 Motivational Blog Posts for Disgruntled Grads | Online Colleges http://blog.experience.com/2008/09/a-look-at-life-after-graduation/#comment-7648 100 Motivational Blog Posts for Disgruntled Grads | Online Colleges Thu, 16 Jul 2009 06:12:37 +0000 http://blog.experience.com/?p=22#comment-7648 [...] A Look at Life After Graduation: Here you can read about what other college grads are doing. [...] [...] A Look at Life After Graduation: Here you can read about what other college grads are doing. [...]

]]> By: Lindsay Olson | Archivo » Gen Y after graduation http://blog.experience.com/2008/09/a-look-at-life-after-graduation/#comment-21 Lindsay Olson | Archivo » Gen Y after graduation Wed, 08 Oct 2008 12:53:13 +0000 http://blog.experience.com/?p=22#comment-21 [...] Here’s the detailed findings of the survey: [...] [...] Here’s the detailed findings of the survey: [...]

]]> By: Mark Kaefer http://blog.experience.com/2008/09/a-look-at-life-after-graduation/#comment-17 Mark Kaefer Fri, 03 Oct 2008 16:55:56 +0000 http://blog.experience.com/?p=22#comment-17 Rebecca, Rita and Glynis -- your insight is much appreciated! Glynis, I absolutely agree with your comment on engagement and retention. Thanks for the links, too. Rebecca, Rita and Glynis — your insight is much appreciated! Glynis, I absolutely agree with your comment on engagement and retention. Thanks for the links, too.

]]> By: Glynis Ross-Munro http://blog.experience.com/2008/09/a-look-at-life-after-graduation/#comment-15 Glynis Ross-Munro Thu, 02 Oct 2008 15:17:26 +0000 http://blog.experience.com/?p=22#comment-15 Our research shows that there are many clear reasons behind job-hopping, and some can be changed with strategic thinking and management. We run on-going surveys from managingthemillennials.com and these show that poor retention in low-paying, low-engagement jobs will continue. However, where organizations need better engagement and retention from skilled Millennials to prosper, they can easily save themselves a massive amount of money. They can also tap into the innovative and energetic talent that this generation brings to the table, by getting their GenY's' heads into the game. Organizations often have a really hard time taking a step back from the picture to see how easy it can be to get GenY to commit to a business. There is no silver bullet. It is a series of specific policies and skills that change the way this generation feel about their company, relate to it and (arghhh!) in some cases end up with tattoos of the company logo on their bodies! I have a flowchart of the process at www.c-psolutions.com/services with a voice-over explanation. Organizations need to watch their engagement and retention metrics (what gets measured, gets managed!) and keep a dollar value on them. They also need a written "employment branding" strategy and an exit process, so that the data feed back into selection and management. The cost of turnover is huge: the base cost is 1.5 x annual salary when you lose a reasonable worker in your lowest paid job. (mail me for the studies). After that it just goes up... and up. One key tool is the competency-based, buddy-linked on-boarding process. If you lose a Millennial's loyalty and enthusiasm in the critical first six month (which begins before employment), it never comes back. Our research shows that there are many clear reasons behind job-hopping, and some can be changed with strategic thinking and management.

We run on-going surveys from managingthemillennials.com and these show that poor retention in low-paying, low-engagement jobs will continue.

However, where organizations need better engagement and retention from skilled Millennials to prosper, they can easily save themselves a massive amount of money. They can also tap into the innovative and energetic talent that this generation brings to the table, by getting their GenY’s’ heads into the game.

Organizations often have a really hard time taking a step back from the picture to see how easy it can be to get GenY to commit to a business. There is no silver bullet. It is a series of specific policies and skills that change the way this generation feel about their company, relate to it and (arghhh!) in some cases end up with tattoos of the company logo on their bodies!

I have a flowchart of the process at http://www.c-psolutions.com/services with a voice-over explanation.

Organizations need to watch their engagement and retention metrics (what gets measured, gets managed!) and keep a dollar value on them. They also need a written “employment branding” strategy and an exit process, so that the data feed back into selection and management. The cost of turnover is huge: the base cost is 1.5 x annual salary when you lose a reasonable worker in your lowest paid job. (mail me for the studies). After that it just goes up… and up.

One key tool is the competency-based, buddy-linked on-boarding process. If you lose a Millennial’s loyalty and enthusiasm in the critical first six month (which begins before employment), it never comes back.

]]> By: Rita Scott http://blog.experience.com/2008/09/a-look-at-life-after-graduation/#comment-14 Rita Scott Thu, 02 Oct 2008 15:05:33 +0000 http://blog.experience.com/?p=22#comment-14 As an employer of recent grads, I have found the results of this survey to be accurate. We have a big drop of employees after 1 year, and a smaller drop at 2 years. I think a lot of the first drop is the shock of working for a living. It's sad to me that my gals don't stick around to get the benefits of being at our school for 4 years or more, which is when the big benefits kick in. We want to reward the employees who make the big contributions, and that realistically happens after we've trained them and worked with them for at least a year. It's important to note that not all recent grads are job hoppers - thank goodness! As an employer of recent grads, I have found the results of this survey to be accurate. We have a big drop of employees after 1 year, and a smaller drop at 2 years. I think a lot of the first drop is the shock of working for a living. It’s sad to me that my gals don’t stick around to get the benefits of being at our school for 4 years or more, which is when the big benefits kick in. We want to reward the employees who make the big contributions, and that realistically happens after we’ve trained them and worked with them for at least a year. It’s important to note that not all recent grads are job hoppers - thank goodness!

]]> By: Rebecca Martin http://blog.experience.com/2008/09/a-look-at-life-after-graduation/#comment-12 Rebecca Martin Mon, 29 Sep 2008 07:39:01 +0000 http://blog.experience.com/?p=22#comment-12 It's interesting how we label it job hopping. It's what Gen Y's do and they aren't doing it for more money which is what motivates some people to leave their current jobs and to find something better that pays more. They have a different mindset and they are very confident. They look at the older generation as having worked 30 years to receive $60K and think there is no way I will stay at a job for that long and make so little. My college grad clients are accepting $50-60K offers right out of college. A lot of companies want to hire college grads so they can train them and mold them, and not pay them as much as their employees that have been there for 10-15 years. It will be interesting to see how things play out in the workplace. The generation Y's are texting and using facebook to communicate in the corporate world. This is very new to some baby boomers. It’s interesting how we label it job hopping. It’s what Gen Y’s do and they aren’t doing it for more money which is what motivates some people to leave their current jobs and to find something better that pays more. They have a different mindset and they are very confident. They look at the older generation as having worked 30 years to receive $60K and think there is no way I will stay at a job for that long and make so little. My college grad clients are accepting $50-60K offers right out of college.
A lot of companies want to hire college grads so they can train them and mold them, and not pay them as much as their employees that have been there for 10-15 years. It will be interesting to see how things play out in the workplace. The generation Y’s are texting and using facebook to communicate in the corporate world. This is very new to some baby boomers.

]]>