Mixing It Up! Amy Hirsh Robinson Featured in HR Magazine

I’d like to share a fascinating examination of generational issues in the workplace. “Mixing it Up,” is the cover story in the May 2011 issue of HR Magazine, in which I am quoted extensively. As an expert on the impact of generational differences in both the for-profit and non-profit worlds, my consulting has evolved over the years to enable organizations to create agile workforces adaptive to change. Through my work, my clients gain a cost effective and competitive advantage in attracting, retaining and managing multigenerational talent. In addition, my strategic expertise refines their business models and practices to address generational trends in the market.

I invite you to read the article and share your thoughts with me on these compelling issues. It’s also not too late to register for my May 19 webinar, “Recruiting The Class Of 2011: Managing the Expectation of Millennials --- And Yours!” If you can't make the webinar, but would like to discuss the intergenerational issues of your company, feel free to contact me at ahr@interchange-group.com.

- Amy Hirsh Robinson, Principal, Interchange Group (www.interchange-group.com)

Recruiting the Class of 2011: Managing Their Expectations -- Any Yours!

Does this sound familiar?

• You're frustrated by what you call a "sense of entitlement" in todays youth and marvel at their lack of patience to master a skill or job thoroughly.
• You're horrified by the casual writing style of your younger staff and wonder what happened to spell check and punctuation.
• You've just spent thousands of dollars recruiting recent college graduates, only to find that six months later they've left you for greener pastures.

Welcome to the Millennial generation! Born into the world of the internet, cell phones and video games, these teens and twenty-somethings are tech savvy with short attention spans. Raised by "Helicopter" Baby Boomer parents who pushed them to excel, Millennials are natural multi-taskers brimming with confidence. This is the Harry Potter generation of team enthusiasts who want to make the world a better place. And they are ready to bypass any red tape that gets in their way!

In only four years, Millennials will represent over 40% of the American workforce. How will employers effectively recruit and manage a group of workers predicted to drastically change how companies organize and communicate? Join us for another popular Interchange Group webinar as we answer this question and share practical strategies for attracting and retaining the Millennials. Learning outcomes include:

• Expectations, motivations and behaviors of the Millennial generation
• Recruiting and interviewing tactics to attract top young talent
• Orientation and on-boarding practices for accelerating time to productivity
• Strategies for managing career pathing and development conversations
• Management and communication practices to increase performance and retention
  

Registration for this webinar is complimentary to Interchange Group clients. Contact your Interchange Group consultant for arrangements or email info@interchange-group.com. Registration for non-clients is available for a fee of $79.

Click here to register

A College-Educated Workforce

In the U.S., only 1/3 of high school students graduate on time and prepared for college-level work. 1/3 don’t even graduate at all. If current postsecondary graduation rates do not improve, our labor market will be short 3 million college-educated workers by 2018.

America’s education system is not preparing students for the demands of a knowledge-based economy and workplace. That’s why the Interchange Group supports Aspire Public Schools, a non-profit organization that operates public charter schools in urban areas across California. Aspire’s motto is “College for Certain,” and its growing school system boasts both record State performance and a 97% college acceptance rate. As our holiday gift to our clients and community, we have chosen to donate funds to Aspire. We encourage you to find ways to support educational improvements in your own communities!

Happy Holidays from the Interchange Group Team!

Nonprofits - A Crisis of Succession

75% of nonprofit executive directors plan to resign in the next five years or less. By 2016 the nonprofit sector will need 80,000 new senior managers each year, 40% more each year than is currently required. With these stark statistics one would think that succession planning would be top of mind for most nonprofits, but only 29% have succession plans in place. Succession planning will be the number one crisis facing nonprofits in the coming years and many will not survive as a result. Demographics aside, here are 3 major reasons why nonprofits must engage in succession planning now to stay in business for the future:

• Funding – Scrutiny among foundations and private donors is growing. In the future, many will simply withhold funds to nonprofits that cannot demonstrate continuity in leadership. As more organizations vie for funding from non-government entities, the demand for succession plans will rise.
• Retention - After passion for the mission, professional development is the second most important reason nonprofit executives take new jobs. Organizations that do not plan for succession send a clear message to their top talent that professional development is not valued.
• Board Fatigue - Many board members are simply weary to commit more time, money and contacts to leaders who seem ready for retirement or are not open to fresh ideas. For prospective board members, the prospect of new leadership will be the necessary step to gain their support and engagement.

Generational shifts among stakeholders, emerging communication technologies and rising economic uncertainty have changed the playing field and what's required of nonprofit leaders. Nonprofits are clearly struggling in the most challenging times since the Depression and most do not feel capable of planning past the next fiscal year. That being said, not engaging in succession planning will be a huge disservice to the communities they serve. What does this mean for the nonprofit organizations that you work for or support? What could you do to help ensure their sustainability?

For more information and tips on succession planning and managing the different generations in your workplace, contact us at www.interchange-group.com.

September 16 Webinar: New Hire Onboarding

For employers, making a good first impression through the recruitment process is essential. But managers are often so driven to find talent that they forget to reinforce that positive impression during the new hire’s first year on the job. In other words, they neglect to think about what will happen once the employee shows up ready for work.

Employee onboarding (the process of integrating new hires into an organization) is taking on a new priority as demographic shifts gather steam and the economy begins to recover. Research shows that companies that invest in a structured onboarding process for new employees experience dramatic increases in revenue, customer satisfaction and employee retention, productivity and engagement. Yet most employers devote less time and money to their onboarding process than they do to their holiday party. A mistake that costs organizations greatly both in bottom line and reputation.

Join us for another popular Interchange Group webinar as we explore strategic insights and practical guidelines for designing simple onboarding programs that accelerate performance and boost retention. Learning outcomes include:

• The generational imperative for new hire onboarding
• The importance of cultural adaptation in increasing performance and retention
• The 6 critical steps of onboarding and how to implement them
• Key phases and activities to consider when designing your onboarding process
• Common mistakes made with orientation programs and how to avoid them

Every employer has a new hire onboarding process, whether they manage it or not. What impact do your practices have on your employees' productivity and retention? Isn’t it time you found out?

Click here to register.

Onboarding Generation X

Over 1/3 of Generation Xers (born ca. 1963-1981) would rather go to the dentist than attend their company's orientation program. That's no surprise, since the needs of this generation are often overshadowed by those of the Baby Boomer and Millennial generations that sandwich Gen X in the workplace. However, failure to engage this independent cohort up front will prove costly for employers in the years to come as America's 80 million Baby Boomers attempt to pass on their roles to a mere 46 million Gen Xers.

Effective employee onboarding (i.e. the process of integrating new hires into an organization) will be critical for Gen X engagement and retention in the future. As a result, onboarding practices like the ones described below will need to echo Gen X themes of self-reliance, candor and transferable skills to be successful.

• Offload employment forms and other HR information onto your company's intranet for new hires to access on an "as needed basis."
• Use 30-60-90 day performance reviews to let Gen Xers know if they are on track.
  
• Provide professional development opportunities to employees during their first 12 months of employment.
• Be open about the challenges, opportunities and career paths available at your organization so that Gen Xers know what they have to work with.

Gen Xers who feel challenged and empowered during the first year of employment will reward companies with loyalty and productivity. Those who feel overlooked or marginalized will eventually leave for opportunities that better meet their needs. To what extent does your onboarding process fit the needs and expectations of Generation X?

To learn how to create a successful onboarding process across the generations, join us for our for our September 16 webinar, "New Hire Onboarding: Strategic Insights and Practical Guidelines for Boosting Employee Performance and Retention."