NOT YOUR FATHER’S WORKFORCE
Safely Speaking
So, the twenty-something walks into your dealership looking for a job. She hands you her resumé. You take a look. What practically flies off the page at you is her work history: three part-time and two full-time jobs in five years. Not particularly the kind of job commitment you’re looking for in a new hire. Your first inclina- tion may be to show her the door. But, hold on—you may want to reconsider.
Who IS this new generation?
Millennials, those born between 1977 and 1994, generally enter the workforce with a plan—a plan to stay at any one job for fewer than three years.1
the long-held notion employers have had for workforce stability. The days of employees’ lifetime commit- ment to any one company are largely gone, replaced with job hopping.
The calculation is simple: Staying at a job for only a few years could equal 15 or more jobs in a lifetime! What employer wouldn’t swoon at the thought of that much turnover and the investment in recruiting and training that comes with it? If there is any, that’s the bad news.
But, understanding this new wave of workers and ensuring that you, as their employer, accept their differ- ent view of the employment scene, could help you keep them engaged and motivated, and quite possibly, give them a reason to stay put longer than surveys indicate. Their flexibility and desire to grow profes- sionally, their appetite for multi-tasking and their self-confidence when facing change and challenges is a perfect storm for employers looking to add employees who can make a difference in their business.2 the good news.
24 | The Retailer Magazine | Jan/Feb For the most part, this new generation of workers has deep-sixed
[By LARAMIE SANDQUIST, CPCU, CLU, ARM, Federated Mutual Insurance Company]
That’s
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