Archive for the 'generational' Category

Upcoming Engagements

I  want to point your attention to a some upcoming engagements. Please keep in mind that if I am already coming to your area, a presentation to your organization can be a very budget-friendly investment.

You can register for any of the programs with links. The links will provide more information on costs, if any.

Advantage Personnel, Santa Clara, CA – March 19, 2009
Small Budget, Big Payback: Employee Recognition During Challenging Economic Times
SHRM Staffing Conference Las Vegas, NV – April 29, 2009 
Recognition Preferences of the Emerging Workforce
Recognition Professionals International - Naples, FL, May 4, 2009
Recognition Preferences of the Emerging Workforce
Unbound Ideas - web seminar May 12, 2009 
Generational Preferences in Recogniton
NACCB – Redwood Shores, CA – May 12, 2009 – Small Budget, Big Payback
CSP – San Mateo, CA – May 14, 2009 – Small Budget, Big Payback

Generational Preferences in Employee Recognition

2008 Study by Make Their Day author Cindy Ventrice

This employee recognition study of over 800 respondents reveals a number of generational preferences including:

Millennials Expect More Feedback from their Managers

Time Off Is Most Preferred Spot Award

Millennials Expect More Structure from Work Environment

Emerging Workforce Places Greater Value on Work/Life Balance

Emerging Workforce Values Socializing at Work

 To order your copy of the complete research report: Order

The press can contact Cindy Ventrice for a copy of the report.

Millennials Expect More Feedback from their Managers

A recent study of over 800 respondents found that our youngest workers and those new to the workforce expect more feedback than other workers.
 
Santa Cruz, California (Press Release) October 1, 2008

Both those who have been in the workforce 4 years or less and those who are 25 and younger strongly prefer frequent feedback according to a recent study completed by Cindy Ventrice the author of Make Their Day! Employee Recognition That Works.

On a scale of 1-5, with 5.0 most preferred, those 25 and under rate weekly feedback a 3.7 and those employed four years or less rate it a 3.6, while overall respondents rate the importance of weekly feedback a 3.4.

According to Ms. Ventrice, “When it comes to weekly feedback, it is important to note that there is virtually no difference between the preferences of young workers and those who are new to the workforce but entering at an older age.”

 

25 and under

Employed 4 yrs or less

Overall

Provides weekly feedback that helps me improve my performance.

3.7

3.6

3.4

Provides daily encouragement.

3.6

3.3

3.0

 

 

 

 

The survey also looks at the preference for daily encouragement. Those 25 and younger have a more pronounced need for this frequent encouragement than other newer workers and more so than the overall which rates it a 3.0.

Ventrice recommends managers and supervisors meet this need for frequent feedback by offering occasional corrective feedback and generous amounts of praise. “Don’t keep employees guessing,” she says, “Let them know they are on track, and they will reward you with increased enthusiasm.”

About the author:
Cindy Ventrice is the author of the best-selling book Make Their Day! Employee Recognition That Works and the companion guide Recognition Strategies that Work. She has been quoted in The New York Times, Harvard Business Update, Workforce Magazine and on CNBC. She has worked with managers in 14 countries and has helped hundreds of organizations improve employee morale and loyalty through effective recognition strategies.

Cindy Ventrice

831-476-4224

###

To order your copy of the complete research report: Order

The press can contact Cindy Ventrice for a copy of the report.

Time Off Is Most Preferred Spot Award

A recent employee recognition study of over 800 respondents found that the most popular low-cost award for recognition of work on a project or assignment is time off.

Santa Cruz, California (Press Release) October 1, 2008

A full 56 percent chose time off over gift cards or certificates, electronics, or trophies or plaques for spot awards to recognize short term achievement.

While there was variation according to age, the majority of respondents in each age group listed time off as their number one choice. In second place were gift cards and certificates, with 34 percent listing these are their first choice.

36-45 year olds showed the strongest preference for gift cards and certificates, with 41 percent listing these as their first choice.

A second finding of the study focused on long term achievement. When asked to choose between a raise, bonus, reduced hours, recognition, or promotion for consistent top performance, respondents across all age groups chose a raise as their top preference (49 percent overall). Those 25 and under chose a raise 54 percent of the time, while those 26-35 chose it 58 percent of the time.

Overall the second most popular selection was recognition, followed by a promotion. Viewed by age those 25 and under and 46 and over prefer a promotion over recognition.

About the author:
Cindy Ventrice is the author of the best-selling book Make Their Day! Employee Recognition That Works and the companion guide Recognition Strategies that Work. She has been quoted in The New York Times, Harvard Business Update, Workforce Magazine and on CNBC. She has worked with managers in 14 countries and has helped hundreds of organizations improve employee morale and loyalty through effective recognition strategies.

Cindy Ventrice
831-476-4224

http://www.maketheirday.com
###

To order your copy of the complete research report: Order

The press can contact Cindy Ventrice for a copy of the report.

Millennials Expect More Structure from Work Environment

A recent employee recognition study of over 800 respondents found that those 25 and under want the most structure to their work.

Santa Cruz, California October 1, 2008

The study found that those 25 and under want the most structure to their work. This group was most inclined to agree with the statement “To be productive, I need to be told not only what to do but how to do it.”

On a scale of 1-5, with 5.0 most preferred those 25 and under scored 2.8 compared to 2.1 for all respondents. Preference for structure decreased with age.

According to Cindy Ventrice, author of Make Their Day! Employee Recognition That Works ”It is important to note that, even though millennials have the greatest desire for structure of any age group, as a group they are basically neutral in their preference. This means that many millennials, while inexperienced, do not want to be told how to do their jobs.”

Ventrice recommends that managers and supervisors adopt a results-oriented coaching model for both delegation and reinforcement:

  • Set goals,
  • Ask questions,
  • Aid the employee in developing a plan,
  • Set milestones,
  • Check in frequently,
  • And offer lots of positive feedback!

About the author:
Cindy Ventrice is the author of the best-selling book Make Their Day! Employee Recognition That Works and the companion guide Recognition Strategies that Work. She has been quoted in The New York Times, Harvard Business Update, Workforce Magazine and on CNBC. She has worked with managers in 14 countries and has helped hundreds of organizations improve employee morale and loyalty through effective recognition strategies.

831-476-4224

www.maketheirday.com

###

To order your copy of the complete research report: Order

The press can contact Cindy Ventrice for a copy of the report.

Emerging Workforce Places Greater Value on Work/Life Balance

A recent study of over 800 respondents found that those who have been in the workforce 4 years or less are most protective of their personal time.

Santa Cruz, California October 1, 2008

The study found that the emerging workforce (those 25 and under) is most inclined to agree with the statement “My workload should never infringe on my personal time.”

On a scale of 1-5, with 5.0 most preferred those 25 and under scored 3.8 compared to 3.4 for all respondents. It is worth noting that those respondents who have been in the workforce four years or less, regardless of age, also rated the work/personal time question at 3.8.

According to Cindy Ventrice, author of Make Their Day! Employee Recognition That Works “It appears that the emerging workforce’s insistence on work/life balance is driven more by their transition to work than it is by generation. Employers have been focused on this as a millennial expectation, but those who have delayed entering the workforce and are now beginning careers as GenXers or even Boomers have the same expectations.”

About the author:
Cindy Ventrice is the author of the best-selling book Make Their Day! Employee Recognition That Works and the companion guide Recognition Strategies that Work. She has been quoted in The New York Times, Harvard Business Update, Workforce Magazine and on CNBC. She has worked with managers in 14 countries and has helped hundreds of organizations improve employee morale and loyalty through effective recognition strategies.

www.maketheirday.com/

Emerging Workforce Values Socializing at Work

A recent study of over 800 respondents found that those who have been in the workforce for four years or less are most interested in opportunities to socialize with coworkers.

Santa Cruz, California (Press Release) October 1, 2008

This study found that those who have been in the workforce for four years or less (the emerging workforce) are most interested in opportunities to socialize with coworkers than other groups. This group included employees of all ages although it was predominately those 35 years and less.

 

0-4 Yrs in Workforce

Overall

I enjoy attending company planned or sponsored activities with my coworkers.

3.9

3.5

I find company planned/sponsored onsite contests and events very motivating.

3.6

3.1

My favorite activities have been coworker-planned, but company-sanctioned.

3.4

3.1

I really value an onsite area set up for games and socializing.

3.5

3.0

On a scale of 1-5, with 5.0 most preferred those employed four years or less scored higher in all four categories positively associated with socializing with coworkers. The study also tracked the age of the respondents.

According to Cindy Ventrice, author of Make Their Day! Employee Recognition That Works “While age was a factor and this is a generational issue to some degree, it is worth noting that the strongest variations came from those who have been working for four years or less, regardless of age. Our emerging workforce has not yet built a strong work network. They need and want opportunities to do this.”

About the author:
Cindy Ventrice is the author of the best-selling book Make Their Day! Employee Recognition That Works and the companion guide Recognition Strategies that Work. She has been quoted in The New York Times, Harvard Business Update, Workforce Magazine and on CNBC and has worked with managers in 14 countries and has helped hundreds of organizations improve employee morale and loyalty through effective recognition strategies.

http://www.maketheirday.com

###

To order your copy of the complete research report: Order

The press can contact Cindy Ventrice for a copy of the report.


My name is Cindy Ventrice. I am the author of the best-selling book Make Their Day! Employee Recognition That Works and the companion guide Recognition Strategies That Work.

My work has been quoted in The New York Times, Alaska Airlines Magazine, Workforce Magazine, and Tim Sanders' book The Likeability Factor.


Visit my website www.maketheirday.com today!


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