Business, Benefits, and Bargaining: Five Gen-Y Case Studies

Posted September 03rd, 2009

ALL POSTS, Featured Articles, Managing & Leading

This Tuesday in my newsletter, I’ll publish my report on how smart companies are changing the way they do business to better reflect the way new workers think and work. You’ll be able to read five specific case studies who had great ideas that turned into higher retention and more satisfied workers.

  • How a national accounting firm let employees pick a guided career track to progress along — for instance, pace of career (from accelerated to decelerated), role (from leader to individual contributor), workload (from full to reduced), and more.
  • How a U.S-based pharmacy chain kept more baby boomers in place (to help mentor and train the new workers) by offering “snowbird benefits” — essentially a work travel exchange program, promoted to appeal to their staff’s season preferences.
  • The clever online result-based rewards program offered by one Marriott hotel, where employees can give points to colleagues they think performed the best, giving those workers the opportunity to spend those points online for real merchandise.
  • How one multinational finance firm’s graduate deferral program gave new employees the option of delaying their start-date for 12 months, as long as they devoted the time to community service or acquiring new skills. For specific initiatives, it also offered to pay half the base salary and a stipend for health insurance.
  • …and much more.

You have to be a member of my free newsletter to get this short report, though. You can sign up for the newsletter here.

  • T. Hopkins
    Tod, I attended your presentaiton in Medicine Hat this moring. It was very interesting and right on point....we, the company I work for is still hiring and hoping to retain the Gen-Yer's the way we hired in the early to mid 90's.......change is not going to be easy, but the more we hear about this, the more appealing it will become to those who post the Mission Statements and the Values to Vision.....we need to be better prepared for the Gen-Y explosion that is only beginning to hit our business......I am considered the 'grandmother' in the Human Resource Department I work in....and actually I am a grandmother (Baby Boomer Era).....most of my co-workers are either young Xer's and Yer's....makes for interesting discussions about prodictivity, leadership and managing all aspects of the 'human doing'.
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