SFHDI Sept2016 - Getting Ready for GenZ

WELCOME!San Francisco Bay AreaLocal Chapter Meeting

Today’s Meeting Agenda

Today’s SpeakerJohn Reed

Senior Executive Director of Robert Half Technology

• 11:30 – 12:00– Registration/Networking/Lunch – Introductions

• 12:00 – 1:30– Announcements

– Keynote – Getting Ready for Gen Z– Informal Discussion– Raffle Drawing

• Please complete our survey • Thank you to Robert Half for hosting

our three meeting locations today and arranging our guest speaker.

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Introductions• Connect with someone who is “new to you”

– Find out their answers to the following questions: • 1 – Their name • 2 – Company • 3 – Functional Title (what they do) • 4 – Number of years they have worked in IT • 5 – Do you work in and/or manage a multigenerational team?

– What is different? What is the same?

• Introduce them to one other person

Aoy/DSToy AwardsIt's time to nominate your BEST

Support Center AnalystDesktop Support Technicians

• Awards Celebration in early December

• 2016 Award Nominations Open Now 2015 Award Winners

Analyst of the YearJose Falcon

Desktop Support Technician of the YearDawn Brockmeier

http://www.thinkhdi.com/membership/awards/

Upcoming Meetings and EventsSeptember 20 Webinar What will an ITSM pro look like in 2020 and

how will we get there? Matt HooperRegister at - http://www.thinkhdi.com/events/webinars/

Oct 3 – 7 Customer Service WeekOctober 21 Chapter Meeting Location – Cooley LLP

San Francisco and Palo Alto office Topic – Customer Service Excellence

Early December – Awards Reception

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SF Bay AreaBoard of Directors

VP Communications Cathy Miller (LinkedIn)VP Programs Rob Matheson

(CompuCom)VP Vendor Sponsorships Josh Furr (LinkedIn)

Co-VP Finance Nenita Rozzi (CLEAResult) Bren Hanson (Exchange Bank)Past President/Chapter Advisor Larry Motsenbocker (Fujitsu)VP Membership – Open Positon

PresidentTerri Oropeza (Synopsys)

Grow your career, build your network, and utilize industry resources

Join Us! Help us grow the SF Bay Area Chapter

Members at Large - Leadership Council Dawn Dunn (Wilson Sonsini Goodrich & Rosati

Hillary Hernandez (Robert Half Technology)

© 2016 Robert Half Technology. An Equal Opportunity Employer M/F/Disability/Veterans.

Get Ready for Generation Z HOW BUSINESSES CAN PREPARE FOR AN INCREASINGLY DIVERSE MULTIGENERATIONAL WORKFORCE

John ReedSenior Executive Director

© 2016 Robert Half Technology. An Equal Opportunity Employer M/F/Disability/Veterans.12


Defining the generations

Who are Generation Zers?

How do Gen Zers want to work?

How can you recruit and retain Generation Z?

How will the multigenerational workplace work?

Recruiting Gen Z talent for your IT team

Today’s Presentation


Baby BoomersBorn 1946 to 1964

(ages 51 to 69)

Generation XBorn 1965 to 1977

(ages 38 to 50)

Generation YBorn 1978 to 1989

(ages 26 to 37)

Generation ZBorn 1990 to 1999

(ages 16 to 25)

Generation by Generation

Sources: The Changing Workforce: Urgent Challenges and Strategies, 2007, Joe Kristy, Associate partner, Human Capital Management Practice, IBM; Bruce Tulgan, founder, RainmakerThinking


Generation by GenerationBaby Boomers Generation X Generation Y Generation Z

Challenge the rules Change the rules Create the rules Customize the rules

Change = caution Change = opportunity Change = improvement Change = expected

Guarded communication

Hub and spoke communication

Collaborative communication

Face-to-face communication

Unilateral leadership Coach leadership Partner leadership Teaching leadership

Horizontal problem-solving

Independent problem-solving

Collaborative problem-solving

Entrepreneurial problem-solving

Sources: The Changing Workforce: Urgent Challenges and Strategies, 2007, Joe Kristy, Associate partner, Human Capital Management Practice, IBM;

Bruce Tulgan, founder, RainmakerThinking


Who are Gen Zers?


Who are Gen Zers?

Digital natives

More diverse*

More educated*

*Source: U.S. Census Bureau


Gen Zers prefer to deal with their

peers, not authority figures.

Gen Z: True or False?

Gen Zers prefer to communicate via handheld devices

at work.

Gen Zers prefer to be left alone to

figure out things on their own.


Entrepreneurial, innovative and passionate

Crave security

Strong influence of parents

Clear career goals

Common Values


Career Expectations

Where do Gen Zers expect to be five years after college?


* Top five responses shown.

24%Working my way up the corporate ladder although not yet among the management ranks

32%Managing orsupervising

employees ina corporateenvironment

20%Starting my own business/being an entrepreneur

9%Pursuing higher education

6%Working for a nonprofit organization

Which of the following best describes where you expect to be in your career five years out of college?*

Career Expectations


Gen Z’s Career Expectations

Do Gen Zers expect to work harder or less hard than past generations?


Gen Z’s Career Expectations

* Total does not equal 100 percent due to rounding.


Propensity for creativity and innovation

Lifelong learning

Diverse

Generation Z’s Strengths


Soft Skills Gap

Rigorous self-evaluation*

Taking personal responsibility*

Maintaining a positive attitude*

Taking good care of themselves*

Self-presentation*

Generation Z’s Weaknesses

*Source: Bruce Tulgan, founder, RainmakerThinking


Communication

Problem Solving

Customer Service Mindset

Collaboration

Soft Skills Employers Valuein Today’s Tech Pros


Desire a collaborative workplace

Prefer face-to-face communication

Want a boss who is on their team

How Gen Zers Want to Work


Gen Zers expect to work for four companies,

on average, during their lifetime.


What are the growth opportunities?

Where does the company fit in my life?

Does it align with my personal beliefs and goals?

Top Job Considerations


$46,779Generation Z


Top Priorities

What is most important to Gen Z workers in a job?


Gen Z’s Top Priorities

* Multiple responses were permitted.

What are your top three priorities when seeking a full-time job?*

64% Career growth

44% Generous pay

40% Making a difference

38% Job security

25% Healthcare benefits

23% Flexible hours/remote work

21% Good manager

12% High-profile company

11% Generous paid time off

9% Philanthropic opportunities

6% Short commute

3% Job title


Become highly engaged and honest in the hiring process.

Give a realistic job preview.

Give examples of personal and corporate integrity when talking with them.

Demonstrate genuine ties to the community and social responsibility.

Hire quickly.

Keys to Recruiting Gen Z


What Gen Zers Want in a Boss

* Total does not equal 100 percent due to rounding.


Offer ongoing training and learning opportunities.

Show them a path to advancement.

Embrace diversity in the workplace.

Offer performance-based compensation.

Keys to Retaining Gen Z


$46,779Generation Z


of Generation Z feel working with Gen Y will be easy

Integrating Gen Z Into the Office

of Generation Z worry that working with baby boomers will be difficult

79% 45%


1. Show them you value their ideas and respect them.

2. Stay up-to-date with technology.

3. Talk to them face-to-face.

4. Give them input and feedback.

5. Be authentic.

Strategies for Connecting with Gen Z


Focus on results instead of the process.

Foster a culture of communication, understanding and respect for differences.

Encourage mentorship programs.

Avoid one-size-fits-all approach.

Strive for engaged employees.

Managing theMultigenerational Workforce


Common priorities: Professional growth opportunities, stability, good benefits/healthcare

Some generational variations

Understand what employees most value

Strong future = leveraging the talents of a multigenerational workforce

Key Takeaways for the Multigenerational Team


John Reed, Robert Half Technology

[email protected]

https://www.linkedin.com/in/johnreed2

@JReedRHT

Questions?

mailto:[email protected]

https://www.linkedin.com/in/johnreed2


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And the winner is…• Random drawing from all three sites for

today’s lucky winners– Plantronics Voyager 5200 UC

• Donated by