Posted on 03/12/2019 2:05:35 PM PDT by ChicagoConservative27
Millennials struggle to make it past the crucial 90-day mark when starting a new job largely due to “own goals” such as lateness and absenteeism, a HR expert says.
Greg Weiss, who specializes in developing “onboarding” programs to help improve retention rates, says businesses face a growing challenge with the new generation.
According to Deloitte, millennials will make up 75 percent of the global workforce by 2025, but data shows this cohort have a much higher churn rate — and it’s costing money.
In 2015, the Australian arm of global consulting firm PwC estimated staff turnover in the first 12 months was costing Australian businesses $3.8 billion in lost productivity and $385 million in avoidable recruitment costs.
(Excerpt) Read more at nypost.com ...
-PJ
Let’s compare Americans to Americans.
No to the New World Order!
You wouldn’t know a free market to save your life. What kind of idiot doesn’t understand that you get what you pay for?
Don’t pay enough = crap employees.
crap employees = don’t pay enough.
Anyone who can’t figure that one out is too stupid to even be a union thug or a communist.
A generation of “stunned mullets”.
I employed a Milennialitis kid with NO Education, I Had to train him for 6 months and he started out at $50k, Brand new truck and 3 years later he was making $80K.
Nothing but Bitch, Whine, and complain that all his “friends” got home before him and they needed to jack off, drink beer and smoke weed everyday. If he would have actually applied himself and bothered to learn anything, he would have been making $100k.
I FIRED him the last time he came in bitching and whining about not getting home in time to play with his friends, he was 29. Not a single friend of his makes over $45K, but they all get home at 3:00 which is what he demanded.
I know Hundreds of Employers with the same problem
There used to be a time that a college graduate’s first job allowed them to buy a house. And have a few kids. With a stay-at-home wife.
When was that? I'll tell you when ... That was when college graduates were: (1) pretty rare, and (2) better educated than most PhD's today.
And retire at 62.
And die at 65. Some deal. LOL.
The end result of “Participation Trophies”.
Sooner of later, your artificial props fall down.
I am SOOOO VERY GLAD that I no longer am hiring & firing employees.
The end result of “Participation Trophies”.
Sooner of later, your artificial props fall down.
I am SOOOO VERY GLAD that I no longer am hiring & firing employees.
If he were motivated he could go anywhere an earn 3X what we pay him now. We would pay him that much if he could work 40 to 50 hours a week. But, he does not connect the dots to understand that how he could earn more money and responsibility. In fact we wants no responsibility for anything.
We have counseled, cajoled and tried numerous motivational strategies. Several times we have considered termination but, despite the aggravation, the management group concludes we are paying him part time wages for a very skilled, fast and accurate part time effort. He has never complained about the pay.
Not true of the ones I know
And yes, we’ve had emails where we CLEARLY instruct applicants to fill in our secured form to apply for a position and they come back with...”why? I have a resume.””””
IF they cannot follow the instructions to even get an interview, they will NEVER follow instructions at the job. PERIOD.
Please define ‘peanuts’. In numbers.
Add that until the point they are actually AT a job, they have been BRAINWASHED into thinking they are the smartest, cutest, most talented, irreplaceable person who God has blessed us with and we BETTER realize it. Until they walk into the break room and realize they are NOT, They are nothing more than anothe4 brick in the wall. And I fear that cannot be undone.
Structured on-boarding would include a sit-down with the employee to go through each of their duties one by one and explain “what good performance looks like” within the first three months.
“If there are any realistic low-hanging fruit projects that can be delivered on, then the new employee and employer should agree on those as a test,” he said.
“Sadly the majority of companies throw people in the deep end and expect them to muddle through.”
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So, the whole point of going to college and getting a degree is so that your employer can spend the time, effort and money to school you up to be at least basically functional.
Kids come out of colleges now days and can’t even think.
And for those who think STEM is exempt, you’re just not paying attention. The same SJW pressures that destroyed gen ed are going after STEM right now.
I've seen the professional workplace as both a low-level employee and a senior executive, so I think I've got a pretty broad perspective here.
I usually don't like making broad, sweeping general statements, but I will make one here because it's probably very relevant to the topic of discussion. I've had mostly good employees, and a few bad ones. A few of them were "bad" only because they were decent people who simply didn't fit into the position they held. Most employees had a lot of strengths and a few weaknesses ... and the key is always to get them to reach their potential in their strengths and work to improve their weaknesses.
The one broad generalization I will make is this: Over the last 25+ years I have noticed a dramatic increase in one particular type of new employee: recent graduates who apply for an entry-level professional job out of college in their mid-20s without ever having once been employed before.
I suspect this is the biggest reason why you hear so many complaints about the "poor work ethic of Millenials" and that sort of thing. Most people I know began working even before they were in high school -- and I'm not very old. Recent graduates today come out of school with impressive resumes and interesting life experiences, but I think most of what they've done means almost nothing in the business world. Piano lessons, traveling soccer teams, and high school class trips to Europe may be great experiences for a kid, but I've come to see them as liabilities for a modern job candidate, not assets.
Pay enough to hire competent and motivated people. they are out there.”””
Those people are starting their own companies. They are signing the front of the paycheck from the beginning.
I’d run every one of them through Old Breed boot camps and keep the survivors.
that is the first coherent response to my initial point on this thread. Good point.
I learned everything I needed to know hot mopping tar and nailing comp. College was just about where to look stuff up and how to write and research.
The one thing in common every useless cow-worker and worthless boss I’ve endured: they never had a really crappy, hard, nasty job that they *HAD* to keep.
Of course the cheapskate employers are whining about how they "cannot find qualified people to work". Then they lobby their Congress-critters to import low-paid indentured servants (Third-world H1B Contractors) to "do the work that Americans won't do".
Inflation is a subtle bitch that hides the decline. But lots of people have noticed that the youngsters cannot make enough income to start families or buy houses. Prices keep going up faster than incomes.
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