Do we really need to bring pets to work?
Editor's note: The Times & Transcript introduces HR Express by Monique Brennan, a Moncton-based human resources practitioner. Monique's Friday business page column offers insights to businesses dealing with workplace issues.
At a recent Chamber of Commerce "Breakfast & Learn," Rachelle Gagnon, president of the Human Resources Association of New Brunswick, shared the newest trends in Recruitment and Retention Programs. She shared the different generational groupings of employees: Traditionalists (born just before the baby boomers or before 1946), baby boomers (born between 1946-64), Generation X (born between 1965-80), and Generation Y (anyone born between 1980-94) and explained how each group had its own values, motives, and loyalties.
For example, Generation Y employees are fiercely loyal to their co-workers and should one of them quit your workplace, studies reveal that there is likelihood that the entire work group could follow, in sheep--like fashion, over to your competition. As a business owner with employees this is relevant and timely information especially as we are bombarded with costs of turnover, soaring statistics of "out-migration," decreased "in-migration" and ever-present reminders of the looming exodus of retiring baby boomers.
It feels like the topics of attraction and retention of talent have never been so hot. Yet ... not for the same reasons as revealed through dialogue that ensued from this breakfast seminar. It all started when one of the participants (a young, professional and articulate lady from Generation X or Y, I would guess) shared her experience looking for work in the Moncton area.
She had explained that she wanted to impress prospective employers in the area with a unique initiative by taking the time to personally deliver her resume to businesses instead of taking the "lazy" approach by e-mailing it.
Although she had an impressive, often sought after, accounting background with experience, sadly, none of the employers she called or approached wanted to take the time to meet with her in person.
In contrast to Rachelle's advice to employers to reach out to any and all talent you can meet, this lady was told she could not visit in person and to submit her resume online into the general company e-mail box.
She went on to tell us that when she was interviewed she found the interviews were not conducted professionally and that she didn't feel welcomed. Again, this went against the advice given at the seminar. Worse, the lady complained, that some of the questions asked at the interviews were inappropriate if not downright illegal: she was asked if she was married and how old she was.
Our group dialogue continued to gain momentum as recruiters within the crowd vented their frustration when trying to match workers' wants with local employers' practices and policies. For example, they shared, it appeared more and more employees tended to want additional time off or increased vacation time and local employers were reluctant and opposed to altering.
Then came much needed perspective from what I would guess were some of the small and medium-sized employers amongst the seminar participants.
Clearly having had enough of the "other side's" perspective, theirs was clear and crisp: although they did value and want strong talent, they voiced concerns about the costs of this talent... not just in salary but in accommodating all of the various wants and wishes of younger employees.
They emphasized that running a successful business meant consistency to ensure costs did not run out of control by trying to please every employee they hire. They pointed out that some employees' expectations were unreasonable and joked that it was getting to the point that they fear requests would begin to include such things as allowing them to bring their pets to work.
This brought about the laughter for the morning.
It became clear at that point of the morning that we had every group represented at the seminar: the traditionalists, the baby boomers, Generations X and Y -- all with their respective differing perspectives.
We didn't unite the differing points of view that morning but we certainly witnessed a sampling of the issues our workplaces are facing.
We concluded that facing the issues with an open mind is a necessary start to bridging any generational gaps.
Facing workplace issues will be the focus of this weekly column. Our aim will be to guide businesses on how to improve their workplaces by exploring best practices that require minimal complexity and costs.
Over time our workplace mind-set might come to realize that the issues we face may not be as daunting as we might think.
Perhaps we could start with suggesting to the "traditionalist" business owners out there that they examine their interviewing questions and ensure that, at the very least, they omit offensive questioning.
We also recommend they take an objective look at how their business attracts and welcomes talent. Will your recruitment methods notice when that "perfect employee" walks through your doors looking for work?
And to those of you out there who are Generation Y's, don't judge a book by its cover -- some workplaces are going through a bit of change and are worth your patience and persistence.
And a bit of advice: leave your pet iguana at home -- at least for now!
n Monique Brennan BA, MSc. is a Certified Human Resources Practitioner (CHRP) and with a team of consultants, works with businesses on workplace improvement and individuals on improving their career and performance through The Coaching Consortium Inc. She welcomes all comments and can be reached at at 388-0011 or Mqcoach@nb.sympatico.ca
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