{"id":1031,"date":"2008-02-29t00:08:22","date_gmt":"2008-02-29t05:08:22","guid":{"rendered":"https:\/\/48e130086c.nxcli.net\/2008\/02\/29\/what-cpas-can-learn-from-starbucks-about-hiring-and-keeping-gen-y-workers\/"},"modified":"2024-10-01t09:18:24","modified_gmt":"2024-10-01t13:18:24","slug":"what-cpas-can-learn-from-starbucks-about-hiring-and-keeping-gen-y-workers","status":"publish","type":"post","link":"\/\/www.g005e.com\/2008\/02\/29\/what-cpas-can-learn-from-starbucks-about-hiring-and-keeping-gen-y-workers\/","title":{"rendered":"what cpas can learn from starbucks about hiring (and keeping) gen y workers"},"content":{"rendered":"

\"starbucks-worker-800x600.jpg\"gen y workers (ages 26 and younger) know what they want-in particular, a good work\/life balance and ready opportunities for advancement.<\/strong><\/p>\n

but this doesn’t mean that they aren’t a dedicated workforce capable of loyal service. the lessons here come from the restaurant business, but they apply just as well to cpa firms. after all, companies like starbucks, mcdonald’s and t.g.i. friday’s probably know a thing or two about hiring and keeping gen y employees.<\/p>\n

employers can find success in their gen y hiring and retention efforts by providing younger workers with three things:<\/p>\n

    \n
  1. clear-cut job expectations,<\/li>\n
  2. an explanation of how the employer can help them meet their career goals or support a cause they support, and<\/li>\n
  3. early and frequent performance feedback.<\/li>\n<\/ol>\n

    how gen y thinks and how to handle it:<\/strong><\/p>\n

    quick thinkers: <\/strong>keeping pace with tech-savvy gen y means more than finding ways to incorporate online elements into employee training, although that can be a critical component, too. they’re on the go. their attention span is a little shorter than others. but that’s not to say that they are uninterested in their work. in fact, they already have a tremendous amount of knowledge and perspective on life. so they appreciate short-term projects and shorter lessons. think short-term, instant gratification. instead of monthly incentives; think weekly. and don’t forget the public recognition.<\/p>\n

    eager learners: <\/strong>gen y is most educated, most passionate, most philanthropic, most entrepreneurial generation in recent memory. the challenge is that their interest in our industry is declining and that there are fewer of them. relationships-professional or personal-are key for gen y. they bring a values system that puts relationships first and quality of life very high on their list. don’t call it “spoiled.” in fact, they’ve learned from their elders the critical importance of balance. so address gen y’s quirks on a small, everyday scale with mentors, with flexibility, opportunity and a clear path for career growth. but then, who doesn’t?<\/p>\n

    shining stars: <\/strong>great candidates tend to stand out in an interview. but keep in mind a few pointers:<\/p>\n