© MERCER 2016 1

INSIDE YOUNG MINDS

At t rac t i ng and Engag ing The New Genera t i ons

November 2016

Barb Marder, Senior Partner

Jon Meyers, Principal

© MERCER 2016 2

B R O U G H T T O Y O U B Y

© MERCER 2016 3

H OU SEK EEPIN G

Credit Questions Topic

© MERCER 2016 4

EA R N IN G C R ED ITS

Be watching using YOUR unique URL

for login

Stay on the webinar, online for the entire

duration

Certificates delivered by

email no later than

12/08/16

Ascentis Corporation is recognized by SHRM to offer Professional

Development Credits (PDCs) for the SHRM-CPSM or SHRM-

SCPSM. This program is valid for 1.0 PDCs for the SHRM-CPSM or

SHRM-SCPSM. For more information about certification or

recertification, please visit www.shrmcertification.org

The use of this seal confirms that this activity has met HR

Certification Institute's® (HRCI®) criteria for recertification credit pre-

approval.

Recertification Credit Hours Awarded: 1 Specified Credit Hours: HR

(General) recertification credit hours toward aPHR™, PHR®,

PHRca®, SPHR®, GPHR®, PHRi™, SPHRi™ recertification

through HR Certification Institute's® (HRCI®). For more information

about certification or recertification, please visit the HR Certification

Institute website at www.hrci.org.

© MERCER 2016 5Options, approvals

T O D A Y ’ S F E A T U R E D S P E A K E R

Nancy has over 25 years of employee

health and wellness benefits experience,

including 11 years at Mercer, several years

as a partner at another major global HR

consulting firm, key leadership at a

wellness start-up, wholly-owned by a major

health system and leading global wellness

at a F500 company.

Nancy Kingsland

Health and Wellness

PRO

Prior to his role, Amit was a Heath and

benefits consultant where he helped clients

on various topics such as the Affordable

Care ace (ACA) Regulations, annual

market trends and benefit strategies.

Amit LounganiBarb Marder

Barb Marder is a Senior Partner of Mercer and is the Global Innovation

Leader for Mercer’s Talent business. Barb’s responsibility is to oversee

an innovation team and create a new offering for Mercer in the talent

acquisition space. Barb has led the innovation team from idea

generation to product development to commercialization of the Mercer’s

new offering. As a result of her innovation work, Barb has been

recognized as a thought leader on talent acquisition innovation with a

specific focus on new, data-driven Predictive Hiring technologies.

Before this role, Barb led Mercer’s Global Mobility practice and before

that she led two global businesses for Mercer’s Retirement segment –

Global Defined Contribution Consulting and International Benefits

Consulting. Barb has more than 30 years of experience in all aspects of

Talent and Retirement programs.

© MERCER 2016 6Options, approvals

T O D A Y ’ S F E A T U R E D S P E A K E R

Nancy has over 25 years of employee

health and wellness benefits experience,

including 11 years at Mercer, several years

as a partner at another major global HR

consulting firm, key leadership at a

wellness start-up, wholly-owned by a major

health system and leading global wellness

at a F500 company.

Nancy Kingsland

Health and Wellness

PRO

Prior to his role, Amit was a Heath and

benefits consultant where he helped clients

on various topics such as the Affordable

Care ace (ACA) Regulations, annual

market trends and benefit strategies.

Amit LounganiJon Meyers

Jon Meyers is a member of Mercer's Global Innovation Hub, and is also

a Principal in Mercer’s Talent consulting business.

Based in San Francisco, Jon spends significant time exploring emerging

start-ups and technologies in the area of HR and talent acquisition, with

the goal of developing partnerships and products that give Mercer

clients access to “disruptive” solutions. He has played a key role in

launching a variety of new Mercer solutions over the past two years,

including Mercer Match and Candidate Care. Prior to joining Mercer, Jon

was a senior consultant in Ernst & Young LLP’s Human Capital practice,

where he advised companies on a range of Talent-related issues,

including equity strategy and M&A.

Jon holds advanced degrees in law and business, and is a graduate of

the University of Washington School of Law (LL.M.) and Willamette

University (JD/MBA). He has taught MBA-level business courses at

Corban University. He is a member of the Oregon State Bar and is a

Certified Compensation Professional (CCP).

© MERCER 2016 7

M I L L E N N I A L S I N T H E W O R K P L A C E

Two out of five

workers are seriously

considering leaving

their organization

33%

In 2011

© MERCER 2016 8

“ H AP P Y B U T L E AV I N G ” M I L L E N N I AL S

The 37% who are

seriously considering

leaving their organization

today include:

37%

45% of those who are very satisfied with their organization.

42% of those who are very satisfied with their job.

45% of those who rate their benefits package as very good.

46% who strongly agree that they have sufficient opportunity

for growth and development in their organization.

48% who strongly agree that their organization as a whole is

well-managed.

48% who strongly agree that they are paid fairly given their

performance and contributions to their organization.

© MERCER 2016 9

G E N E R A T I O N A L D I V I D E

Y O U N G E M P L O Y E E S D R I V I N G T H E

‘ H A P P Y B U T L E A V I N G ’ T R E N D

Agree:

All Employees

Difference:

Employees

18–34 yrs.

Promotions are generally given to the most

qualified employees in my organization.

43% +11

I trust senior management in my organization to

communicate honestly.

48% +9

Managers in my organization demonstrate concern

for the well-being of employees.

51% +9

I believe that I have sufficient opportunity for growth

and development in my organization.

51% +9

I would recommend my organization to others as a

good place to work.

58% +6

My organization communicates to employees

effectively.

53% +5

At the present time, I am seriously considering

leaving my organization.

37% +7

© MERCER 2016 10

B AS E PAY R AN K S M O S T I M P O R TAN T, AN D

S AT I S FA C T I O N W I T H I T R E M AI N S S T E AD Y

1 2 3 4 5

M O S T V A L U E D E L E M E N T S O F T H E V A L U E P R O P O S I T I O N ( O U T O F 1 3 )

Base pay/hourly

wage

Retirement

savings/pension

plan

Low health care

costs

Opportunity for

bonus or other

incentive

Paid time off

2011

54%

2015

55%

S A T I S F A C T I O N W I T H B A S E P A Y R E M A I N S S T E A D Y B U T L O W

Trend data based on Inside Employees’ Minds 2011.

© MERCER 2016 11

M O S T V A L U E D E L E M E N T S O F T H E ‘ D E A L ’

V A R Y S I G N I F I C A N T L Y B Y A G E

Ages 34 and under

Ages 35–49

Ages 50–64

Ages 65+

Opportunities for career

advancement and a flexible work

schedule are more important to

workers under age 34

0

50

100

150

200

250

300

350

400

450

500

Import

ance S

core

© MERCER 2016 12

B U L L I S H O N B E N E F I T S

I M P O R TA N C E A N D S AT I S FA C T I O N G R O W A M I D

A N X I E T Y O F C O S T

In the US, three out of four workers

are satisfied with their benefits.

• Satisfaction is high with all benefits, especially medical coverage (73% satisfied)* and

retirement plans (68% satisfied).**

• However, rising health care costs is a concern for all employees.

• Few expect to be better off with health care reform in terms of choice, care, access, or cost.

Base: * Enrolled in employer health plan. ** Have retirement benefits.

© MERCER 2016 13

B E N E F I T C H O I C E AN D F L E X I B I L I T Y AR E C R I T I C AL

Y O U N G E R E M P L O Y E E S O V E R W H E L M I N G L Y

L O O K I N G F O R M O R E B E N E F I T S F L E X I B I L I T Y

70% 59% 48% 38%

18–34 yrs. 35–49 yrs. 50–64 yrs. 65+ yrs.

58%

of employees agree that they would like to

reduce the value of some benefits they

receive and increase the value of others.

© MERCER 2016 14

W H AT K E E P S Y O U R E M P L O Y E E S U P AT N I G H T ?

W O R R Y A B O U T S A V I N G E N O U G H F O R R E T I R E M E N T V A R I E S B Y A G E

20%28% 29%

25%

worry about keeping up with

monthly expenses

P E R C E N T A G E O F E M P L O Y E E S W H O D E S C R I B E T H E

F O L L O W I N G A S T H E I R B I G G E S T F I N A N C I A L W O R R Y

19%

worry about saving enough

for retirement

10%

18–34 yrs. 35–49 yrs. 50–64 yrs. 65+ yrs.

© MERCER 2016 15

TAL E N T C H AL L E N G E S

In the US, two out of five workers say

they are rewarded for doing a good job.

• While pay remains the top-ranked element of the employment deal, satisfaction with it is mixed.

• Employees still see opportunity for growth, but don’t feel their skills are well-used or developed by

employers.

© MERCER 2016 16

68%

47%

45%

79%

51%

50%

My job makes good use of my skills andabilities

My organization is doing a good job ofretaining its most talented people

My organization is doing a good job ofdeveloping its people to their full potential

Q U E S T I O N S AB O U T S U P P O R T, G R O W T H ,

AN D O P P O R T U N I T Y

51% of US employees believe that they have sufficient opportunity for growth and development, yet…

2011

TODAY

Trend data based on Inside Employees’ Minds 2011.

© MERCER 2016 17

E M P L O Y E E P E R S P E C T I V E :V I S I B I L I T Y O F O P P O R T U N I T I E S

Employees want to explore opportunities to move vertically and horizontally

within their organization

WORK FUNCTIONS

CA

RE

ER

S

TA

GE

S

© MERCER 2016 18

M U L T I - D I M E N S I O N A L C A R E E R M O V E M E N TE M P L O Y E E Q U E S T I O N S

“What are the

expectations of roles

I’m interested in?”

“How am I

doing now?” “How do I

get to where I

want to go?”

“Where can

I move?”

© MERCER 2016 19

© MERCER 2016 20

Enable your employees

to quickly navigate career

options, identify required skills

to meet their career goals, and

begin to chart

a path forward.

Career View

© MERCER 2016 21

H E L P E M P L O Y E E S T A K E C H A R G E O F T H E I R O W N

C A R E E R S

21

Employees

interested in

exploring other

careers

Play neuroscience games Get guidance on

other “best fit”

careers. Match

based on traits of top

performers

Discuss career

options with

supervisors, or apply

to open position

1. PLAY 2. DISCOVER 3. EXPLORE

Sales

You

Engineer

HR

Financial

Analyst

© MERCER 2016 22

O N E S I Z E F I T S A L L N O L O N G E R I S E F F E C T I V E

F O R T H E D E L I V E R Y O F …

Compensation

Communication

Benefits

Retention

Recruitment

Engagement Training &

Development

Feedback

© MERCER 2015 2323

I M PA C T O N R E C R U I T I N G … W E L C O M E G E N Z …

© MERCER 2016 24

T H E Y W A N T T O B E E N T E R T A I N E D !

“ S E R I O U S G A M E S ” I N T H E W O R K P L A C E

• Recruitment

• Assessment

• Training

© MERCER 2016 25

S M A R T E R W A Y T O H I R E

C O M B I N I N G N E U R O S C I E N C E , G A M E S A N D

B I G D A T A

WHAT IS YOUR CAREER DNA?

PLAY GAMES

MATCH TO CAREER AND JOBS

Sales

You

Engineer

HR

Financial Analyst

© MERCER 2016 26

I N N O V A T I V E B R A N D S C O M M U N I C A T E W H A T ’ S

U N I Q U E A B O U T T H E W O R K …

© MERCER 2016 27

W H A T ’ S N E X T ?

© MERCER 2016 28

S A M P L I N G O F R E W A R D S T A I L O R E D T O T H E

M I L L E N N I A L G E N E R A T I O N

S O U R C E : G R E A T P L A C E S T O W O R K

• Flexible/unlimited time-off

• Regular feedback vs.

formal annual review

• Compressed workweek

• Connected virtual

community

• Financial

guidance/advisors

• Mortgage assistance

• Coverage for fertility

treatments

• Subsidized childcare

• Concierge service

• Networking events

• CSA/Garden co-op

• Bring your dog to work

• Organized volunteer

opportunities

• Electric-vehicle charging

stations

© MERCER 2016 29

H A V E M I L L E N N I A L S A N D G E N Z - P I C K T O P F I V E

M O S T D E S I R A B L E O F F E R I N G S

1. Flexible schedule, work from home, summer hours

2. Casual dress

3. Recreation room

4. Free fruit, snack, drink or take-home dinner

5. Community garden

6. Unlimited paid time off

7. Pet-friendly office

8. Redesigned workspaces

14. Team building retreats

15. Recognition events: awards, letters

16. Charitable activity

17. Noncash awards (an experience)

18. Paid volunteer time

19. Networking events

20. CSA/Garden co-op

29

9. Subsidized gym membership, discounted equipment/ products, corporate marathon sponsorship

10. On-site fitness classes and/or wellness programs

11. Professional advice (retirement, financial planning, legal)

12. Concierge services

13. Paid sabbatical leave

21. Regular feedback vs. formal annual review

22. Clear career paths

23. Entrepreneurship at work: time to work on project/idea of choice

24. Influential outside speakers

25. Professional association expense

26. Tuition reimbursement

27. Special assignments: stretch, rotation,

28. Senior management interaction, coaching, mentoring

WorkplaceHealth and

WellnessPride Careers

© MERCER 2016 30

A D D R E S S I N G T H E I S S U E S

A C T I O N S A N D C O N S E Q U E N C E S

A C T I O N S T O C O N S I D E RC O N S E Q U E N C E S O F N O T

T A K I N G A C T I O N

Analyze or update your employee survey

findings to determine where you may be at

risk.

Survey employees to understand trade-offs

they are willing to make among various

reward elements and within benefit programs.

Consider establishing a career framework to

help employees better understand their

career options.

Review and update recruiting practices.

Train managers on performance and talent

management capabilities.

Examine leadership development needs and

the succession pipeline.

Create a plan to evolve your employee value

proposition as your workforce continues to

transition.

Flight of key employees/executives;

impact on productivity and morale.

Rewards investments not delivering best

value/return.

Not achieving business goals due to

underutilization of talent.

Lose ground competitively.

© MERCER 2016 31

SPEC IA L OFFERPost your sales or customer service

job for FREE for 30 days

http://bit.ly/1TQz8f6

QU ESTION SPlease type your questions into

the “Questions” section of your

GoToWebinar panel

© MERCER 2016 32

EA R N IN G C R ED ITS

Be watching using YOUR unique URL

for login

Stay on the webinar, online for the entire

duration

Certificates delivered by

email no later than

12/08/16

Ascentis Corporation is recognized by SHRM to offer Professional

Development Credits (PDCs) for the SHRM-CPSM or SHRM-

SCPSM. This program is valid for 1.0 PDCs for the SHRM-CPSM or

SHRM-SCPSM. For more information about certification or

recertification, please visit www.shrmcertification.org

The use of this seal confirms that this activity has met HR

Certification Institute's® (HRCI®) criteria for recertification credit pre-

approval.

Recertification Credit Hours Awarded: 1 Specified Credit Hours: HR

(General) recertification credit hours toward aPHR™, PHR®,

PHRca®, SPHR®, GPHR®, PHRi™, SPHRi™ recertification

through HR Certification Institute's® (HRCI®). For more information

about certification or recertification, please visit the HR Certification

Institute website at www.hrci.org.

© MERCER 2016 33

C O N T A C T U S I N F O @ M E R C E R M A T C H . C O M

© MERCER 2016 34

Ascentis Recruiting

• Ascentis Recruiting helps you:• Recruit, Qualify, Hire, and

On-board• Recruiting process becomes

completely automated• Candidate portal that matches

your corporate brand• Supports paperless on-

boarding through electronic signatures on documents such as I9s, W4s, and EEO

© MERCER 2016 35

On - D e m a nd We b ina r s

WebinarsWATCH FROM ANYWHERE. AT ANYTIME. AT NO COST

© MERCER 2016 36

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