Slides from Sept 2016 San Francisco

1. WELCOME!
San Francisco Bay Area
Local Chapter Meeting

2. Today’s Meeting Agenda
Today’s Speaker
John 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.

3. Please complete our survey

4. 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

5. Aoy/DSToy Awards
It's time to nominate your BEST
Support Center Analyst
Desktop Support Technicians
• Awards Celebration in early
December
• 2016 Award Nominations
Open Now 2015 Award Winners
Analyst of the Year
Jose Falcon
Desktop Support Technician of the Year
Dawn Brockmeier
http://www.thinkhdi.com/membership/awards/

6. Upcoming Meetings and Events
September 20 Webinar
 What will an ITSM pro look like in 2020 and
how will we get there?
 Matt Hooper
Register at - http://www.thinkhdi.com/events/webinars/
Oct 3 – 7 Customer Service Week
October 21 Chapter Meeting
 Location – Cooley LLP
 San Francisco and Palo Alto office
 Topic – Customer Service Excellence
Early December – Awards
Reception

7. Get Social With Us
Mention us today:
#SFHDI
Join us on LinkedIn:
www.linkedin.com/groups/123224
Like Us:
fb.com/BayAreaHDI
Follow us:
Twitter @sfhdi
#comenetworkwithus
Connect with your peers:
http://connect.thinkhdi.com

8. HDI Membership:
Now More Connected Than Ever
Connect and collaborate with professionals who share
your goals and challenges and gain exclusive access
to the best industry resources—hand-picked by
experts and practitioners.
• News and articles
• Industry research
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• And much more
Only at the new HDIConnect!
Connect.ThinkHDI.com

9. What’s Hot at HDI
Get Your Seat at the Next HDI Forum Roundtables
Join us to learn about HDI Forum membership as you collaborate with your peers to
share thoughts, discuss challenges, learn the latest best practices, and more. They’re
FREE to attend:
– October 31, 1:00 p.m. – 3:30 p.m. EST, Live at FUSION16
– December 6, 12:00 p.m. – 1:30 p.m. EST, Virtual Event
– Register today at ThinkHDI.com/Roundtables
FUSION 16: Save $200 with HDI Membership
November 1-4, 2016 | MGM Grand | Las Vegas
Register for the most important ITSM event of the year. HDI and itSMF USA members
save $200! Learn more at ServiceManagementFUSION.com
NEW! HDI Team Certified Award: Pinnacle of Excellence
Get 100% of your team HDI certified and cement your status among the support center
elite with the new HDI Team Certified Pinnacle of Excellence Award. Apply today at
ThinkHDI.com/HDITC only a few months left to apply for the 2016 award!

10. SF Bay Area
Board 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
President
Terri 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)

11. © 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 Reed
Senior Executive Director

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13. © 2016 Robert Half Technology. An Equal Opportunity Employer M/F/Disability/Veterans.13
 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

14. © 2016 Robert Half Technology. An Equal Opportunity Employer M/F/Disability/Veterans.14
Baby Boomers
Born 1946 to 1964
(ages 51 to 69)
Generation X
Born 1965 to 1977
(ages 38 to 50)
Generation Y
Born 1978 to 1989
(ages 26 to 37)
Generation Z
Born 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

15. © 2016 Robert Half Technology. An Equal Opportunity Employer M/F/Disability/Veterans.15
Generation by Generation
Baby 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

16. © 2016 Robert Half Technology. An Equal Opportunity Employer M/F/Disability/Veterans.16
Who are Gen Zers?

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Who are Gen Zers?
 Digital natives
 More diverse*
 More educated*
*Source: U.S. Census Bureau

18. © 2016 Robert Half Technology. An Equal Opportunity Employer M/F/Disability/Veterans.18
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.

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 Entrepreneurial, innovative and passionate
 Crave security
 Strong influence of parents
 Clear career goals
Common Values

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

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* Top five responses shown.
24%
Working my way up the corporate ladder
although not yet among the management ranks
32%
Managing or
supervising
employees in
a corporate
environment
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

22. © 2016 Robert Half Technology. An Equal Opportunity Employer M/F/Disability/Veterans.22
Gen Z’s Career Expectations
Do Gen Zers expect to work
harder or less hard than past generations?

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Gen Z’s Career Expectations
* Total does not equal 100 percent due to rounding.

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 Propensity for creativity and innovation
 Lifelong learning
 Diverse
Generation Z’s Strengths

25. © 2016 Robert Half Technology. An Equal Opportunity Employer M/F/Disability/Veterans.25
 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

26. © 2016 Robert Half Technology. An Equal Opportunity Employer M/F/Disability/Veterans.26
 Communication
 Problem Solving
 Customer Service Mindset
 Collaboration
Soft Skills Employers Value
in Today’s Tech Pros

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 Desire a collaborative workplace
 Prefer face-to-face communication
 Want a boss who is on their team
How Gen Zers Want to Work

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Gen Zers expect to work
for four companies,
on average, during their lifetime.

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 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

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$46,779
Generation Z

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

32. © 2016 Robert Half Technology. An Equal Opportunity Employer M/F/Disability/Veterans.32
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

33. © 2016 Robert Half Technology. An Equal Opportunity Employer M/F/Disability/Veterans.33
 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

34. © 2016 Robert Half Technology. An Equal Opportunity Employer M/F/Disability/Veterans.34
What Gen Zers Want in a Boss
* Total does not equal 100 percent due to rounding.

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 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

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$46,779
Generation Z

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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%

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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

39. © 2016 Robert Half Technology. An Equal Opportunity Employer M/F/Disability/Veterans.39
 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 the
Multigenerational Workforce

40. © 2016 Robert Half Technology. An Equal Opportunity Employer M/F/Disability/Veterans.40
 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

41. © 2016 Robert Half Technology. An Equal Opportunity Employer M/F/Disability/Veterans.41
John Reed, Robert Half Technology
John.Reed@RHT.com
https://www.linkedin.com/in/johnreed2
@JReedRHT
Questions?

42. © 2016 Robert Half Technology. An Equal Opportunity Employer M/F/Disability/Veterans.42
Thank you for attending
this session.

43. Please complete our survey

44. And the winner is…
• Random drawing from all three sites for
today’s lucky winners
– Plantronics Voyager 5200 UC
• Donated by