attracting and retaining young workers in appalachia · in other words, attracting, retaining, and...

ATTRACTING AND RETAINING YOUNG WORKERS IN APPALACHIA

OUTLINE FOR TODAY:

1. Generation West Virginia: Who we are and what we do

2. Case Studies: What we’ve learned about attracting and retaining young talent in Appalachia

3. Strategies to Try: How you can apply some of these lessons in your organizations

4. Workshop Ideas to Take Home: Small groups on applying these strategies to your work

5. Questions: Anything else on your mind?

OUR MISSION

Attract, retain, and advance young people

in the Mountain State

WHY WE DO IT

30people leave WV every day

Fastestrate of population decline in US

WHY IT MATTERS

Loss of Young Talent Presents Challenges For:

Stable Tax Base Community Capacity New Business

In other words, attracting, retaining, and advancing young talent is THE most foundational economic development strategy for our communities.

OUR PROGRAMS

HOW WE DO IT

GENERATION NETWORK

GENERATION NETWORK

• Generate 150 local events annually to connect, engage, and retainthe next generation

• 43% of local Generation members, and 90% of local Generation leaders are more likely to stay in WV due to their involvement

• Engage 25,000+ people in growing network

BY THE NUMBERS

WHAT WE’VE LEARNED

•It’s not rocket science — friends and peers matter

“It provides you with a lifeline of people who see the value and the beauty of our great state and why would you ever want to leave that?”

- Generation Putnam

WHAT WE’VE LEARNED

•It’s not rocket science — friends and peers matter

“It provides you with a lifeline of people who see the value and the beauty of our great state and why would you ever want to leave that?”

- Generation Putnam

WHAT WE’VE LEARNED

•Access to networks is a key retention factor

“I feel valuable; I feel happy; I feel like I’ve made friends and connections I know I never would have made otherwise.”

- Generation NRG

WHAT WE’VE LEARNED

•People stay in places they feel connected, engaged, and a part of

“I have invested time and energy into my community and I feel compelled to stay. I love making my area more enjoyable and livable for everyone.”

“Generation has allowed me to be a part of the change I am eager to see happen in our area.”

- Generation NRG

WHAT WE’VE LEARNED

•Young people are eager to get involved with clear access points — “disengaged” is a myth

“Through my involvement, I have been at the front lines of my community’s growth. I’ve always had a passion to help my community grow and this has been my outlet…”

- Generation NRG

STRATEGIES TO TRY:

•Think of your workplace as one of their most important networks, how can you give young employees opportunities to lead, take responsibility, and have a true seat at the table?

•IDEAS: multi-generational mentorship, share the big picture with your teams (debriefs with your team)

ATTRACT:

RETAIN:

•Make sure your team is listed on your website so applicants can see the community they’d be joining

•Emphasize opportunity to innovate and lead in PDs

IMPACT FELLOWSHIP

IMPACT FELLOWSHIP

• Created 33 new jobs

• Connected 19 employers with top talent

• 820 Impact applicants

• $1.4 million leveraged in private investment

BY THE NUMBERS

NEWFORCE

NEWFORCE

• 14 students graduated, 18 starting in August

• 12 tech employer partnersinterviewed students at Demo Day –70 interviews in one day!

BY THE NUMBERS

WHAT WE’VE LEARNED

•Importance of career pathways

•More than a job — careers + development + community

•There is demand from people to live/work in WV when they have access to the kinds of opportunities the Fellowship and NewForce represent

•Building community is one of the most important retention tools

STRATEGIES TO TRY:

•Think of your workplace as a classroom, opportunities to learn as a team on a regular basis

•Instead of “training”, think integration and engagement•Regularly put the mission front and center, connecting your team

with the WHY often•IDEAS: skillshares, multi-generational mentorship, feedback as a

key part of the culture

ATTRACT:

RETAIN:

•Put values front and center in job descriptions•Emphasize important of the mission and their role in making

impact•Emphasize opportunities to learn in your workplace

STRATEGIES TO TRY:

Example from our job announcements:

RESEARCH & POLICY

RESEARCH & POLICY

RESEARCH & POLICY

BY THE NUMBERS

• Public policy wins include the Young Entrepreneur Reinvestment Act and passage of the first comprehensive broadband access legislation

• Over 100 new businesses created using the Young Entrepreneur Reinvestment Act

• Launched Next Generation Communities Project

WHAT WE’VE LEARNED

•While we disagree on a lot, the mission of attracting and retaining young talent is a unifying one and impacts all of us

•We’re not all that different.

FOCUS ON THE COMMON GROUND

FOCUS ON FOUR PRIMARY QUESTIONS:

1. Is this an organization I can be proud of?

2. Can I do my best at this organization?

3. Am I respected, valued, and treated fairly?

4. Is the work fulfilling and enjoyable?

STRATEGIES TO TRY:

Is this an org I can be proud of?

• Put vision and values front and center

• What do you stand for?

• What motivates you each day?

Can I do my best?

• Prioritize a culture of learning

• Make mentorship a part of the culture

• Share knowledge across generations

• Share leadership opportunities

Am I respected, valued, and treated fairly?

• Clear advancement pathways

• A commitment to transparency

• Provide feedback often

• Intentionally provide access to networks of support

Is the work fulfilling and enjoyable?

• Create opportunities to highlight and connect your team with

the WHY of the work

• Connect your team with outside partners

• Consider strategies to show you prioritize balance between

work and life

Engaging the Next Gen:

Vision/Values:

• How can you make clear that young people are a part of your

organizational vision?

• What are the values of the organization? Not just what’s in your

strategic plan but how does it feel to work there each day?

• How can you make those values more explicit?

Let’s Workshop!

Mentorship:

• How can you incorporate mentorship as an intentional part of

the workplace?

• Is it a program, a value, a set aside meeting time?

Let’s Workshop!

Access/Transparency:

• In your work, how can you give younger employees access to

decision making?

• How can you be transparent and bring in more voices in being a

part of problem solving on tough challenges you face?

• Are there ways to incorporate this kind of opportunity on a

regular basis (ex. Debrief meetings)

Let’s Workshop!

Impact:

• How can you connect your team with the WHY of your work on

a regular basis?

• How can we keep the mission present each day?

• Opportunities to give young employees opportunities to lead a

specific project so they can feel the impact they individually

make in the workplace?

Let’s Workshop!

Questions?

• Reach out anytime!

Natalie Roper, Executive Director

Natalie@generationwv.org

804-201-5529 (cell)