The number one question I am asked as a workforce management consultant is how to manage millennials. Millennials, those born between 1981-1995, recently displaced Generation-X as the largest generation in the workforce, and they have a reputation for being difficult to manage. Words I've heard managers use to describe their millennial workforce include lazy, needy, self-absorbed, and entitled. Unfortunately for managers, complaining about perceived employee traits doesn't do

First, their organization, just like most across the country, is experiencing a retention problem. Second, the practice of ghosting (an empl

The "Three Circles" represent the three key elements required to design the best schedule successfully. These elements also reflect Coleman Consulting Groups definition of a schedule: Business Needs - "a system for deploying capital and personnel." Employee Desires - "with employee buy-in." Health & Safety - "specific work, pay, and coverage policies." Our consultants are experts in the field of scheduling and resource optimization. They work across multiple industries to ide

Hang around a group of older employees long enough, and the conversation will at some point turn to complaining about the work ethic of the current generation. Boomers talk about how none of the young generation is loyal; Gen Xer’s complain that the new generations are too unfocused, and so on down the line. And they all complain that the work ethic of the next generation is nothing like the work ethic of their generation. So many times – and I have fallen into this trap – pe