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Description
Experience Level: Intermediate
Perkbox content briefs
Title: Driving loyalty in your millennial workforce
Subject: Employee engagement
Briefed by: Emily, content marketing manager, Perkbox
Goal: To educate and inform, while encouraging readers to downloading the full report
Audience: HR and people managers and directors
Tone: Conversational yet professional
Full report: Managing beyond stereotypes
Word Count: 950+
Synopsis:
Our recent study found that almost 50% of millennials feel likely to leave their jobs within one year (this is considerably higher than the older two cohorts (Gen X and baby boomers). Perhaps it’s statistics like these that fuel some of the generation’s negative stereotypes – that they’re self-entitled and work-shy, for example. But there’s a difference between job-hopping and finding one’s feet on the career ladder. As the cohort is now the largest in our workforce, HR managers are understandably concerned about the huge financial costs of recruitment and retraining, from today, and the future.
This feature will explore the ways HR managers can drive loyalty among millennials. It highlight the fact that the nature of work is evolving, outlining the many ways organisations can increase loyalty among their youngest workers. More specifically:
• Background to the problem
• Why millennials are more likely to churn
• How managers can reverse this. Consider (but don’t limit yourself to) areas such as:
o Flexible working
o Management tactics
o Benefits and rewards
Note: Please read the attached report for background. You’re encouraged to use its sections to hone your article, and to use other secondary research to back up points where necessary.
Title: Engagement strategies for a multigenerational workforce
Subject: Employee engagement
Briefed by: Emily, content marketing manager, Perkbox
Goal: To educate and inform, while encouraging readers to downloading the full report
Audience: HR and people managers and directors
Tone: Conversational yet professional
Full report: Managing beyond stereotypes
Word Count: 950+
Synopsis:
Speculating over generational differences in the workplace often leads to unhelpful stereotyping – generally people have more in common than not. That said, with a potential age gap of 50 years between our youngest and oldest workers, it’s inevitable that generational experiences will shape their perspectives. Understanding these nuances can help managers get the best out of their employees.
This feature will explore where the tangible differences among the generations lie. It will outline the differing drivers of engagement across the working age cohorts and provide HR managers with the inside track on how to nuance their employee engagement strategies for all generations. More specifically:
• Background to the problem
• The differing drivers of engagement across the generations
• Based on the above, how managers can adopt engagement strategies to suit all
• Consider (but don’t limit yourself to) areas such as:
o Flexible working
o Management tactics
o Technology usage
o Benefits and rewards
Note: Please read the attached report for background. You’re encouraged to use its sections to hone your article, and to use other secondary research to back up points where necessary.
Title: Driving loyalty in your millennial workforce
Subject: Employee engagement
Briefed by: Emily, content marketing manager, Perkbox
Goal: To educate and inform, while encouraging readers to downloading the full report
Audience: HR and people managers and directors
Tone: Conversational yet professional
Full report: Managing beyond stereotypes
Word Count: 950+
Synopsis:
Our recent study found that almost 50% of millennials feel likely to leave their jobs within one year (this is considerably higher than the older two cohorts (Gen X and baby boomers). Perhaps it’s statistics like these that fuel some of the generation’s negative stereotypes – that they’re self-entitled and work-shy, for example. But there’s a difference between job-hopping and finding one’s feet on the career ladder. As the cohort is now the largest in our workforce, HR managers are understandably concerned about the huge financial costs of recruitment and retraining, from today, and the future.
This feature will explore the ways HR managers can drive loyalty among millennials. It highlight the fact that the nature of work is evolving, outlining the many ways organisations can increase loyalty among their youngest workers. More specifically:
• Background to the problem
• Why millennials are more likely to churn
• How managers can reverse this. Consider (but don’t limit yourself to) areas such as:
o Flexible working
o Management tactics
o Benefits and rewards
Note: Please read the attached report for background. You’re encouraged to use its sections to hone your article, and to use other secondary research to back up points where necessary.
Title: Engagement strategies for a multigenerational workforce
Subject: Employee engagement
Briefed by: Emily, content marketing manager, Perkbox
Goal: To educate and inform, while encouraging readers to downloading the full report
Audience: HR and people managers and directors
Tone: Conversational yet professional
Full report: Managing beyond stereotypes
Word Count: 950+
Synopsis:
Speculating over generational differences in the workplace often leads to unhelpful stereotyping – generally people have more in common than not. That said, with a potential age gap of 50 years between our youngest and oldest workers, it’s inevitable that generational experiences will shape their perspectives. Understanding these nuances can help managers get the best out of their employees.
This feature will explore where the tangible differences among the generations lie. It will outline the differing drivers of engagement across the working age cohorts and provide HR managers with the inside track on how to nuance their employee engagement strategies for all generations. More specifically:
• Background to the problem
• The differing drivers of engagement across the generations
• Based on the above, how managers can adopt engagement strategies to suit all
• Consider (but don’t limit yourself to) areas such as:
o Flexible working
o Management tactics
o Technology usage
o Benefits and rewards
Note: Please read the attached report for background. You’re encouraged to use its sections to hone your article, and to use other secondary research to back up points where necessary.
Emily M.
100% (2)Projects Completed
6
Freelancers worked with
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Projects awarded
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Last project
28 Sep 2017
United Kingdom
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Hi Emily,
Is this one article at 950+ words or 5 articles at a word count yet to be decided? Do you have a deadline?
Thanks -
Is this only for Sam D to bid on Emily
-
Hi Emily
Can other people bid?
Thanks
Rebecca
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