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Roberta Matuson
Identify the best talent in the world.
  • Identify
  • Acquire
  • Nurture
  • Retain

Roberta's Recent Publications

The Magnetic Leader

Employees don’t work for companies; they work for people. The more irresistible you are as a leader, the more pull you have for employees to want to stay and for your customers to remain loyal. Read Excerpt

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Roberta's Recent Publications

Talent Magnetism

Your company is only as good as the talent you keep. Learn the new rules for attracting top talent and getting them to stick around. Excerpt

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Roberta's Recent Publications

Suddenly in Charge

Honored by the Washington Post as a Top 5 Business Book for Leaders.

Learn how to manage up, down, and succeed all around... Excerpt

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Roberta's Recent Publications

Suddenly in Charge

Learn how to save your company millions by improving the quality of your hires, while improving productivity. Slash costly employee turnover.

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Resources

Working with Millennials

They have been called a lot of things: Gen Y, Millennials, the What's-in-it-for-Me Generation, and other monikers that we can't put in print. This is the generation that has just entered the workforce. They have been raised by the Baby Boomers, yet they are nothing like their parents.

Everywhere, managers and HR professionals are strategizing about how to handle this group of workers. With considerable skills shortages on the horizon as the massive Baby Boomer generation heads towards retirement, attracting and retaining this new group will become a critical issue in the years ahead.

Every generation sees the world differently. Their attitudes and expectations are influenced by the events that occurred during their formative years and when they entered the workplace (see Beloit College's Mindset List below). Many of us still hear from the Traditionalists about life during the depression. To them, it's as if this period in time never ended. It's no surprise that this group of employees is often described as loyal, hard working, thrifty, and willing to make sacrifices.

Fast forward to the Millennials, who were born in the '80s. Most have lived a very protected life. They were raised by work-obsessed Baby Boomer parents who tried to make up for time spent away. They were awarded trophies for joining the team, taken on expensive vacations (no Motel 6's for this group), and shielded from hard labor (also known as entry-level minimum wage jobs). This group is not accustomed to starting at the bottom and working their way up and they will tell you so in no uncertain terms. They question the status quo, work on their own terms, and want to make an impact on Day 1.

You may think that eventually this group will grow up and things will change. You may be right, but in the meantime you will need to readjust the way you approach these young workers or they will exit your firm faster than you can replace them.

Tips for managing and retaining Millennials:

Recognize that ambition is not in their vocabulary:

Millennials have grown up wanting very little. They haven't had to compete heavily, like their predecessors, for those few plum jobs. They'll move up on their own terms so stop bugging them to take that newly offered promotion.

Work-life balance is more than just a buzzword:

Don't attempt to interfere with their personal time or they will revolt. Provide a work environment where Millennials can adjust their work hours to meet their personal needs and desires.

Looks are not everything:

Ten years ago you probably couldn't imagine hiring a manager with a nose ring. Now, look the other way. Keep reminding yourself that it won't be long before most of your customers are sporting similar accessories.

Provide constant feedback:

Millennials are accustomed to instant feedback. College grades are posted online as soon as tests are scored; bank account information is available 24/7. Don't make them wait for their annual review before providing them with feedback. Let them know how they are doing on a daily basis and don't be afraid to tell them that they are amazing!

They are tech-savvy:

Give them the technology and watch them go! They are fearless and they might teach you a lesson or two along the way.

Be a mentor, not a boss:

This is a group that wants to keep learning. Share your knowledge and provide opportunities for their personal growth.

Don't treat them like your kids:

They are not your kids, so don't treat them as such or they will act out...just like your kids.

BELOIT COLLEGE'S CLASS OF 2006 MINDSET LIST®

Each year, Beloit College looks at the cultural touchstones that have shaped the lives of today's first-year students. Here are some of the items that were on the minds of the Class of 2006—many of whom have just entered your workforce.

  1. We have always been able to choose our long distance carriers.
  2. Weather reports have always been available 24-hours a day on television.
  3. The "evil empire" has moved from Moscow to a setting in some distant galaxy.
  4. Big Brother is merely a television show.
  5. Barbie has always had a job.
  6. Prom dresses have always come in basic black.
  7. George Foreman has always been a barbecue grill salesman.
  8. The "Fab Four" are not a male rock group, but four women enjoying Sex and the City.
  9. Sylvan Learning Centers have always been an after-school option.
  10. They grew up in minivans.

If you are brave enough to look into the future, here is what is shaping the lives of students who are slated to enter the workforce in 2010:

  1. There has always been one Germany.
  2. They are wireless, yet always connected.
  3. "Google" has always been a verb.
  4. Mr. Rogers, not Walter Cronkite, has always been the most trusted man in America.
  5. They have always known that "In the criminal justice system the people have been represented by two separate yet equally important groups."
  6. They have always been able to watch wars and revolutions live on television.
  7. They have always been searching for "Waldo."
  8. LoJack transmitters have always been finding lost cars.
  9. Most of them never had the chance to eat bad airline food.
  10. They grew up pushing their own miniature shopping carts in the supermarket.

Testimonials

"Roberta's guidance has dramatically increased my ability to pull in and retain the talent we need to take our organization to the next level. She's proven to be a trusted advisor and I wouldn't hesitate to recommend her to other CEOs who are looking to accelerate..."
Tom Hopcroft, President & CEO
Mass Leadership Technology Council

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"The coaching that Roberta Matuson provided for one of our retail store managers renewed the manager’s excitement in her work, provided her with increased skills in the selection of new employees and gave her the tools she needed to better manage her staff..."
Mary G. Rahal, VP, Human Resources and Administration
Morgan Memorial Goodwill Industries, Inc.

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"Roberta was able to clearly define our project objectives and the methodology that we needed to reach those objectives. Roberta helped us pinpoint the root cause of our problem by using in-depth probing techniques that gave her access to important data we did not have..."
Amy Waryas, Director, HR
The Boston Beer Company

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"Roberta worked with us to create a comprehensive onboarding program. With her guidance, knowledge, and expert HR advise we have successfully launched our company-wide training initiative. We now assimilate new hires into the company more effectively than ever..."
Ted Winston, Co-Owner
Winston Flowers

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"When it comes to management of people, Roberta sees through all the noise and gets right to the heart of the matter..."
Mark Spitzer, President
Photonic Glass Corporation

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"As we have grown, Roberta has provided continued support to help us work through complicated personnel issues while allowing us to focus on other areas of our business. Our employment practices truly support our business goals..."
Paul M. Zavracky, Ph.D., Former President and COO
MicroOptical Corporation

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"Roberta has saved us time and energy on situations we may have needlessly wrestled with. We consider her a partner and look for her guidance often. Roberta has provided a welcomed service to Six Red Marbles..."
Sarah Smith White, President
Six Red Marbles

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"Roberta was tenacious about keeping us focused on completing our project on schedule. The finished project was comprehensive, professional and passed the scrutiny of legal experts. I would definitely use Matuson Consulting again..."
John Blake, Former COO
Advanced Results Marketing

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"Roberta has been a tremendous mentor and coach to me over the past year. She has partnered with me on multiple professional development fronts, as well as helping me through some very challenging situations. I found Roberta to be wise counsel!"
– Allison DiSiena, VP of Recruiting, Marketing, Interactive and Creative Services Division, 24 Seven Inc.

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"Roberta Matuson was our answer. She met with us, developed a plan, walked us through the process to record our policies and procedures. She helped identify areas where policies were non-existent. She then developed and produced our employee handbook. We still use it today..."
Tim Slattery, CEO
CFSmail.com

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"Roberta presented an engaging and informative webinar on “Managing Up in a Top Down World” for Northeastern University’s alumni. This thought provoking session provided practical strategies for navigating office politics and building effective relationships for career advancement. Roberta’s extensive expertise and knowledge of workplace trends was apparent as she skillfully answered a wide range of questions from participants. Her well-organized presentation made it easy for the audience to commit to implementing her advice."
Michele Rapp, Associate Director
Northeastern University

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"Roberta’s ability to provide new leaders with insights on matters that few are willing to discuss is refreshing and will serve our members well. As a CEO, I'm especially impressed with her ability to quickly distill difficult situations and provide pragmatic advice that can be quickly and successfully implemented."
Aradhna Malhotra Oliphant, President and CEO
Leadership Pittsburgh Inc.

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"I have had the opportunity to experience Roberta Matuson’s “fast track” coaching. Her candid, succinct and concise approach provided positive reinforcement toward my professional goals."
Cheryl Schondek, VP of Food Acquisition and Supply Chain
The Greater Boston Food Bank

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