Managing Millennials Webinar Slides

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Managing Millennial’s;The “Y” Factor

presented byLori A. Hoffner

Speaker ~Trainer ~ Consultant

SupportingCommUnity, Inc.Littleton, CO

Phone720-353-2863 www.SupportingCommUnity.comLori@SupportingCommUnity.com 2

Lets make a list of Resources using our webinar attendees

When you think of Millennials what is the first word that

comes to mind?

Small Group Discussion1 minute to discuss and share

Trophy Generation

Creative

Ambitious

Entrepreneurial

CARING

4+1 Generations

0Traditionalist/Builders – 1930-19450Baby Boomers – 1946 - 19640Gen X – 1965-19790Gen Y/Millennials – 1980-19960Gen Z – 1997…

What generations are represented in your group today?

They are the true digital natives – nearly all waking hours they are

“connected"

0Typically send & receive over 3,000 text messages per month

0Rather text than talk 0 bosses, friends, coaches, teachers,

parents...

0Rarely use email7

The Way the Generations See the World

OutlookWork EthicLeadershipRelationship

Generational Differences

0Traditionalist – Practical0Boomers – Optimistic0Gen X – Skeptical0Gen Y - Hopeful yet realistic0Gen Z - Pessimistic

Outlook

Generational Differences Work Ethic

0Traditionalist – Dedicated0Boomers – Driven0Gen X – Balanced0Gen Y – Ambitious0Gen Z – Necessity

Refer to Your Make and Take Activity Page 9 of your Handout, Item #1

What is YOUR work ethic? 10

Globalization, diversity, tolerance

Leadership• Traditionalist–

Hierarchy• Boomer –

Consensus• Gen X –

Competence• Gen Y –

Collaboration• Gen Z –

Individualism

Please discuss and share…

Do you agree with these

generalizations Why or why not? 12

Current Millennial Employment Trends

0There are over 78 million twenty-something’s worldwide.

0By 2006 the millennial generation comprised 21% of the workforce in the United States alone. Currently there are 32 million “Y” workers and by the end of the decade, they will be “all-in”.

Today’s Employment Trends(that will impact the Millennial workforce)

0Exit of Baby Boomers, although slowed by recent economy will begin with a fury.

0Next 5 years, 50% of company executives will retire.

02-5 positions with companies will be right behind them.

Recruitment“Today is the tomorrow that you worried

about yesterday”

0Ask yourself; are you just wanting to get a job done or do you want to build an effective work staff?

0Stay true to your organizational culture while recognizing what attracts the “Y“

Consistently Share Your Mission18

0Fun0Creativity

0Opportunity0Ethics

0Entrepreneurship0Lifestyle0Diversity

0Technology0Mission

Being “Cool”(or recruitment Hot Buttons)

Applicant Process• If possible, interact with each young

person who turns in an application?– Opportunity to have current employees give

their assessment• Have a review process

– Criteria for application/resume’ review• Make every effort to thank all who apply by

card, letter, email or text

POSITIVE HIRING PRACTICES

•When hiring a teen or twenty -something employee, be clear as to why.• Connect their talents or your impression of their gifts to the mission of your organization

Please Discuss and Share…WHAT ARE YOUR POSITIVE

RECRUITING/HIRING TACTICS? 22

NOW THAT YOU’VE HIRED THEMWHAT DO YOU DO?

Nationally, one of the top complaints of Millennial employees is the lack of a relationship with their immediate supervisor.

The Way the Generations See the World

OutlookWork EthicLeadershipRelationship

Relationships

Based on the previous slides, do you think these

relationship generalizations are

accurate? Why or why not?

Discuss and share in your chat box…

Leadership:Rationale Based vs.

Emotional Based

0Transactional and competitive0Emphasis on salary over appreciation

0Work/life success0Establishing trust through relationships

Parasitic relationship – feeding off of each others lifeblood “as long as I’m

getting something for this.”

Mutualistic relationship – when one person benefits,

everyone benefits 34

WHAT THEY ARE SAYING

In a recent survey of 16 – 24 year old employees; on their top

three reasons for leaving a job:

• 31% Did not like working with loud or obnoxious co-workers

• 37% Would leave if they did not feel supported by their immediate supervisor

• 48% Said being reprimanded in public by their supervisor would cause them to leave

In the Workplace0Millennials do not

know how to build relationships with their managers or authority figures.

0Older generations have not had the experience of reaching downward.

Facilitating Success0Millennials

desperately want mentors or career advocates

0They are constantly seeking feedback about “how they are doing”

090 day “stay reviews”

0Creative challenges

0Small goals with tight deadlines

Being Effective

0Choosing to villainize, tolerate or engage.

Effective Leadership

Challenged Effective

0Turnover0Complaints0Absenteeism0Communication0Low Productivity

0Rather than changing “them”, being willing to adapt

0See this time as a transfer of knowledge

They are high performance (and a possibility of high

potential) with high maintenance.

For some managers, the high maintenance clouds the potential

PERCEPTIONS

Colin Kapernick

PERCEPTIONS

Mark Zuckerberg

Make and Take Question 2What is your hook?

What will you do to change that perception?

Colorado Park and Recreation District, the number one complaint from employees 16-24 was a lack of

training.

SO WHY DOES THIS MAKE A DIFFERENCE????

Training = Retention

Explain your expectations and

the expectations of

the organization

Include peer/mentor leadership

RelationshipsRelationshipsRelationships

FunInteractiveChallenging

Training is successful when it is…Thorough and Inclusive

0Explain what your work ethic is and find out how similar it is to theirs

0Job responsibilities need to be clear and concise

0Work to increase employee ownership

0All expectations with the organization and the job should be explicit rather than implicit

Policies, Procedure and PracticesHelp or Hindrance?

0Dress code

0Decision making practices

0Staff Development

0Scheduling

0Reporting practices

0Evaluations

0 What

ARE THESE PRACTICES IN PLACE IN YOUR ORGANIZATION?

Generational UnderstandingPositive Recruitment

Positive Hiring PracticesMentoringTraining

Make and Take Question 3 and 4 3. What are TWO practices, policies or procedures that

your organization has in place to support the Millennial workforce?

4. How will you reach DOWN and OUT for access to leadership and knowledge? 53

CELEBRATE YOUR SUCCESS

Thank you!

Lori A. Hoffner

Supporting CommUnity, Inc.

Lori@SupportingCommUnity.com54

Managing Millennials Webinar Slides

Leadership & Management