0
Onboarding
Millennials
in a seasonal industry
Born 1980 – 1995 ~ Currently 14 – 29
Myths and Realities
     This is a rebellious generation

                  Reality
  Gen Y is fundamentally conservative
...
Myths and Realities
            They don’t fit in

                Reality
 This is a generation of team players
Work envi...
Myths and Realities
           Gen Y is unproductive

                    Reality
  Gen Y is more productive than the othe...
general characteristics




                                                                          goal oriented
     o...
Motivating
                         & Managing

    The old rules don’t matter.



Techno-savy ~ Connected 24/7 ~ Self Con...
Motivating
& Managing



     They need a sense of ownership

 You need to invest in their sense of desire
     to contrib...
Paying Their
   Dues

                      After the interview, they’re
                       expecting to be embraced
 ...
A little bit goes a long way

          Take time to be a mentor

 Let them absorb some of your tricks of
                ...
gen Y @ work                                                 wants to
                                                    ...
•   I Hope I get and offer
•   Yay! I got an offer
•   Can’t wait to start
•   I’m bored




                “One size fit...
Leveraging Strengths 2.0

You have the ability to grow your business
  on the knowledgebase of young people
     who might...
Leveraging
                      Strengths 2.0

Success-driven millennials understand the
      rules better than ever bef...
Y’s Desire for Big Important Tasks

  They enjoy the challenge of important
  tasks and tackle them with confidence




  ...
Y’s Attitude About for
    Big Important Tasks




 I’m doing something that has value
           I’ll figure it out
They ...
Working with Gen Y




    Happy to do the task, but not the time

Long hours are not daunting to Gen Y but they
   want t...
Working with Gen Y

   If not “Task”, then “Flex”

  They are not usually happy
       with conventional
           schedu...
Mentoring Works
Many Y’s like
working with
 Boomers

  Mentoring
relationships
with Boomers
 are valued



           “Aut...
It takes a village

                     Manager

                       HR
          New         Outside
        Employee...
It takes a village
Despite the village,
  Managers still
 have to manage
                                    HR
          ...
Attracting & Retaining Y’s
 Communicate in “Y-
    friendly” ways

  Shift performance
management to task, not
          t...
Attracting &
    Retaining Y’s
Coach first-line managers on
the essentials of managing Y’s

Create a collaborative, team-
...
Attracting &
Retaining Y’s


         Challenge Y’s with tasks
          that require “figuring it
                   out”...
Sue Edwards


            w: www.clearingthe90dayhurdle.com
            w: www.development-by-design.com
            e: su...
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Onboarding Millennials 2009 Opga

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Transcript of "Onboarding Millennials 2009 Opga"

  1. 1. Onboarding Millennials in a seasonal industry
  2. 2. Born 1980 – 1995 ~ Currently 14 – 29
  3. 3. Myths and Realities This is a rebellious generation Reality Gen Y is fundamentally conservative They look like risk takers because of their “job-hopping” but the impetus for this is new opportunities to learn Born 1980 – 1995 ~ Currently 14 – 29
  4. 4. Myths and Realities They don’t fit in Reality This is a generation of team players Work environments that use teams well outperform those that don’t Born 1980 – 1995 ~ Currently 14 – 29
  5. 5. Myths and Realities Gen Y is unproductive Reality Gen Y is more productive than the other generations (it’s hard to believe but true). They set their own priorities – boomers often set priorities based on their inbox Gen Y chooses their own productivity tools, rather than waiting for the IT Born 1980 – 1995 ~ Currently 14 – 29
  6. 6. general characteristics goal oriented optimistic connected … 24/7 adaptable determined inclusive entrepreneurial tech savy lifestyle centered hopeful multitasking success driven Born 1980 – 1995 ~ Currently 14 – 29
  7. 7. Motivating & Managing The old rules don’t matter. Techno-savy ~ Connected 24/7 ~ Self Confident
  8. 8. Motivating & Managing They need a sense of ownership You need to invest in their sense of desire to contribute in meaningful ways Optimistic ~ Hopeful ~ Independent ~ Self-Reliant
  9. 9. Paying Their Dues After the interview, they’re expecting to be embraced and considered part of the team. Some have spent a lot of time volunteering – this they consider “experience” Determined ~ Goal Oriented ~ Lifestyle centered
  10. 10. A little bit goes a long way Take time to be a mentor Let them absorb some of your tricks of the trade Provide encouragement Diverse ~ Inclusive ~ Community/Global/Civic Minded
  11. 11. gen Y @ work wants to produce something seek to make a worthwhile difference comfortable w/ work well w/ Desire to be a hero speed & change friends & on teams expect r partners well espect e alu ce w/ mentors v an impatie uid nt g collaborative, thrive on resourceful, flexibility & innovative Space to love a challenge explore “Seeing the opportunity & path” – Is IN
  12. 12. • I Hope I get and offer • Yay! I got an offer • Can’t wait to start • I’m bored “One size fits all” – Is OUT
  13. 13. Leveraging Strengths 2.0 You have the ability to grow your business on the knowledgebase of young people who might understand the digital marketplace better than you do. Generation Next ~ Nexers ~ Millennials
  14. 14. Leveraging Strengths 2.0 Success-driven millennials understand the rules better than ever before. If you give them the keys, let them drive Baby Busters ~ I Generation ~ Net Generation
  15. 15. Y’s Desire for Big Important Tasks They enjoy the challenge of important tasks and tackle them with confidence They are not deterred in the slightest by what older workers might perceive as lack of experience or qualifications Netizens ~ Gaming Generation ~ Echo Boomers
  16. 16. Y’s Attitude About for Big Important Tasks I’m doing something that has value I’ll figure it out They gave me full responsibility - cool “Interactivity & Real Time Information” – Is IN
  17. 17. Working with Gen Y Happy to do the task, but not the time Long hours are not daunting to Gen Y but they want to work to their schedule, not yours “One size fits all” – Is OUT
  18. 18. Working with Gen Y If not “Task”, then “Flex” They are not usually happy with conventional schedules Consider flexible shifts, 4 days weeks, etc … “Do it because it makes sense” – Is IN
  19. 19. Mentoring Works Many Y’s like working with Boomers Mentoring relationships with Boomers are valued “Authentic Behaviour” – Is IN
  20. 20. It takes a village Manager HR New Outside Employee influencer Mentors Peers
  21. 21. It takes a village Despite the village, Managers still have to manage HR Outside New influencer Employee Mentors Peers
  22. 22. Attracting & Retaining Y’s Communicate in “Y- friendly” ways Shift performance management to task, not time Leverage technology to create efficient processes “Streamlined & Efficient” – Is IN
  23. 23. Attracting & Retaining Y’s Coach first-line managers on the essentials of managing Y’s Create a collaborative, team- based environment Encourage Boomers in your midst to mentor Y’s “Playing Games” – Is IN
  24. 24. Attracting & Retaining Y’s Challenge Y’s with tasks that require “figuring it out” Re-design career paths: frequent, lateral moves – not necessarily up “NOW” – Is IN
  25. 25. Sue Edwards w: www.clearingthe90dayhurdle.com w: www.development-by-design.com e: sue@development-by-design.com t: 905-690-0456 twitter.com/onboardingcoach linkedin.com/in/sueedwards
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