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Managing Millenials- Generation Y
 

Managing Millenials- Generation Y

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Managing Millenials- Generation Y

Managing Millenials- Generation Y

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Managing Millenials- Generation Y Managing Millenials- Generation Y Presentation Transcript

  • Managing Millenials- Generation Y Kathryn Carlson Product Director, HR Management
  • Questions? If you have questions during the presentation, please submit them using the “Questions” feature. Questions will be answered at the end of the webinar. Copyright © 2011 TK Carsites. All rights reserved. www.tkcarsites.com.
  • The Four Generations Veterans, Silents, Traditionalist 63 years and older Baby Boomers 42 to 63 years old Generation X, GenX 28 to 42 years old Generation Y, Millennials, Echo Boomers 27 years and younger
  • Defining the Generational Character Traditionalist Baby Boomers GenX Millennial Core Values Respect Conformity Discipline Optimism Involvement Skeptical Fun Informal Realism Confident Social Family Traditional Nuclear Disintegrating Latch-key kids Non-traditional Communication Phone One on One Written Phone “Call me anytime” Cell phone Email “don’t call me at home” Social media Cell phone “just text me” Education A dream A birthright A way to get there An expense Money Savers Pay Cash Buy now, pay later Cautious Earn to spend
  • What They Want  Traditionalists want RESPECT  Baby Boomers want SUCCESS  GenYs want AUTONOMY  Millennials want VALIDATION
  • 25% by 2014 47% by 2040 By the Numbers
  • Columbine The 2000 Election Crisis 9-11 Cable Reality TV War Terrorism Internet Columbia Accident Technology Gaming Starbucks Gen Y Formative Events Challenger Accident MTV SpaceShipOne GoogleiTunes Napster Franchises Oprah Daily Show Southpark Simpsons Celebrity Scandals Amazon.com Online Shopping eBay mac vs. pc Global Warming CD’s youTube abu ghraib Blogging Influencers
  • Individual - Personality in Adolescent to young Adulthood Environment GEN Y’s Characteristics
  • Meritocracy. Only the talented survive and anyoneOnly the talented survive and anyone with talent should be able to succeed.with talent should be able to succeed.
  • Camaraderie. Working with others, in teams orWorking with others, in teams or just collaboratively; group accomplishment is evenjust collaboratively; group accomplishment is even sweeter than solo success. A sense of mentoring,sweeter than solo success. A sense of mentoring, or mentors, in the workplace.or mentors, in the workplace.
  • Non-traditionalism.Non-traditionalism. Doing things differently than inDoing things differently than in the past while making the point, “this isthe past while making the point, “this is different.”different.”
  • Integration of work and personal life in a number of ways: co- workers are “family,” work and social life are blended together, and personal and social activities are blended into the work day (or night).
  • Fierce independence:Fierce independence: in choice of company toin choice of company to work for, when to leave, how you get your workwork for, when to leave, how you get your work done, how your work should be done are alldone, how your work should be done are all individual decisions, (with input fromindividual decisions, (with input from social/professional networks) resulting in littlesocial/professional networks) resulting in little loyalty to employers.loyalty to employers.
  • Unique. They see themselves as a breed apart, talented, skilled and in demand. They strongly believe in the value of their work and expect “the rest of the world” to appreciate it as well.
  • Confident. They show little fear of the future, believing that their skills will always be in demand and they have a strong support net in place through family and friends.
  • Realistic. They are, however, realistic about financial compensation due to ups and downs in the economy.
  • Why Bother? Absorb discontinuous information and make meaning of it Use tools and create technology to change the world in new ways Cope with extreme complexity Provide energy and insight into process and system improvements Be extremely productive and supportive, if engaged. Innovate and communicate in new and distinctive ways
  • What Works For Everyone • Establish objectives, goals and work plans • Provide education and training in multiple formats • Give on-going coaching and feedback • Offer promotional and career development opportunities • Provide Freedom • Balance, 9-5 doesn’t cut it anymore
  • Don’t Forget… • Generational context is not just about age, but common experiences • Different is neither right nor wrong, just different • Different approaches to the same problem is a strength- highlight accordingly and seek common ground • Never make assumptions • Generational understanding does not take the place of concern for the individual
  • Questions and Answers
  • Contact Information 22– KPA CONFIDENTIAL – The recorded webinar and presentation slides will be emailed to you today including your local representative’s contact information. www.kpaonline.com kcarlson@kpaonline.com 866-228-6587