Young people, millennials and Generation Y<br />by Toronto Training and HR <br />September 2011<br />
	3-4 Introduction to Toronto 	Training and HR<br />	5-6	Traditionalists<br />7-8	Baby boomers<br />9-10	Generation X<br />...
Page 3<br />Introduction<br />
Page 4<br />Introduction to Toronto Training and HR<br />Toronto Training and HRis a specialist training and human resourc...
Training course delivery</li></ul>-  Reducing costs<br /><ul><li>Saving time
Improving employee engagement & morale
Services for job seekers</li></li></ul><li>Page 5<br />Traditionalists<br />
Page 6<br />Traditionalists<br />Definition<br />Sometimes known as the Matures or The Silent Generation<br />Traditionali...
Page 7<br />Baby boomers<br />
Page 8<br />Baby boomers<br />Definition<br />Baby boomers at work<br />How to motivate them<br />Implications and recomme...
Page 9<br />Generation X<br />
Page 10<br />Generation X<br />Definition<br />Generation X at work<br />How to motivate them<br />Implications and recomm...
Page 11<br />Generation Y<br />
Page 12<br />Generation Y<br />Definition<br />Generation Y at work<br />How to motivate them<br />Implications and recomm...
Page 13<br />Millennials<br />
Page 14<br />Millennials<br />Definition<br />Millennials at work<br />How to motivate them<br />Implications and recommen...
Page 15<br />Canada v the US<br />
Page 16<br />Canada v the US<br />Stress<br />Working hours and work-life balance<br />Methods of relaxing after work<br /...
Page 17<br />Clashes<br />
Page 18<br />Clashes 1 of 3<br />Baby Boomers tend to…<br />Generation Y individuals tend to…<br />
Page 19<br />Clashes 2 of 3<br />POINTS OF COMMON FRICTION<br />Respect<br />Decision-making<br />Career perspective <br /...
Page 20<br />Clashes 3 of 3<br />POINTS OF COMMON FRICTION<br />Meetings<br />Fun at work<br />Work ethic<br />Communicati...
Page 21<br />Comparing Generation X and Generation Y<br />
Page 22<br />Comparing Generation X and Generation Y<br />How many people?<br />Spending time with families<br />Work-life...
Page 23<br />The ethical debate<br />
Page 24<br />The ethical debate<br />Retaliation<br />Observing misconduct<br />Reporting misconduct<br />Positive or nega...
Page 25<br />Getting young people off the streets in Canada<br />
Page 26<br />Getting young people off the streets in Canada<br />The exiting process<br />The disengagement process<br />
Page 27<br />Example; the non-profit sector<br />
Page 28<br />Example; the non-profit sector 1 of 3<br />MILLENNIALS<br />Issues facing the sector<br />Recruitment and ret...
Page 29<br />Example; the non-profit sector 2 of 3<br />MILLENNIALS<br />Experiences in the sector<br />Work efficiency ch...
Page 30<br />Example; the non-profit sector 3 of 3<br />What advantages does the sector have over other sectors?<br />Init...
Page 31<br />Hiring Millennials<br />
Page 32<br />Hiring Millennials 1 of 8<br />TALKING ABOUT MILLENNIALS<br />When Millennials take over the world<br />Mille...
Page 33<br />Hiring Millennials 2 of 8<br />WHAT DO THEY WANT?<br />From a boss…<br />From an employer…<br />To learn…<br ...
Page 34<br />Hiring Millennials 3 of 8<br />PRIOR PREPARATION <br />Take the lead in listening, learning and adapting<br /...
Page 35<br />Hiring Millennials 4 of 8<br />CHOICES TO MAKE IN ORDER TO PREPARE FOR THE FUTURE<br />Getting the proper edu...
Page 36<br />Hiring Millennials 5 of 8<br />FACTORS THAT INDICATE CAREER SUCCESS<br />Meaningful work<br />High pay<br />S...
Page 37<br />Hiring Millennials 6 of 8<br />WEAKNESSES IDENTIFIED BY RECRUITING MANAGERS<br />Inability to receive critici...
Page 38<br />Hiring Millennials 7 of 8<br />WAYS TO OVERCOME WEAKNESSES <br />Seek mentorship from senior leadership to as...
Page 39<br />Hiring Millennials 8 of 8<br />GETTING THE VERY BEST TALENT<br />Treat them like VIPs<br />Co-recruit the par...
Page 40<br />Engaging young people <br />
Page 41<br />Engaging young people 1 of 3<br />Don’t manage; mentor<br />Don’t assign; explain<br />Don’t dictate; solicit...
Page 42<br />Engaging young people 2 of 3<br />QUESTIONS TO ASK<br />Why are you communicating with young people?<br />Wha...
Page 43<br />Engaging young people 3 of 3<br />SOCIAL MEDIA<br />Facebook<br />Twitter<br />YouTube<br />Blogs<br />Google...
Page 44<br />Leading across the generations<br />
Page 45<br />Leading across the generations<br />Acknowledge<br />Appreciate<br />Flex<br />Resolve<br />Leverage<br />
Page 46<br />Drill<br />
Page 47<br />Drill<br />
Page 48<br />Case study<br />
Page 49<br />Case study<br />
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Young people, millennials and Generation Y September 2011

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Half-day open interactive workshop on hiring, motivating and developing young people in Mississauga.

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Young people, millennials and Generation Y September 2011

  1. 1. Young people, millennials and Generation Y<br />by Toronto Training and HR <br />September 2011<br />
  2. 2. 3-4 Introduction to Toronto Training and HR<br /> 5-6 Traditionalists<br />7-8 Baby boomers<br />9-10 Generation X<br />11-12 Generation Y<br />13-14 Millennials<br />15-16 Canada v the US<br />17-20 Clashes<br />21-22 Comparing Generation X and Generation Y<br />23-24 The ethical debate<br />25-26 Getting young people off the streets in Canada<br />27-30 Example; the non-profit sector<br />31-39 Hiring Millennials<br />40-43 Engaging young people<br />44-45 Leading across the generations<br />46-47 Drill<br />48-49 Case study<br />50-51 Conclusion and questions<br />Contents<br />Page 2<br />
  3. 3. Page 3<br />Introduction<br />
  4. 4. Page 4<br />Introduction to Toronto Training and HR<br />Toronto Training and HRis a specialist training and human resources consultancy headed by Timothy Holden <br />10 years in banking<br />10 years in training and human resources<br />Freelance practitioner since 2006<br />The core services provided by Toronto Training and HR are:<br /><ul><li>Training course design
  5. 5. Training course delivery</li></ul>- Reducing costs<br /><ul><li>Saving time
  6. 6. Improving employee engagement & morale
  7. 7. Services for job seekers</li></li></ul><li>Page 5<br />Traditionalists<br />
  8. 8. Page 6<br />Traditionalists<br />Definition<br />Sometimes known as the Matures or The Silent Generation<br />Traditionalists at work<br />How to motivate them<br />Implications and recommendations for managers<br />
  9. 9. Page 7<br />Baby boomers<br />
  10. 10. Page 8<br />Baby boomers<br />Definition<br />Baby boomers at work<br />How to motivate them<br />Implications and recommendations for managers<br />
  11. 11. Page 9<br />Generation X<br />
  12. 12. Page 10<br />Generation X<br />Definition<br />Generation X at work<br />How to motivate them<br />Implications and recommendations for managers<br />
  13. 13. Page 11<br />Generation Y<br />
  14. 14. Page 12<br />Generation Y<br />Definition<br />Generation Y at work<br />How to motivate them<br />Implications and recommendations for managers<br />
  15. 15. Page 13<br />Millennials<br />
  16. 16. Page 14<br />Millennials<br />Definition<br />Millennials at work<br />How to motivate them<br />Implications and recommendations for managers<br />
  17. 17. Page 15<br />Canada v the US<br />
  18. 18. Page 16<br />Canada v the US<br />Stress<br />Working hours and work-life balance<br />Methods of relaxing after work<br />Health<br />Reward and recognition<br />Culture<br />
  19. 19. Page 17<br />Clashes<br />
  20. 20. Page 18<br />Clashes 1 of 3<br />Baby Boomers tend to…<br />Generation Y individuals tend to…<br />
  21. 21. Page 19<br />Clashes 2 of 3<br />POINTS OF COMMON FRICTION<br />Respect<br />Decision-making<br />Career perspective <br />Feedback<br />Work-life balance<br />Performance management <br />Dress code<br />
  22. 22. Page 20<br />Clashes 3 of 3<br />POINTS OF COMMON FRICTION<br />Meetings<br />Fun at work<br />Work ethic<br />Communication<br />Policies<br />Loyalty<br />
  23. 23. Page 21<br />Comparing Generation X and Generation Y<br />
  24. 24. Page 22<br />Comparing Generation X and Generation Y<br />How many people?<br />Spending time with families<br />Work-life balance<br />Flexible work arrangements<br />Loyalty to employers<br />Society’s perceptions of women at work<br />Role of women at work<br />Changes for men<br />Working hours<br />
  25. 25. Page 23<br />The ethical debate<br />
  26. 26. Page 24<br />The ethical debate<br />Retaliation<br />Observing misconduct<br />Reporting misconduct<br />Positive or negative view of culture<br />Positive or negative view of ethics<br />Length of tenure<br />
  27. 27. Page 25<br />Getting young people off the streets in Canada<br />
  28. 28. Page 26<br />Getting young people off the streets in Canada<br />The exiting process<br />The disengagement process<br />
  29. 29. Page 27<br />Example; the non-profit sector<br />
  30. 30. Page 28<br />Example; the non-profit sector 1 of 3<br />MILLENNIALS<br />Issues facing the sector<br />Recruitment and retention difficulties<br />Interests, values, attitudes and behaviours<br />What motivates?<br />What do they want from the work environment?<br />Who influences their career decisions?<br />What do their career paths look like?<br />What do they think of the non-profit sector?<br />How do they feel about volunteering?<br />
  31. 31. Page 29<br />Example; the non-profit sector 2 of 3<br />MILLENNIALS<br />Experiences in the sector<br />Work efficiency challenges<br />Ageism<br />Poor work-life balance<br />Lack of career development<br />MBAs need not apply<br />Inattention to new hires <br />
  32. 32. Page 30<br />Example; the non-profit sector 3 of 3<br />What advantages does the sector have over other sectors?<br />Initiatives<br />
  33. 33. Page 31<br />Hiring Millennials<br />
  34. 34. Page 32<br />Hiring Millennials 1 of 8<br />TALKING ABOUT MILLENNIALS<br />When Millennials take over the world<br />Millennial myth-busting<br />Make way for Millennials<br />Millennials and IT<br />Helping Millennials communicate more effectively<br />Traits displayed and exhibited by Millennials <br />
  35. 35. Page 33<br />Hiring Millennials 2 of 8<br />WHAT DO THEY WANT?<br />From a boss…<br />From an employer…<br />To learn…<br />Mentoring<br />
  36. 36. Page 34<br />Hiring Millennials 3 of 8<br />PRIOR PREPARATION <br />Take the lead in listening, learning and adapting<br />Balance IT boundaries and freedoms<br />Adapt IT policies to deal with generational diversity<br />Accelerate experiments with social networks<br />Bridge the generation gap<br />
  37. 37. Page 35<br />Hiring Millennials 4 of 8<br />CHOICES TO MAKE IN ORDER TO PREPARE FOR THE FUTURE<br />Getting the proper education <br />Learning transferable skills <br />Setting goals with their manager to prepare for the next level <br />Actively networking <br />Getting an internship, apprenticeship or vocational training <br />Researching emerging careers that interest them <br />Joining the armed services for job training, funding for a college education, etc. <br />Joining a professional organization <br />
  38. 38. Page 36<br />Hiring Millennials 5 of 8<br />FACTORS THAT INDICATE CAREER SUCCESS<br />Meaningful work<br />High pay<br />Sense of accomplishment<br />Challenging work<br />High level of self-expression<br />High level of responsibility<br />
  39. 39. Page 37<br />Hiring Millennials 6 of 8<br />WEAKNESSES IDENTIFIED BY RECRUITING MANAGERS<br />Inability to receive criticism from managers or leaders <br />Impatience with established processes <br />Ineffective communication <br />Lack of political savvy <br />Lack of independence <br />
  40. 40. Page 38<br />Hiring Millennials 7 of 8<br />WAYS TO OVERCOME WEAKNESSES <br />Seek mentorship from senior leadership to ask for advice<br />Set goals with my manager to address my weaknesses<br />Participate in company sponsored training opportunities<br />Read books, journals and blogs which offer career advice<br />Hire a life or career coach<br />
  41. 41. Page 39<br />Hiring Millennials 8 of 8<br />GETTING THE VERY BEST TALENT<br />Treat them like VIPs<br />Co-recruit the parents<br />Find them early<br />Look after them<br />Offer structure and teach them the basics<br />Provide tight cycles of feedback<br />Don’t offer low-status, high-turnover jobs<br />Make them part of the group<br />Be active in the community<br />Take an interest in their success<br />
  42. 42. Page 40<br />Engaging young people <br />
  43. 43. Page 41<br />Engaging young people 1 of 3<br />Don’t manage; mentor<br />Don’t assign; explain<br />Don’t dictate; solicit<br />Don’t ignore; respond<br />Don’t conceal; communicate<br />Other dos and don’ts <br />
  44. 44. Page 42<br />Engaging young people 2 of 3<br />QUESTIONS TO ASK<br />Why are you communicating with young people?<br />What messages do you want them to take away? <br />How can you craft your messages in a way that’s meaningful?<br />
  45. 45. Page 43<br />Engaging young people 3 of 3<br />SOCIAL MEDIA<br />Facebook<br />Twitter<br />YouTube<br />Blogs<br />Google<br />
  46. 46. Page 44<br />Leading across the generations<br />
  47. 47. Page 45<br />Leading across the generations<br />Acknowledge<br />Appreciate<br />Flex<br />Resolve<br />Leverage<br />
  48. 48. Page 46<br />Drill<br />
  49. 49. Page 47<br />Drill<br />
  50. 50. Page 48<br />Case study<br />
  51. 51. Page 49<br />Case study<br />
  52. 52. Page 50<br />Conclusion & Questions<br />
  53. 53. Page 51<br />Conclusion<br />Summary<br />Questions<br />
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