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