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.

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

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  • 1. Young people, millennials and Generation Y
    by Toronto Training and HR
    September 2011
  • 2. 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
  • 3. Page 3
    Introduction
  • 4. 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:
    • Training course design
    • 5. Training course delivery
    - Reducing costs
    • Saving time
    • 6. Improving employee engagement & morale
    • 7. Services for job seekers
  • Page 5
    Traditionalists
  • 8. Page 6
    Traditionalists
    Definition
    Sometimes known as the Matures or The Silent Generation
    Traditionalists at work
    How to motivate them
    Implications and recommendations for managers
  • 9. Page 7
    Baby boomers
  • 10. Page 8
    Baby boomers
    Definition
    Baby boomers at work
    How to motivate them
    Implications and recommendations for managers
  • 11. Page 9
    Generation X
  • 12. Page 10
    Generation X
    Definition
    Generation X at work
    How to motivate them
    Implications and recommendations for managers
  • 13. Page 11
    Generation Y
  • 14. Page 12
    Generation Y
    Definition
    Generation Y at work
    How to motivate them
    Implications and recommendations for managers
  • 15. Page 13
    Millennials
  • 16. Page 14
    Millennials
    Definition
    Millennials at work
    How to motivate them
    Implications and recommendations for managers
  • 17. Page 15
    Canada v the US
  • 18. Page 16
    Canada v the US
    Stress
    Working hours and work-life balance
    Methods of relaxing after work
    Health
    Reward and recognition
    Culture
  • 19. Page 17
    Clashes
  • 20. Page 18
    Clashes 1 of 3
    Baby Boomers tend to…
    Generation Y individuals tend to…
  • 21. Page 19
    Clashes 2 of 3
    POINTS OF COMMON FRICTION
    Respect
    Decision-making
    Career perspective
    Feedback
    Work-life balance
    Performance management
    Dress code
  • 22. Page 20
    Clashes 3 of 3
    POINTS OF COMMON FRICTION
    Meetings
    Fun at work
    Work ethic
    Communication
    Policies
    Loyalty
  • 23. Page 21
    Comparing Generation X and Generation Y
  • 24. 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
  • 25. Page 23
    The ethical debate
  • 26. Page 24
    The ethical debate
    Retaliation
    Observing misconduct
    Reporting misconduct
    Positive or negative view of culture
    Positive or negative view of ethics
    Length of tenure
  • 27. Page 25
    Getting young people off the streets in Canada
  • 28. Page 26
    Getting young people off the streets in Canada
    The exiting process
    The disengagement process
  • 29. Page 27
    Example; the non-profit sector
  • 30. 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?
  • 31. 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
  • 32. Page 30
    Example; the non-profit sector 3 of 3
    What advantages does the sector have over other sectors?
    Initiatives
  • 33. Page 31
    Hiring Millennials
  • 34. 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
  • 35. Page 33
    Hiring Millennials 2 of 8
    WHAT DO THEY WANT?
    From a boss…
    From an employer…
    To learn…
    Mentoring
  • 36. 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
  • 37. 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
  • 38. 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
  • 39. 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
  • 40. 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
  • 41. 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
  • 42. Page 40
    Engaging young people
  • 43. 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
  • 44. 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?
  • 45. Page 43
    Engaging young people 3 of 3
    SOCIAL MEDIA
    Facebook
    Twitter
    YouTube
    Blogs
    Google
  • 46. Page 44
    Leading across the generations
  • 47. Page 45
    Leading across the generations
    Acknowledge
    Appreciate
    Flex
    Resolve
    Leverage
  • 48. Page 46
    Drill
  • 49. Page 47
    Drill
  • 50. Page 48
    Case study
  • 51. Page 49
    Case study
  • 52. Page 50
    Conclusion & Questions
  • 53. Page 51
    Conclusion
    Summary
    Questions