Young people, millennials andgraduatesby Toronto Training and HRJune 2013
CONTENTS3-4 Introduction to Toronto Training and HR Inc.5-7 Definitions8-9 Common views, statements and myths10-11 How man...
Page 3Introduction
Page 4Introduction to Toronto Trainingand HRToronto Training and HR is a specialist training andhuman resources consultanc...
Page 5Definitions
Definitions 1 of 2• Generation Y• Millennials• ME generation• Generation Next• Net Generation• Echo BoomersPage 6
Definitions 2 of 2• Traditionalists• Baby boomers• Generation XPage 7
Page 8Common views,statements and myths
Common views, statements andmyths• ?Page 9
Page 10How many?
How many?STATS CANADA• 15-19 2.2M• 20-24 2.4M• 25-29 2.4MPage 11
Page 12Connected or not?
Connected or not? 1 of 2POTENTIAL DISCONNECT• What they want• What the Canadian workplacein 2013 offersPage 13
Connected or not? 2 of 2• Connection• Influence• Stability• VarietyPage 14
Page 15Improving the transitionof PINEs into the Canadianworkforce
Improving the transition of PINEsinto the Canadian workforce• What is a PINE?• Canada v the world• Barriers to labour mark...
Page 17Enhancing communication
Enhancing communication 1 of 2• Contextualize learning: “the BigPicture”• Provide realistic expectations of howthey can ad...
Enhancing communication 2 of 2• Create space for intergenerationalcollaborations• Encourage collaborative decisionmaking• ...
Page 20Career development
Career development• Create a learning environment• Invest in training differently• Include learning & development inrole r...
Page 22Interview questions foryoung people
Interview questions for youngpeople 1 of 2• How do you or did you balance a fullcourse load, part time job,extracurricular...
Interview questions for youngpeople 2 of 2• What would be an ideal workenvironment for you? (expand on thiswith):• What do...
Page 25Engaging with youngpeople
Engaging with young people• Personal competencies• Interpersonal relationships• Community support• Organizational supportP...
Page 27Creating a satisfying workenvironment andmaximizing talent
Creating a satisfying workenvironment and maximizing talent• Help me understand what is expectedof me but value my input• ...
Page 29Reasons for investing inyoung people
Reasons for investing in youngpeople• Growing talent and workforceplanning• The unique skills, attitudes andmotivation of ...
Page 31Skills, strengths and thebenefits of young people
Skills, strengths and the benefits ofyoung people 1 of 2• Highly educated• Willingness to learn• Maximizing inclusion and ...
Skills, strengths and the benefits ofyoung people 2 of 2• Lower recruitment costs• Flexibility• Creating a shared organiza...
Page 34What excites leadersabout young people?
What excites leaders about youngpeople? 1 of 2• Their comfort and skill withtechnology and social networks forinformation ...
What excites leaders about youngpeople? 2 of 2• Their confidence and willingness totake a stand and challenge thestatus qu...
Page 37What concerns leadersabout young people?
What concerns leaders aboutyoung people? 1 of 2• Their unjustified or unrealistic sense ofentitlement, and need for instan...
What concerns leaders aboutyoung people? 2 of 2• They need decision-making skills,long-term perspective, and the abilityto...
Page 40The state of play inCanada
The state of play in Canada 1 of 3• A diverse, urban, mobile andeducated group• Impressive statistics are maskinggaps• Pos...
The state of play in Canada 2 of 3• Poverty• Speed of life takes its toll• An inactivity/obesity epidemic• The “at-risk” a...
The state of play in Canada 3 of 3• Are youth equipped to face the mostdaunting challenges?• Safer than ever• What must ou...
Page 44Young people around theworld
Young people around the worldPage 45
Page 46Be willing to leave theshore and…
Be willing to leave the shore and …• Suspend judgment• Think outside the box• Shift perception• Look for the second right ...
Page 48Case studies
Page 49Conclusion and questions
Page 50Conclusion and questionsSummaryVideosQuestions
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Young people, millennials and graduates June 2013

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Half day open training event on managing/engaging/motivating young people in the workplace held in Toronto.

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Young people, millennials and graduates June 2013

  1. 1. Young people, millennials andgraduatesby Toronto Training and HRJune 2013
  2. 2. CONTENTS3-4 Introduction to Toronto Training and HR Inc.5-7 Definitions8-9 Common views, statements and myths10-11 How many?12-14 Connected or not?15-16 Improving the transition of PINEs into the Canadian workforce17-19 Enhancing communication20-21 Career development22-24 Interview questions for young people25-26 Engaging with young people27-28 Creating a satisfying work environment and maximizing talent29-30 Reasons for investing in young people31-33 Skills, strengths and the benefits of young people34-36 What excites leaders about young people?37-39 What concerns leaders about young people?40-43 The state of play in Canada44-45 Young people around the world46-47 Be willing to leave the shore and…48 Case studiesPage 2
  3. 3. Page 3Introduction
  4. 4. Page 4Introduction to Toronto Trainingand HRToronto Training and HR is a specialist training andhuman resources consultancy headed by Timothy Holden10 years in banking10 years in training and human resourcesFreelance practitioner since 2006The core services provided by Toronto Training and HRare:Training event designTraining event deliveryReducing costs, saving time plus improvingemployee engagement and moraleServices for job seekers
  5. 5. Page 5Definitions
  6. 6. Definitions 1 of 2• Generation Y• Millennials• ME generation• Generation Next• Net Generation• Echo BoomersPage 6
  7. 7. Definitions 2 of 2• Traditionalists• Baby boomers• Generation XPage 7
  8. 8. Page 8Common views,statements and myths
  9. 9. Common views, statements andmyths• ?Page 9
  10. 10. Page 10How many?
  11. 11. How many?STATS CANADA• 15-19 2.2M• 20-24 2.4M• 25-29 2.4MPage 11
  12. 12. Page 12Connected or not?
  13. 13. Connected or not? 1 of 2POTENTIAL DISCONNECT• What they want• What the Canadian workplacein 2013 offersPage 13
  14. 14. Connected or not? 2 of 2• Connection• Influence• Stability• VarietyPage 14
  15. 15. Page 15Improving the transitionof PINEs into the Canadianworkforce
  16. 16. Improving the transition of PINEsinto the Canadian workforce• What is a PINE?• Canada v the world• Barriers to labour marketintegration• Initiatives• StrategiesPage 16
  17. 17. Page 17Enhancing communication
  18. 18. Enhancing communication 1 of 2• Contextualize learning: “the BigPicture”• Provide realistic expectations of howthey can add value in the work world• Explain WHY! What’s in it for them?• Engage in frequent and informalconversations• Ask for their suggestions, insights,opinions• Involve them in new initiatives• Provide frequent and direct feedbackPage 18
  19. 19. Enhancing communication 2 of 2• Create space for intergenerationalcollaborations• Encourage collaborative decisionmaking• Invite divergent views to the tableand LISTEN• Be courageous enough to step into“tough” conversationsPage 19
  20. 20. Page 20Career development
  21. 21. Career development• Create a learning environment• Invest in training differently• Include learning & development inrole requirement• Establish accountability• “Walk the talk”Page 21
  22. 22. Page 22Interview questions foryoung people
  23. 23. Interview questions for youngpeople 1 of 2• How do you or did you balance a fullcourse load, part time job,extracurricular activities and a healthysocial life?• What is your most memorableaccomplishment and what did you doto reach that goal?• What is your most memorable mistakeand what did you learn from it?• How do you stay motivated?Page 23
  24. 24. Interview questions for youngpeople 2 of 2• What would be an ideal workenvironment for you? (expand on thiswith):• What do you want to learn?• What hours do you expect todedicate?• What motivates you to come to workas opposed to have to come to work?Page 24
  25. 25. Page 25Engaging with youngpeople
  26. 26. Engaging with young people• Personal competencies• Interpersonal relationships• Community support• Organizational supportPage 26
  27. 27. Page 27Creating a satisfying workenvironment andmaximizing talent
  28. 28. Creating a satisfying workenvironment and maximizing talent• Help me understand what is expectedof me but value my input• Give me regular and informal feedbackplus recognition for a job well done• Let me have the right tools andtraining to perform the job• Provide me with autonomy to do mybest work• ST and LT SMART objectives• Continuous opportunities to shareideasPage 28
  29. 29. Page 29Reasons for investing inyoung people
  30. 30. Reasons for investing in youngpeople• Growing talent and workforceplanning• The unique skills, attitudes andmotivation of young people• Workforce diversity• Employer branding/employer ofchoice• Cost-effectivenessPage 30
  31. 31. Page 31Skills, strengths and thebenefits of young people
  32. 32. Skills, strengths and the benefits ofyoung people 1 of 2• Highly educated• Willingness to learn• Maximizing inclusion and abandoningold prejudice• Wired, aware and collaborative• Driven by values and relationships• Expressing passion and politicsdifferently• Demonstrating communitycommitmentPage 32
  33. 33. Skills, strengths and the benefits ofyoung people 2 of 2• Lower recruitment costs• Flexibility• Creating a shared organizationalculture• Aiding employee retention• Insights and connections into themarket• Energy, enthusiasm and passion• Innovation and creativity• Preparing for the futurePage 33
  34. 34. Page 34What excites leadersabout young people?
  35. 35. What excites leaders about youngpeople? 1 of 2• Their comfort and skill withtechnology and social networks forinformation or connectivity• They are creative, open, and bringfresh ideas• Their multicultural and globalawareness and tolerance ofdifference• They are adaptable, learning-oriented, and used to the pace ofchangePage 35
  36. 36. What excites leaders about youngpeople? 2 of 2• Their confidence and willingness totake a stand and challenge thestatus quo• Their energy, enthusiasm,dedication, and work ethic• They are collaborative and team-oriented, plus they work acrossboundaries• Their strong sense of ethics, service-oriented leadership, and desire tomake a differencePage 36
  37. 37. Page 37What concerns leadersabout young people?
  38. 38. What concerns leaders aboutyoung people? 1 of 2• Their unjustified or unrealistic sense ofentitlement, and need for instantgratification and affirmation• They lack the ability to communicateeffectively face-to-face, and are over-dependent on technology• They lack a strong work ethic, focus,commitment, drive and self-motivation• They lack learning opportunities (forexample, mentoring, positive rolemodels, and training) adequate to thefuture challenges aheadPage 38
  39. 39. What concerns leaders aboutyoung people? 2 of 2• They need decision-making skills,long-term perspective, and the abilityto understand complexity• They lack a strong sense of values,ethics, and social responsibility• They lack reflection, self-awareness,and maturity• They are overconfident and not opento input or feedback—their view isthe only viewPage 39
  40. 40. Page 40The state of play inCanada
  41. 41. The state of play in Canada 1 of 3• A diverse, urban, mobile andeducated group• Impressive statistics are maskinggaps• Postponing post-secondary• Carrying a crippling debt-load andunable to find work• Facing stiffer competition that everyet faring better than their globalcounterparts• Still hardest hit by the recession andfacing a decade of after-shocksPage 41
  42. 42. The state of play in Canada 2 of 3• Poverty• Speed of life takes its toll• An inactivity/obesity epidemic• The “at-risk” are on their own• Disconnected, disempowered anddisengaged from formal institutions• Alarming trends• What makes it unique this time• Amazing opportunities for AboriginalyouthPage 42
  43. 43. The state of play in Canada 3 of 3• Are youth equipped to face the mostdaunting challenges?• Safer than ever• What must our smart and caringcommunities do?• What does successfully walking thepath involve?Page 43
  44. 44. Page 44Young people around theworld
  45. 45. Young people around the worldPage 45
  46. 46. Page 46Be willing to leave theshore and…
  47. 47. Be willing to leave the shore and …• Suspend judgment• Think outside the box• Shift perception• Look for the second right answer• Challenge assumptions• Be illogical• Look foolish• Make a mistake and…• Keep looking through the lens of ouryounger colleaguesPage 47
  48. 48. Page 48Case studies
  49. 49. Page 49Conclusion and questions
  50. 50. Page 50Conclusion and questionsSummaryVideosQuestions
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