Gen Y @ Work: An Inside Look at What Our Generation Wants Brett Farmiloe @thatpassionguy

Today’s Mission

Why Gen Y?

Our Journey

What We Learned

Surprise

Why Gen Y?

46 million (Gen X) Total Births 55 million (Silent) 80 million (Boomers) 75 million (Gen Y)

46 million (Gen X)

Not a 1 to 1 replacement ratio

54% of workers aim to change jobs when the recession ends.

71% are from Gen Y.

71% are from Gen Y.

At the most, Gen Y makes up 20% of today’s workforce…

At the most, Gen Y makes up

20% of today’s workforce…

But they’ll represent 40% of it in 5 years.

But they’ll represent 40% of it in 5 years.

The World is Changing… … And We Can Make an Impact

… And We Can Make an Impact

The Design Mind Behind Twitter

The Design Mind Behind Twitter

And 75 million more Gen Y’s, all filled with ideas.

And 75 million more Gen Y’s, all filled with ideas.

The Stereotypes…

They Think They Can Be CEO

They Want a Trophy

Mom and Dad are their best friend

They’ll Move Home

They’re Not Loyal to a Company

Instant Gratification

It’s All True…To An Extent

LOST

LOST BEAT

LOST BEAT DEPRESSION

LOST BEAT DEPRESSION SILENT

LOST BEAT DEPRESSION SILENT Our aging workforce.

HIPPIE

HIPPIE ME

HIPPIE ME BREAKTHROUGH

HIPPIE ME BOOMER BREAKTHROUGH

HIPPIE BREAKTHROUGH ME BOOMER Our executives.

SLACKER

SLACKER THE GAP

SLACKER THE GAP LATCHKEY KIDS

SLACKER THE GAP LATCHKEY KIDS

LATCHKEY KIDS SLACKER THE GAP Senior management.

SPOILED

SPOILED i

SPOILED i CONNECTED

The future of your organization.

Where Were You At 22?

Our Journey

The Goal is to Love Work.

75 million Americans dislike work.

“ Bring your BIG dreams.”

3 things People Need in Work

Significance

Do you understand what you did tonight?

Do you understand what you did tonight?

Graphic Designer I design the programs with the stats and stuff. I love the fact that I’m putting together something that is viewed by thousands of people.

I design the programs with the stats and stuff. I love the fact that I’m putting together something that is viewed by thousands of people.

Waking up at 4am? That part of my job is not fun. But I’m getting out of bed to go expose people to the types of music I like. That’s all I want.

Waking up at 4am? That part of my job is not fun. But I’m getting out of bed to go expose people to the types of music I like. That’s all I want.

Significance Show them how they matter Remind them of the mission

Show them how they matter

Remind them of the mission

The Suggestion Box

We’re the ones on the main line. We know what needs to be done.

We’re the ones on the main line. We know what needs to be done.

We give them bylaws and minimum goals. But anything from that, it’s all them. - Pizza Shop Owner

We give them bylaws and minimum goals. But anything from that, it’s all them. - Pizza Shop Owner

$100 Empowerment Policy

$100 Empowerment Policy

Ways To Show Trust Give them rope Empower them to act Open up lines of communication

Give them rope

Empower them to act

Open up lines of communication

Measurability

In this game, if you’re right 3 out of 5 times, you’re successful. If you’re right 2 out of 5 times, you’re not.

In this game, if you’re right 3 out of 5 times, you’re successful.

If you’re right 2 out of 5 times, you’re not.

The cool thing about rockets is that it’s a definite ‘It worked!’

The cool thing about rockets is that it’s a definite ‘It worked!’

Or, it didn’t work.

Or, it didn’t work.

It’s hard to say when our product is going to be approved. Years I’d say . There’s been times where it’s been a little discouraging, but I feel like we’re always moving forward and making progress.

It’s hard to say when our product is going to be approved. Years I’d say . There’s been times where it’s been a little discouraging, but I feel like we’re always moving forward and making progress.

Ways to give Gen Y Measurability Set expectations Let them know where they stand Celebrate Short Term Goals

Set expectations

Let them know where they stand

Celebrate Short Term Goals

You can afford to underutilize your young employees. Wasted human capital is one of the most dangerous pitfalls of any organization. It’s literally the difference between making your employees and asset or a liability to your organization. Start plugging all employees, especially your younger employees into the goal. Think bigger for the organizaiton and the employees will think bigger in their roles.

You can afford to underutilize your young employees. Wasted human capital is one of the most dangerous pitfalls of any organization. It’s literally the difference between making your employees and asset or a liability to your organization. Start plugging all employees, especially your younger employees into the goal. Think bigger for the organizaiton and the employees will think bigger in their roles.

Ten years from now, we want magazines to write about GE as a place where people have the freedom to be creative. A place where people have a sense that what they do matters, and where that sense of accomplishment is rewarded in the pocketbook and the soul.

Ten years from now, we want magazines to write about GE as a place where people have the freedom to be creative. A place where people have a sense that what they do matters, and where that sense of accomplishment is rewarded in the pocketbook and the soul.

Ten years from now, we want magazines to write about GE as a place where people have the freedom to be creative. A place where people have a sense that what they do matters, and where that sense of accomplishment is rewarded in the pocketbook and the soul. TRUST

Ten years from now, we want magazines to write about GE as a place where people have the freedom to be creative. A place where people have a sense that what they do matters, and where that sense of accomplishment is rewarded in the pocketbook and the soul.

Ten years from now, we want magazines to write about GE as a place where people have the freedom to be creative. A place where people have a sense that what they do matters, and where that sense of accomplishment is rewarded in the pocketbook and the soul. TRUST SIGNIFICANCE

Ten years from now, we want magazines to write about GE as a place where people have the freedom to be creative. A place where people have a sense that what they do matters, and where that sense of accomplishment is rewarded in the pocketbook and the soul.

Ten years from now, we want magazines to write about GE as a place where people have the freedom to be creative. A place where people have a sense that what they do matters, and where that sense of accomplishment is rewarded in the pocketbook and the soul. TRUST SIGNIFICANCE MEASURABILITY

Ten years from now, we want magazines to write about GE as a place where people have the freedom to be creative. A place where people have a sense that what they do matters, and where that sense of accomplishment is rewarded in the pocketbook and the soul.

Surprise

Pursue the Passion Vook

Pursue the Passion Vook