4. Milennials
Also known as:
Gen Y
Gen Next
Echo Boomers
Baby-on-Board Generation
Screenagers
Facebookers
Gen Why Not
Source: Maximizing Millennials in the Workspace
5. Events defining the Millennials formative years -
9-11, Hurricane Katrina, Obama, Financial Crisis
6. Millennials Characteristics
‣ Optimistic and
enthusiastic
‣ Pessimistic about
their country’s
direction
‣ Respectful of
authority
‣ Focused on their
education
‣ Close with their
parents
‣ Compassionate
‣ We Generation
Source: Chuck Underwood.The
Generational Imperative
7. 80 mil
Source: Maximizing Millennials in the Workspace. Photo
credit: http://b-i.forbesimg.com/danschawbel/files/2013/09/
millennials.jpg
11. “Social media permeate the personal,
academic, political and professional lives
of millennials, helping to foster the type of
environment where innovation flourishes.
So when compared with older
generations, millennials learn quickly —
and that’s the most important driver of
innovation.”
Source: Embracing the Millennials Mind Set at Work, NYtimes.com
12. “Millennials work more closely together,
leverage right- and left-brain skills,
ask the right questions, learn faster and
take risks previous generations resisted.
They truly want to change the world
and will use technology to do so.”
Source: Mike Marasco
14. 66% of Millennials believe that
older generations don’t
understand them.
No generation will grow up
more misunderstood by older
generation than Gen X.
Source: Bridging the preparedness gap
15. ‣ Show them the end result
‣ Give them a due date
‣ Let them figure out the in between
‣ Flexibility in work schedule
How to deal with Millennials
at work?
Source: Embracing the Millennials Mind Set at Work, NYtimes.com
16. “If corporate cultures don’t align with the
transparency, free flow of information,
and inclusiveness that millennials highly
value — and that are also essential for
learning and successful innovation — the
competitiveness of many established
businesses will suffer.”
Source: Embracing the Millennials Mind Set at Work, NYtimes.com
17. Recruiting Millennials
‣ Take a look at the US Army - 79% Millennials
‣ Involve parent’s approval
‣ Do good in the world
‣ Fun work space
‣ Technologically advanced
‣ Flexible schedules
18. Managing Millennials
‣ Coach them don’t manage them
‣ Treat them like they are special. They are.
‣ Need for structure - US ARMY!!
‣ Immediate feedback
‣ 360 formal mentorships & reverse mentoring
‣ Benefits: Relocation assistance; Tax assistance; Advise and counseling
21. The Gen X
Born: 1965
to 1981
Source: Chuck Underwood.The
Generational Imperative
22. ‣ Birth control pill
is gaining
widespread use
‣ Abortion is
legalized in 1973
‣ Feminist
movement is
opening career
doors to women
‣ The rich will get
richer
Gen X Formative years
24. Gen X Characteristics
‣ Independence
‣ Self-reliance
‣ Distance from Older
Generations
‣ Marriage is
disposable
‣ Us Against Them
‣ Me Generation
Source: Chuck Underwood.The
Generational Imperative
26. Gen X Values
‣ No ideology
‣ Pragmatic
‣ Make marriage
work
‣ Be there for
children
‣ Work hard,
make money
‣ Not “joiners”
27. Leadership
‣ Gen X are sharing leadership
positions with Boomers
‣ By 2020, we’ll become a Gen X
nation for the next 10 to 15 years
28. Xers in the Workplace
‣ They will replace the
Boomers at the top
‣ They are creative,
entrepreneurial
‣ Self-reliant and
independent
‣ Technologically savyy
‣ Willing to work hard
‣ Seek work/play balance
‣ Comfortable with change
‣ Prefer start-ups, small firms
‣ Work to live, not live to
work
‣ Seek skill-building
opportunities
‣ Seek respect and input
29. Recruiting Xers
‣ Identify peaks and
valleys in the hours
required upfront
‣ Explain time
demand up front
‣ Can you explain
career path?
‣ Enhance their skill
set
‣ Be technologically
forward
‣ Reward
individualism,
creativity
30. Managing Xers
‣ Career success =
Work-life balance
‣ Offer mentoring
‣ Don’t micromanage
‣ Establish retention
program
‣ Train them constantly.
‣ Maintain contact after
they leave.
‣ Quantify performance
‣ Give them plenty of
resources
‣ Permit them input
and feedback
32. Gen X Millennials
Accept Diversity
Pragmatic / practical
Self-reliant / individualistic
Reject rules
Killer life
Mistrust institutions
PC
Multitask
Latch-key kids
Friends-not family
Celebrate diversity
Optimistic / realistic
Self-inventive / individualistic
Rewrite the rules
Killer lifestyle
Irrelevance of institutions
Internet
Multitask fast
Nurtured
Friends=Family
Source: http://apps.americanbar.org/lpm/lpt/articles/mgt08044.html
33. Generation Work Style Career Goals Values
Millennials
Energy, ideas,
productivity,
What’s next?
Money, work-life
balance,
Change, Impact
Now
Flexibility,
Control,
Productivity
Independence,
Fun
Gen X
Independent,
resilient,
critical
thinking, Get
the job done
Career first,
aiming toward
Work-Life
balance, Money
Flexibility,
Freedom,
Responsiveness,
Fairness, Fun
Source: http://www.good.co/blog/2013/05/01/gen-x-vs-gen-y-in-the-workplace-making-generational-differences-work/
34. Commonalities
‣ Social responsibility
‣ Desire for work-life
balance
‣ Want to have fun
‣ Keep things moving
‣ Productivity versus
process
‣ Forward thinking
Source: http://www.good.co/blog/2013/05/01/gen-x-vs-gen-y-in-the-workplace-making-generational-differences-work/
35. Building on strengths
‣ If you have a project that requires
multi-tasking and technology and
you have time to actively supervise
and provide feedback – assign it
to Millennials. They want
engagement.
Source: http://www.good.co/blog/2013/05/01/gen-x-vs-gen-y-in-the-workplace-making-generational-differences-work/
36. Building on strengths
‣ If you have a project that needs to
get done and you have little time
for supervision – trust Gen X to
take care of it. They want freedom.
Source: http://www.good.co/blog/2013/05/01/gen-x-vs-gen-y-in-the-workplace-making-generational-differences-work/
37. Takeaways
‣ Understand Generational Differences
‣ Identify strengths and shortcomings
‣ Play it to your advantage = Harness
the specialness
‣ Embrace it. Don’t fight it.