1. Gain an understanding of Millennials and learn what makes them different from the rest of us.2. Identify effective strategies for connecting managing your intern this summer3. Create positive orientation guides to aid in acclimating Millennials into your department
Veterans Boomers Gen Xers Millennials Career Build a legacy Build a stellar Build a portable Build parallel career career careers GoalsRewards Satisfaction of a job Money, title, Freedom is the Work that has well done recognition, ultimate reward meaning for me corner officeWork-Life Support me in Help me balance Give me balance Work isn’t shifting the balance everyone else and now! Not when everything. NeedBalance find meaning I’m 65 flexibility to myself balance my other activities Job Carries a stigma Puts you behind Is necessary Is part of the daily routineChangingTraining I learned the hard Train ‘em too The more they Continuous way, you can too! much and they’ll learn, the more learning is a way leave they’ll stay of life Source: When Generations Collide
• Desire to be in a position of responsibility• Resents being looked at as though they have no experience• Tends to be more job mobile• Less respectful of authority• Looking for meaningful work• Seeking challenge• Chance to prove themselves and show they can perform well Who does this describe?
Training and Development JournalSorry Boomers, the other generations in the workforce didn’t like you when you started working!
Every generation that enters the workforce makes waves!
• Helicopter parents• They’ve been told they were special their whole lives• More confident than generations before them• Team-oriented• High achieving
• Under more pressure to perform than other generations• Compared to 20 years ago • More ethnically diverse • More affluent • Technologically proficient • Connected with peers
Millennials are likely to be more successful with an ongoing support system at work.What you can do:• Connect with Millennials daily by scheduling 10-minute meetings or quick email check-ins to outlineexpectations and answer questions.• Provide ongoing mentoring and coachingopportunities to offer guidance and reinforce companyculture and norms.• Take the time to recognize Millennials by name on adaily basis.
Claiming the highest volunteer rates in recent history, Millennials want a chance to do work that will benefitsociety. They are more likely to respond if they feel their work has meaning and is connected to a greater good.What you can do:• Make a direct connection between their work and thebenefit to others.• Organize employee teams to collectively volunteer andmatch volunteering with paid time off.• Highlight community involvement in your companynewsletter.
Millennials want to know how their position willbenefit them, what skills they will learn and when they will be promoted.What you can do:• Work with Millennials to integrate their goals with theorganization’s through formal performance management plans andcareer development programs.• Educate Millennials on your organization’s promotional track andwhat specific skills and experiences will help them reach the nextlevel.• Include Millennials in developing benchmarks and targets forparticular projects to make them feel a part of the goal-settingprocess.
Skilled at multitasking and accustomed to mediaon demand, Millennials can consume 31 hours ofmedia in a 24 hour period. (i.e., They are likely toget bored when tasked with a single project and need variety to stay engaged.)What you can do:• Assign two or more projects at a time, taking care to give explicitguidelines and due dates.• Create flexible work schedules that leverage multitasking andfocus on results.• Make key data and training available online to allow workersaccess to the information they need on their own timetables.
Millennials have always been pushed to excel in schooland with extracurricular activities. They view learning asa lifelong pursuit and are hungry for new knowledge and training.What you can do:• Train Millennials on the “soft” skills (e.g. communication, businessand email etiquette, presentation skills) that they often lack.• Cater to different learning styles by offering multiple trainingformats, including downloadable modules, interactive groupsessions, and mentor pairing.• Create a learning culture by giving incentives for participating intraining programs.
Millennials are peer oriented. They like to support each other andto work in groups, even while having their own independent tasks to complete. Without a structured peer network to rely on they are likely to feel isolated and disengage from their work.What you can do:• Promote cross-functional teamwork and communication tocomplete assignments.• Provide necessary technology to connect remote workers to eachother 24 hours a day.• Train all employees on conflict resolution and projectmanagement skills to ensure productivity within a teamenvironment.
Millennials are used to and expect to be recognized assomeone special. They have also had limited exposure to critical feedback. To stay motivated, Millennials need frequent encouragement and acknowledgement.What you can do:• Acknowledge Millennials for their work, especially when it issignificant to the overall project.• Offer small but frequent rewards (e.g. movie tickets, giftcertificates) to recognize key milestones achieved.• Communicate how important Millennials are to your company’sstrategy and success.
Jennifer Fisher, Program Manager email@example.com Derrick Sherck, Field Rep firstname.lastname@example.orgGraduate Retention Program