Successfully reported this slideshow.
We use your LinkedIn profile and activity data to personalize ads and to show you more relevant ads. You can change your ad preferences anytime.
ENGAGING MILLENNIALS
ADAM SMILEY POSWOLSKY
SMILEYPOSWOLSKY.COM
@whatsupsmiley
Copyright 2016-2017 by Adam S. Poswolsky. Al...
Source: Gallup (2013)
70%Source: Gallup, State of the American Workplace Report (2014)
@whatsupsmiley
FIND BELIEVERS
WE ARE NOT THE
“ME ME ME”
GENERATION
PURSUE MEANING
“Being human always points, and is directed,
to something or someone, other than oneself—
be it a meaning to fulfill or an...
reflects who you are
and what your interests are,
allows you to share your gifts
to help others,
provides a community of b...
@whatsupsmiley
WHAT MILLENNIALS REALLY WANT
• Sense of meaning
• Coaching and mentoring
• Learning, leadership development
• Flexible wor...
MILLENNIALS, GEN-X, BOOMERS
• Make a positive impact on org
• Help solve social and environmental challenges
• Work with a...
MILLENNIAL ENGAGEMENT
• Digital
• Clear
• Fluid
• Fast
Source: “When Millennials Take Over” by Jamie Notter and Maddie Gra...
EMPLOYEE ENGAGEMENT
• Purpose
• Value
• Renewal
• Focus
Source: The Energy Project (NY Times, Tony Schwartz and Christine ...
EMPLOYEES WANT MEANINGFUL WORK
AVG. MILLENNIAL’S JOB = 2-3 years
AVG. JOB TENURE = 5 years
Source: U.S. Bureau of Labor Statistics
20% OF MILLENNIALS
HAVE CHANGED JOBS
IN THE PAST YEAR
6 in 10 millennials are open to a new job opportunity, turnover cost...
65% OF TODAY’S KIDS
WILL END UP IN JOBS
THAT HAVEN’T BEEN
INVENTED YET
Source: NY Times, “Education Needs a Digital Upgrad...
“MAXIMIZE THE RATE OF LEARNING
WHILE MINIMIZING
THE RATE OF TIME TO TRY IDEAS.”
-TOM CHI, FORMER HEAD OF EXPERIENCE AT GOO...
GREATEST OPPORTUNITIES FOR COMPANIES
TO EMPOWER MILLENNIAL TALENT
1. MAKE AN IMPACT
2. PROVIDE SKILLS & LEADERSHIP DEVELOP...
EMPOWER MILLENNIALS
• PURPOSE: Alignment with role, mission, and team
• VALUE: Mentorship, skills exchange, and co-leaders...
HR IS THE NEW
LIFE COACH
@whatsupsmiley
EMPOWER MILLENNIALS
•ENGAGE: Supervisor=Mentor, values-aligned culture design, team building,
design thinking, whole-perso...
CASE STUDY: IBM MILLENNIAL CORPS
• CHALLENGES: 370,000 employees in 170 countries, early talents wants
to work on passion ...
• GIVE EARLY TALENT A PLATFORM: Reverse mentorship program
• MAKE THE OFFICE A CLASSROOM: Virtual education sessions
• MAK...
MILLENNIAL ENGAGEMENT
• INVEST IN LEADERS: Intrapreneurship bootcamp for top-performers
• SHARE KNOWLEDGE: Inter-generatio...
CASE STUDY: “AMANDA”
DATA VISUALIZATION DESIGNER, JSI
• AUTONOMY: Decentralized proposal structure so she can suggest a ne...
MILLENNIAL CUSTOMERS
• AUTHENTIC: Be honest, tell a story, show don’t sell
• MISSION-DRIVEN: What do you stand for?
• MAKE...
MILLENNIAL WEALTH
IS MEASURED BY
COMMUNITY & EXPERIENCE
NOT A BANK ACCOUNT
MAKE THE ASK
WE ARE THE
PURPOSE
GENERATION
ENGAGING MILLENNIALS
SMILEYPOSWOLSKY.COM
SMILEY@THEQUARTERLIFEBREAKTHROUGH.COM
Copyright 2016-2017 by Adam S. Poswolsky. A...
Engaging Millennials: How to Attract, Retain, and Empower the Next Generation
Engaging Millennials: How to Attract, Retain, and Empower the Next Generation
Upcoming SlideShare
Loading in …5
×

Engaging Millennials: How to Attract, Retain, and Empower the Next Generation

4,763 views

Published on

Millennial workplace expert, Adam Smiley Poswolsky, gave this presentation at the 2017 Professional BusinessWomen of California Conference (PWBC) in San Francisco, California. Learn how to empower and engage the next generation of employees and customers.

Learn more: http://smileyposwolsky.com/

Published in: Recruiting & HR
  • Hello! Get Your Professional Job-Winning Resume Here - Check our website! https://vk.cc/818RFv
       Reply 
    Are you sure you want to  Yes  No
    Your message goes here

Engaging Millennials: How to Attract, Retain, and Empower the Next Generation

  1. 1. ENGAGING MILLENNIALS ADAM SMILEY POSWOLSKY SMILEYPOSWOLSKY.COM @whatsupsmiley Copyright 2016-2017 by Adam S. Poswolsky. All rights reserved. HOW TO ATTRACT, RETAIN, AND EMPOWER THE NEXT GENERATION
  2. 2. Source: Gallup (2013) 70%Source: Gallup, State of the American Workplace Report (2014)
  3. 3. @whatsupsmiley
  4. 4. FIND BELIEVERS
  5. 5. WE ARE NOT THE “ME ME ME” GENERATION
  6. 6. PURSUE MEANING
  7. 7. “Being human always points, and is directed, to something or someone, other than oneself— be it a meaning to fulfill or another human being to encounter. The more one forgets himself— by giving himself to a cause to serve or another person to love—the more human he is.” -Viktor Frankl
  8. 8. reflects who you are and what your interests are, allows you to share your gifts to help others, provides a community of believers that will support your dreams, and is financially viable given your desired lifestyle. MEANINGFUL WORK @whatsupsmiley
  9. 9. @whatsupsmiley
  10. 10. WHAT MILLENNIALS REALLY WANT • Sense of meaning • Coaching and mentoring • Learning, leadership development • Flexible work, remote work, work-life balance Source: Deloitte Millennial Survey (2016)
  11. 11. MILLENNIALS, GEN-X, BOOMERS • Make a positive impact on org • Help solve social and environmental challenges • Work with a diverse group of people • Work for an org among best in my industry • Do work I’m passionate about • Become an expert in my field Source: IBM: “Myths, exaggerations and uncomfortable truths” (2015) Millennials don’t want a trophy, they want a manager who is ethical, fair, and transparent.
  12. 12. MILLENNIAL ENGAGEMENT • Digital • Clear • Fluid • Fast Source: “When Millennials Take Over” by Jamie Notter and Maddie Grant (Ideapress Publishing, 2015)
  13. 13. EMPLOYEE ENGAGEMENT • Purpose • Value • Renewal • Focus Source: The Energy Project (NY Times, Tony Schwartz and Christine Porath, “Why You Hate Work”, 5/20/14). Employees who derive meaning reported 1.7 times higher job satisfaction, and 1.4 times more engaged at work. Employees who have supportive supervisors are 1.3 times as likely to stay with the organization and are 67 percent more engaged. Employees who take a break every 90 minutes report a 30 percent higher level of focus. Only 20 percent said they were able to focus on one task at a time at work, but those who could were 50 percent more engaged.
  14. 14. EMPLOYEES WANT MEANINGFUL WORK
  15. 15. AVG. MILLENNIAL’S JOB = 2-3 years AVG. JOB TENURE = 5 years Source: U.S. Bureau of Labor Statistics
  16. 16. 20% OF MILLENNIALS HAVE CHANGED JOBS IN THE PAST YEAR 6 in 10 millennials are open to a new job opportunity, turnover costs U.S. $30b annually Source: Gallup (“Millennials: The Job-Hopping Generation,”2016)
  17. 17. 65% OF TODAY’S KIDS WILL END UP IN JOBS THAT HAVEN’T BEEN INVENTED YET Source: NY Times, “Education Needs a Digital Upgrade,” Virginia Heffernan (8/7/11)
  18. 18. “MAXIMIZE THE RATE OF LEARNING WHILE MINIMIZING THE RATE OF TIME TO TRY IDEAS.” -TOM CHI, FORMER HEAD OF EXPERIENCE AT GOOGLE X
  19. 19. GREATEST OPPORTUNITIES FOR COMPANIES TO EMPOWER MILLENNIAL TALENT 1. MAKE AN IMPACT 2. PROVIDE SKILLS & LEADERSHIP DEVELOPMENT 3. RE-INVENT THEIR CAREER
  20. 20. EMPOWER MILLENNIALS • PURPOSE: Alignment with role, mission, and team • VALUE: Mentorship, skills exchange, and co-leadership • AUTONOMY: Encourage career exploration, flexible/remote work • EXPERIMENT: HR supports A 2-5 year learning journey See Daniel Pink’s Drive for Purpose/ Mastery /Autonomy reference
  21. 21. HR IS THE NEW LIFE COACH @whatsupsmiley
  22. 22. EMPOWER MILLENNIALS •ENGAGE: Supervisor=Mentor, values-aligned culture design, team building, design thinking, whole-person talent development •MEASURE: Real-time feedback and positive reinforcement, forward-looking performance achievement, data-driven and frequent (GLINT, REFLEKTIVE, TRACKSTAR, CULTURE AMP), "Stay” interviews > Exit interviews •EXPLORE: Offer apprenticeships, “experiment-ships”, unpaid sabbaticals for purpose-projects, connect talent globally •INCLUDE: Inclusion > hierarchy •BALANCE: Deliver employee perks tied to quality of life, renewal, focus, creativity, play, health & wellness, mindfulness
  23. 23. CASE STUDY: IBM MILLENNIAL CORPS • CHALLENGES: 370,000 employees in 170 countries, early talents wants to work on passion projects + wants direct line to decision-makers • SOLUTION: Create Millennial Corps: 5,000 intrapreneurs who complete surveys on new products, give feedback on new initiatives, beta test and rollout key products (dress designed by IBM Watson, new Apple partnership…) • RESULT: Millennials feel heard, increased connection + retainment
  24. 24. • GIVE EARLY TALENT A PLATFORM: Reverse mentorship program • MAKE THE OFFICE A CLASSROOM: Virtual education sessions • MAKE PERFORMANCE PERSONAL: Move from generic grading system to “checkpoint system” where employee (not company) decides the goals they are being reviewed on • MAKE THE OFFICE A COMMUNITY: Fast-Forward 2020 event to bring together talent from all over the world MILLENNIAL ENGAGEMENT AT IBM
  25. 25. MILLENNIAL ENGAGEMENT • INVEST IN LEADERS: Intrapreneurship bootcamp for top-performers • SHARE KNOWLEDGE: Inter-generational conversations • ENCOURAGE SERVICE: 40-hours PTO as “time to give” • PERSONALIZE PERFORMANCE ACHIEVEMENT: Achievement, not reviews • PERKS TIED TO GROWTH: 6-week paid sabbatical after 3 years, 6 coaching sessions, 10-year exercise window for equity • BOOMERANG EFFECT: Let your talent leave (and welcome them back!)
  26. 26. CASE STUDY: “AMANDA” DATA VISUALIZATION DESIGNER, JSI • AUTONOMY: Decentralized proposal structure so she can suggest a new project or client, and then lead that project • RE-INVENT CAREER: Ability to become a leader and create her own role (went from a “General M&E Associate” to a “Visual Analytics Designer”) • SKILLS: $4000/year education fund for learning & development • RESULT: Autonomy and career growth matters. Amanda turned down $25K salary bump from competitior to stay at JSI
  27. 27. MILLENNIAL CUSTOMERS • AUTHENTIC: Be honest, tell a story, show don’t sell • MISSION-DRIVEN: What do you stand for? • MAKE IT MEMORABLE: Is it unique? Is it beautiful? • TRANSFORM: Your product is an experience • CONNECT: Deliver in-person connection, not hashtags
  28. 28. MILLENNIAL WEALTH IS MEASURED BY COMMUNITY & EXPERIENCE NOT A BANK ACCOUNT
  29. 29. MAKE THE ASK
  30. 30. WE ARE THE PURPOSE GENERATION
  31. 31. ENGAGING MILLENNIALS SMILEYPOSWOLSKY.COM SMILEY@THEQUARTERLIFEBREAKTHROUGH.COM Copyright 2016-2017 by Adam S. Poswolsky. All rights reserved. @whatsupsmiley

×