Tom Palmaerts - Waregem / Leuven
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Millennials op de werkvloer
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Tom Palmaerts - Waregem / Leuven
- 1. Millennials at work Tom Palmaerts
- 2. Tom Palmaerts De Week van de Ondernemers Twitter @palmaerts Mail tom@trendwolves.com Web tompalmaerts.com - trendwolves.com Millennials at work Key characteristics of a next generation
- 4. GENERATIONS Four generations at work Trendwolves Tom Palmaerts De Week van de Ondernemers Twitter @palmaerts Mail tom@trendwolves.com Web tompalmaerts.com - trendwolves.com
- 5. Generations Silent Gen Baby Boomers Gen X Millennials Gen Z Gen Alpha 1933-1945 73-85 y 1945-1964 54-72 y 1965-1979 39-53 y 1980-1994 24-38 y 1995-2010 8-23 y 2011-… 0-7 y Trendwolves Four Generations at Work
- 6. Identity They are… They want… Healthy & active Open for Technology Experienced Steady To be valued Personal gratification Post-Retirement life Baby Boomers Considered as young Wealthy Trendwolves Four Generations at Work Adventure
- 7. Identity They are… They want… Digital Immigrants Skeptical Rebels Individualistic (Un)Healthy Value for money Status A career Gen X To be in control Limited Sharers Convenience Trendwolves Four Generations at Work
- 8. Identity They are… They want… Digital Natives Optimistic Tolerant Dreamers To be discovered Self-development Customisation Millennials Mentorship Compulsive Sharers Work Life Balance Trendwolves Four Generations at Work
- 9. Identity They are… They want… Digital Intuitives Value Driven Future Focussed Global Mind-Set Work for Success Micro-careers Peer to Peer learning Gen Z Togetherness Selective Sharers Health = Wealth Trendwolves Four Generations at Work
- 10. Same, same, but different Trendwolves Four Generations at Work
- 11. Talents of Tomorrow Key characteristics of a next generation Value driven Global mindset Me-culture We-culture Entrepreneurial mindset Blurred lifestyle Tom Palmaerts De Week van de Ondernemers Twitter @palmaerts Mail tom@trendwolves.com Web tompalmaerts.com - trendwolves.com
- 12. Talents of Tomorrow Key characteristics of a next generation Value driven Global mindset Me-culture We-culture Entrepreneurial mindset Blurred lifestyle Tom Palmaerts De Week van de Ondernemers Twitter @palmaerts Mail tom@trendwolves.com Web tompalmaerts.com - trendwolves.com
- 15. Work life balanceTalents of tomorrow Value driven
- 16. Hire for attitude, train for skillsTalents of tomorrow Value driven
- 17. MailChimp’s introduction week Hire for attitude, train for skillsTalents of tomorrow Value driven
- 18. Talents of Tomorrow Key characteristics of a next generation Value driven Global mindset Me-culture We-culture Entrepreneurial mindset Blurred lifestyle Tom Palmaerts De Week van de Ondernemers Twitter @palmaerts Mail tom@trendwolves.com Web tompalmaerts.com - trendwolves.com
- 19. Talents of tomorrow Global mindset Third workplace (Fosburry & Sons)
- 20. Talents of tomorrow Global mindset Global search for their crew
- 21. Talents of tomorrow Global mindset The Nomad List
- 22. Talents of tomorrow Global mindset Temporary Living (WeLive)
- 23. Talents of tomorrow Global mindset Bleisure: Productive offsites (Surf Office)
- 24. Talents of Tomorrow Key characteristics of a next generation Value driven Global mindset Me-culture We-culture Entrepreneurial mindset Blurred lifestyle Tom Palmaerts De Week van de Ondernemers Twitter @palmaerts Mail tom@trendwolves.com Web tompalmaerts.com - trendwolves.com
- 25. Trendwolves Accent Jobs research , 2016 Talents of tomorrow Me-culture Sococo, virtual office space
- 26. World Economic Forum, Future of Jobs Report Talents of tomorrow Me-culture Lifelong learning
- 27. Instant personal development @ GE Talents of tomorrow Me-culture Instant Feedback
- 28. Talents of Tomorrow Key characteristics of a next generation Value driven Global mindset Me-culture We-culture Entrepreneurial mindset Blurred lifestyle Tom Palmaerts De Week van de Ondernemers Twitter @palmaerts Mail tom@trendwolves.com Web tompalmaerts.com - trendwolves.com
- 29. Talents of tomorrow We-culture Framily
- 30. Talents of tomorrow We-culture Micro careers & peer-to-peer learning
- 31. Talents of tomorrow We-culture Regular coaching and advice (Adobe)
- 32. Talents of tomorrow We-culture Usership (Thomas Rau)
- 33. Talents of Tomorrow Key characteristics of a next generation Value driven Global mindset Me-culture We-culture Entrepreneurial mindset Blurred lifestyle Tom Palmaerts De Week van de Ondernemers Twitter @palmaerts Mail tom@trendwolves.com Web tompalmaerts.com - trendwolves.com
- 34. Talents of tomorrow Entrepreneurial mindset Bianca Heinicke (BibisBeautyPalace)
- 35. Talents of tomorrow Entrepreneurial mindset Invent your own job (Mermaid Claire)
- 36. Talents of tomorrow Entrepreneurial mindset It’s time
- 37. Talents of tomorrow Entrepreneurial mindset Importance of freedom
- 38. Talents of tomorrow Entrepreneurial mindset Mondelez Shopper Futures
- 39. Talents of Tomorrow Key characteristics of a next generation Value driven Global mindset Me-culture We-culture Entrepreneurial mindset Blurred lifestyle Tom Palmaerts De Week van de Ondernemers Twitter @palmaerts Mail tom@trendwolves.com Web tompalmaerts.com - trendwolves.com
- 40. Talents of tomorrow Blurred lifestyle The slash-generation
- 41. Talents of tomorrow Blurred lifestyle Combining multiple jobs
- 42. Morning Gloryville Talents of tomorrow Blurred lifestyle Breakfast Raves
- 43. Talents of tomorrow Blurred lifestyle Bleisure (co-working space Brooklyn Boulders Somerville)
- 44. Balance vs Blend Talents of tomorrow Blurred lifestyle Bleisure (co-working space Brooklyn Boulders Somerville)
- 45. Talents of tomorrow Blurred lifestyle Work life balance: Vanashing desks (Heldergroen, Amsterdam)
- 46. Talents of Tomorrow Key characteristics of a next generation Value driven Global mindset Me-culture We-culture Entrepreneurial mindset Blurred lifestyle Trendwolves Tom Palmaerts De Week van de Ondernemers Twitter @palmaerts Mail tom@trendwolves.com Web tompalmaerts.com - trendwolves.com
Editor's Notes
- Millennials op de werkvloer, een must
- *Boomers’ sense of adventure doesn’t stop at adventure travel. Sex, drinking and drugs also top the list of favorite Boomer past times. ** personal gratification. mei 68, hippies, free love, vechten op de barricades persoonlijke bevrediging is van groot belang ** they’re single again! Boomers are getting divorced at a rate higher than any other generation in U.S. history. So called “gray divorce” (divorce among Americans over 50) has doubled over the last two decades. ***Boomers who have devoted 25 – 30 years to the corporate world are taking their skills and passion and becoming entrepreneurs. With people living long into their seventies or eighties they have plenty of time to pursue their dream. ***Interested in tech, but not fully adapted. While Boomers have both the ability and the propensity to buy technology products and services (i.e., they buy because they can), they are also embracing technology as a way to defy growing old. ****HR leaders should value their older workers' organizational knowledge. By establishing strong knowledge management and transfer programs, such as documentation, job transfers and mentor relationships, HR leadership can ensure that Boomers' critical experience and knowledge isn't lost the day they take retirement. ****Boomers have a reputation for being bad at technology, but in reality they want tech training, and do just fine once they have it. Boomers care about their companies and nearly half (46%) are motivated largely by having a sense of purpose at work.
- Gen X dat uitkijkt naar een grotere auto en naar een verhuis naar een kantoor op een hogere verdieping, met een deur die veelal dicht blijft en twee ramen die een mooi uitzicht bieden over de stad of over de omgeving. Members of Generation X, born between 1965 and 1980, are "cautious" and "conservative," especially when compared to the bold personalities of many Boomers. They tend to be highly educated, self-sufficient and remarkably adaptable to diverse experiences. (took care of themselves at home as their parent(s) worked), MTV, and the Fall of the Berlin Wall. Of all the generations, they came from homes with the highest number of divorced parents. These events have made them independent, self-sufficient, and skeptical. “While the evidence suggests the real challenges are at each end of the age spectrum, don’t miss out the middle because they’re probably the core people in your organisation right now.”
- Millennials (born between 1980 and 1997) are highly ambitious and idealistic, but sometimes lack focus. Millennials prioritize a balance between life and work, in stark contrast to Baby Boomers and Gen X, and use technology and flexible work arrangements to both enhance their work production and diminish their physical presence in the office. Members of Generation Y were defined by events such as computers and technology, schoolyard violence, TV talk shows, and the girl’s movement. They grew up in a supportive environment where (1) protective parents and other adults attended to their needs, (2) all kids receive rewards regardless of individual effort, and (3) punishment was often time-outs. This has made them confident, sociable, and optimistic.
- voornaamste reden om te reageren op een vacature is nieuwsgierigheid. Zou ik de selectie halen? zou ik meer kunnen verdienen? zou ik betere voorwaarden kunnen krijgen?
- neem aan voor DNA, skills aanleren DNA benadering matching company culture with people Doet accent al Instead, researchers say, interviewers should look for collegiality and a commitment to the business’s strategy and values. “A cultural fit is an individual whose work-related values and style of work support the business strategy,” said Lauren Rivera, who studies hiring at Northwestern’s Kellogg School of Management. “When you get into a lot of the demographic characteristics, you’re not only moving away from that definition but you’re also getting into discrimination.”
- When new folks join a company, most are itching to get to work. They’ve probably been through a bunch of interviews and feel excited to dig into something new. It’s the same with hiring managers: After a long hiring process, making an offer, and setting a start date, they’re chomping at the bit to finally bring someone up to speed. But here at MailChimp, we don’t let new hires touch any actual work for a full week after starting. That may sound inefficient, but since I joined the company five years ago, we’ve welcomed over 600 new employees and invested heavily in our onboarding program. It’s paid off in boosting success across the company—it’s earned high marks from employees who’ve been through it, and our turnover rate is only 4%. On day one, hires are greeted with bags of MailChimp swag and personalized notes from their hiring managers. We get managers involved right away in order to build relationships and reinforce a sense of community. Next, they meet their “Chimpanion.” We developed this program, which pairs newbies up and with seasoned employees, after realizing new hires tended to stick with their start-date cohorts and their immediate teams.
- X/YZ/ gaat veeleer gebruik maken van technologie om remote te gaan werken, vandaar het enorme succes van de derde werkplek, tussen hoofd & thuiskantoor, de fameuze co-working spaces
- work & life bakers pursuing their dreams, young people are not bound to geographical locations
- Hostel meets student housing 1 night up to 1 year International students (Urban nomads) Different rooms (more or less privacy) Importance of communual space
- Surf Office Surf Office’s website promises a “boost of team spirit” that will help you “build productivity under the sun.” Businesses “relocate” teams—from 5 to 80 workers—for a week of beachside meetings in coastal Lisbon or Madeira, Portugal; or Barcelona, Malaga, or Gran Canaria, Spain. Once there, colleagues bond, explore, and (obviously) surf. In addition to conference rooms, Wi-Fi, projectors, and a concierge who responds to requests via Slack, the company also runs team-building activities: beach games, group hikes, communal meals. Come if ... you’re sick of holding your retreat in a hotel conference room, or you’re looking for a hub where remote team members can congregate. Worried that your employees will ditch meetings to hang 10? “You’re there with all your colleagues, so it’s nonsense to leave them and go to the beach,” says founder Peter Fabor. And with no extra commute to work, he says, “there is still plenty of time” to catch some waves. Cost: Starting at about $48 per person, per day, includes shared accommodations (two or three people in a room) and workspaces; thesurfoffice.com
- What’s the best way to make an employee’s performance review actually matter? For GE, it meant rethinking their entire system. Performance Development is an all-inclusive, interactive web-based and mobile app designed to manage and evaluate an individual’s work on a daily basis (rather than the more traditional yearly format); creating a single place where employees can set priorities, organize discussions with managers, and share insights with fellow team members allows for a more nimble approach to professional development that can be updated and shifted on a regular basis to ensure maximum efficiency, and a staff that can best serve the company’s customers. https://hbr.org/2015/08/ges-real-time-performance-development
- X/YZ/ gaat veeleer gebruik maken van technologie om remote te gaan werken, vandaar het enorme succes van de derde werkplek, tussen hoofd & thuiskantoor, de fameuze co-working spaces
- Adobe, for instance, has abandoned the traditional performance reviews The company has instead embraced frequent “check-ins,” during which managers provide coaching and advice. Check-ins are designed to communicate simply what is expected of staff and to allow managers to give and receive feedback, assist employees with performance improvement, and guide them in their growth and development. This process provides feedback that is more immediate and relevant than the once-a-year, and usually much-dreaded, review. No forms are completed during the check-ins, nor are any technologies employed to guide managers in their task. They are trained, however, in the subtleties of providing and receiving feedback via classes and by role playing realistic, and sometimes difficult, situations.
- Experiences > material possessions Using not owning Architect went to Philips “I want light” sustainable design
- The Highest-Paid YouTube Stars 2016: PewDiePie Remains No. 1 With $15 Million
- Invent you own job Invent your own job: mermaid Claire (France) looking on the internet made a costume fotoshoot website shows travels trough the US
- Shopper Futures, the company's innovation initiative, brings together retailers, entrepreneurs and its own "power brands" to help transform the consumer retail experience. "We're thrilled to be working with some of the most ambitious entrepreneurs and retailers across North America, to help shape the future of retail both in-store and online," said Kim Yansen, director of field shopper marketing. "The caliber of participating startups is truly incredible. Through our 90-day collaboration process, we're looking forward to putting real solutions in market to solve pressing retail challenges and help unlock growth for our retailers and categories." Shopper Futures is the fourth global iteration in the Futures series, building on the success of Mobile Futures, an initiative Mondelēz launched in 2012 that paired its brands with select startups to accelerate existing mobile innovations and incubate new ventures. Kicked off by several days of "immersions" at each startups' headquarters, the teams will work together to build programs to pilot within 90 days. By harnessing each startup's entrepreneurial spirit, the retailers' commitment to testing innovative ideas, and Mondelēz's brand and shopper marketing expertise, the goal of Shopper Futures is to develop scalable shopper learnings and solutions by the end of 2015 while continuing to infuse a spirit of intrapreneurship internally at Mondelēz.
- Jongeren hebben meer vrijheid dan ooit om te worden wie ze willen zijn. Op een creatieve manier shoppen ze hun identiteit bijeen. Het internet staat vol inspiratie, via sociale media pushen ze elkaar om zich te uiten. Zelfontwikkeling is hun manier om zowel ergens bij te horen, als zich te onderscheiden van de rest. Millennials construct their own identity just like a puzzle. A profile bio on social media will never be a single word, but a sum of all their interest, hence generation slash, which refers to the slash between the different personas they bring forward.
- Toont aan wat je ook nog buiten je werk kan doen Combining multiple jobs
- Onthouden: ook intens Breakfast rave —> Opladen: dansen, smoothie, yoga
- This is Brookly Boulders Somerville, a combination of climbing gym and co-workingspace in Somerville, Massachusetts. The workspace, planted in the middle of a 40,000-square-foot climbing facility, is located on top of a 120-foot-long and 22-foot-high climbing wall.
- Of je kan als bedrijf zelf gaan waken over de work-life balance van je werknemers… anti-overuren Heldergroen, a design studio based in Amsterdam, Netherlands. Here, you can find desks that vanish after 6pm so that employees can relax or go home. After 6pm, there is space for recreational activities. In this way, the employees can maintain a healthy work-life balance.