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Meet the New Workforce


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I gave this presentation with my former company, fahrenHEIGHT360, in Duluth, MN

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Meet the New Workforce

  1. 1. Meet the Future to Prepare for Success Tomorrow Terese Corey Blanck Mitchell Hislop
  2. 2. Mitchell Hislop
  3. 3. Mitch
  4. 4. Millennial
  5. 5. 20-1 week
  6. 7. Student
  7. 9. Work
  8. 11. FUN
  9. 15. At the same time
  10. 18. Work=Life
  11. 19. Life=Work
  12. 20. Challenging
  13. 21. Engaging
  14. 24. “ Marketing Assistant”
  15. 25. Read: Jack-of-all-trades
  16. 26. Last Week
  17. 27. Market Research
  18. 28. Networking
  19. 29. PR Planning
  20. 30. Campus Marketing
  21. 33. Eagle Scout Award
  22. 36. Captain, Mock Trial
  23. 37. MN Boys State
  24. 38. Worked
  25. 39. Why?
  26. 41. Because I’m a Millennial
  27. 42. Are You Millennial Ready?
  28. 43. Terese Corey Blanck
  29. 45. Travel
  30. 46. “ Connector of People”
  31. 47. Educated Masters Degree in Education
  32. 48. Entrepreneur
  33. 51. Downtime
  34. 53. Musician
  35. 54. Purpose: Educational Revolution
  36. 56. Reasons
  37. 57. Credentials
  38. 58. For the last 20 years
  39. 59. 12-12
  40. 60. Relates to my generation
  41. 63. Generations in the Workplace <ul><li>Are there similarities? </li></ul><ul><li>If so, what are they? </li></ul>
  42. 64. Deeper Understanding <ul><li>At least 75 million millennials </li></ul><ul><li>Born between 1980 - 2000 </li></ul>
  43. 65. #1 Motivator <ul><li>Gen X: </li></ul><ul><li>Challenging and Stimulating Work </li></ul><ul><li>Baby Boomers: </li></ul><ul><li>Challenging and Stimulating Work </li></ul><ul><li>Silent Generation: </li></ul><ul><li>Challenging and Stimulating Work </li></ul>
  44. 66. #1 <ul><li>Millennials: </li></ul><ul><li>Challenging and Stimulating Work </li></ul>
  45. 67. Motivations… <ul><li>The same across generations! </li></ul><ul><li>WOW! </li></ul>Source: The Learning Café: Study of Four Generations, 2008
  46. 68. So what is different? <ul><li>Why does this matter? </li></ul><ul><li>Everyone has a different psychological contract and their generation plays into it. </li></ul>
  47. 69. De-motivator <ul><li>#1 </li></ul><ul><li>Boomers: </li></ul><ul><li>Lack of appreciation, respect, or recognition </li></ul>
  48. 70. De-motivator <ul><li>#1 </li></ul><ul><li>Gen X: </li></ul><ul><li>Inability to learn, </li></ul><ul><li>grow & develop </li></ul>
  49. 71. #1 De-motivator <ul><li>Millennials: </li></ul><ul><li>Boredom, no challenge </li></ul><ul><li>Fact: 70% of recent grads leave their first job within TWO years! </li></ul><ul><li>Source: 2008 Life After College Survey Experience, Inc </li></ul>
  50. 72. Now enter…. <ul><li>Emerging Adulthood </li></ul>
  51. 73. A Millennial & Emerging Adult <ul><li>Millennial Characteristics </li></ul><ul><li>+ </li></ul><ul><li>Emerging Adult Theory </li></ul><ul><li>Success </li></ul>
  52. 74. A new stage of development <ul><li>The 20 year old brain is simply not the same as the 25 year old brain. </li></ul>
  53. 75. Millennial Generation: Threat or opportunity? <ul><li>What makes the new generation different? </li></ul><ul><li>- Their life experiences </li></ul><ul><li>- Members of a generation share a place in history </li></ul>
  54. 76. More demanding? <ul><li>Only know about customizing their own experience </li></ul><ul><li>Xers and Boomers knew records </li></ul><ul><li>Millennials now how to download just the songs they want </li></ul><ul><li>Now we all have the option to customize </li></ul>
  55. 77. What about business? <ul><li>Still very standardized </li></ul><ul><li>Still the same people practices </li></ul><ul><li>Same approach </li></ul><ul><li>Business has not caught up to the knowledge based market </li></ul>
  56. 78. But Millennials live it <ul><li>Don’t understand the standard </li></ul><ul><li>Design their own gap years and MySpace etc. </li></ul><ul><li>What about their own jobs, careers and benefits package? </li></ul>
  57. 79. Why bother? <ul><li>In about 10 years time….Millennials will be the major make-up of the workforce. </li></ul><ul><li>Most of what Millennials want from work are also the same things all other generations want… </li></ul><ul><li>This could be great! </li></ul>
  58. 80. A lesson in chemistry <ul><li>The energy in a strawberry </li></ul><ul><li>Nuclear Fission </li></ul><ul><li>A locomotive & the moon. </li></ul>
  59. 81. Fusion <ul><li>Diverse elements coming together to create a stronger whole. </li></ul><ul><li>2005 survey: 60% of employers experience generational conflict </li></ul><ul><li>Conflict signals…opportunity for fusion. </li></ul>
  60. 82. Put this information to work. <ul><li>Attraction: Are you millennial friendly? </li></ul><ul><li>Retention: Build “scaffolding” around young talent starting day one. </li></ul><ul><li>Engagement: Look at leading, mentoring and coaching rather than supervising. </li></ul>
  61. 83. Internal Customers <ul><li>Your human capital are internal customers. </li></ul><ul><li>How does that change what you do? </li></ul>
  62. 84. Millennials as Customers <ul><li>Expect high expectations </li></ul><ul><li>An optimistic attitude yet practical </li></ul><ul><li>Achievement oriented </li></ul>
  63. 85. Learning Preferences <ul><li>Teamwork </li></ul><ul><li>Structure (remember scaffolding) </li></ul><ul><li>Experiential </li></ul><ul><li>Technology </li></ul><ul><li>Entertaining </li></ul>
  64. 86. Communication Preferences <ul><li>Face-to-face </li></ul><ul><li>Balanced with technology </li></ul><ul><li>Positive </li></ul><ul><li>Goal-focused </li></ul><ul><li>Respectful </li></ul><ul><li>Motivational </li></ul>
  65. 87. Good practices <ul><li>Involve w/leadership </li></ul><ul><li>Pair with leaders/managers </li></ul><ul><li>Be flexible with how they get their work done </li></ul><ul><li>Use the “yes and yes” method </li></ul>
  66. 88. Good practices <ul><li>Know your company demographics </li></ul><ul><li>Build on individual strengths </li></ul><ul><li>Be open to the possibilities </li></ul><ul><li>Human resource strategies must reach across the generations </li></ul>
  67. 89. <ul><li>“ In this uncertain economy and highly competitive business environment, companies recognize that the differentiator is their people .” </li></ul><ul><ul><li>~ Generations at Work </li></ul></ul>
  68. 90. <ul><li>Ignite Your Entry-level Talent and… </li></ul>
  69. 91. <ul><li>Awaken the Corporate Soul. </li></ul>