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Communicating With Millenials
This document discusses communicating effectively with Millennials in the workforce. It notes that communication styles differ across generations and that existing communication practices may need to be evaluated and adapted. The document recommends understanding what Millennials value, such as having a voice, social currency, pride in their work, and easy access to information and constant feedback, and focusing communication efforts on giving them what they want. Effective strategies include asking about their preferences, being open to learning new approaches, and providing clear performance reviews paired with mentorship.
Communicating With Millenials
- 1. exaqueo™ a workforce consultancy ©exaqueo™2013 @SusanLaMotte Communicating With Millenials @SusanLaMotte | Susan@exaqueo.com Susan LaMotte, founder
- 2. today’s conversation Communication Acrossthe Ages What We’ve Learned About Millenials Evaluating Existing Channels Giving Millenials What They Want ©exaqueo™ 2013
- 3. Where business meetsbehavior.
- 4. ©exaqueo™ 2013 more ofthe same
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- 6. Communication model Show commmodel with filter ©exaqueo™ 2013
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- 10. ©exaqueo™ 2013 what we’velearned about generational differences
- 11. workforce habits ©exaqueo™ 2013 MULTIPLE GENERATIONSAT WORK TRAD. BOOM. X Y Z ① Re-engaging in the workplace ② Dissatisfied with opportunities for career progression ③ Plan to work until at least 70 ④ Think their drive is intimidating to other generations Pre- 1945 1945- 1964 1965- 1980 1980- 1997 1998+
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- 14. cultural norms ©exaqueo™ 2013 Ican’t understa nd you.
- 15. practical guidance ©exaqueo™ 2013 ①Practice awareness ② Ask about preferences ③ Be open to learning
- 16. workforce habits ©exaqueo™ 2013 TRAD. BOOM. X Y Z ①Re-engaging in the workplace • Sit-down conversations ② Dissatisfied with opportunities for career progression • Ask what they want ③ Plan to work until at least 70 • Give them a vision ④ Think their drive is intimidating to other generations • Be clear in performance reviews & pair with mentors
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- 22. ©exaqueo™ 2013 giving millenialswhat they want
- 23. what they careabout ©exaqueo™ 2013
- 24. case in point:voice ©exaqueo™ 2013
- 25. case in point:social currency ©exaqueo™ 2013
- 26. case in point:pride ©exaqueo™ 2013
- 27. case in point:ease of access ©exaqueo™ 2013
- 28. case in point:ease of access ©exaqueo™ 2013
- 29. case in point:constant communication ©exaqueo™ 2013
- 30. case in point:instant feedback ©exaqueo™ 2013
- 31. exaqueo™ a workforce consultancy ©exaqueo™2013 Communicating With Millenials @SusanLaMotte | Susan@exaqueo.com Susan LaMotte, founder @SusanLaMotte | #DOF2013
Editor's Notes
- #2 Zeitgeist definition
- #6 I. Communication Across the Agesa. Changes in channel structuresb. How that intersects with generational shifts
- #8 http://www.youtube.com/watch?v=xlNumMUaDik
- #11 II. What We've Learned About Millennialsa. Communication habitsb. Workforce habits
- #12 Referenceaccenture survey, and BLS data (cite China Gorman, in evernote under datat)
- #14 III. Evaluating Existing Channelsa. Cultural norms in the organizationb. Tools in the organizationc. Tools to consider
- #17 Referenceaccenture survey, and BLS data (cite China Gorman, in evernote under datat)
- #18 In-person conversations
- #19 email
- #20 meetings
- #21 Start & end times
- #22 hierarchies
- #23 IV. Giving Millennials A Voicea. Internally: with leaders and peersb. Externally: consumer/employer brandsV. Giving Millennials Feedbacka. Change in performance management normsb. Communication coachingc. Culture & Communication
- #24 http://www.pwc.com/gx/en/managing-tomorrows-people/future-of-work/millennials-survey.jhtml
- #25 Career Builder WorkLife
- #27 The NSHSS student survey has been conducted online since 2008, emailed to NSHSS members annually.• Over 9,000 students, ages 15-27, participated in the 2013 surveyRespondents were asked to rank their preferred companies to work for and selected from a list of over 200 companies. The list of companies was created by combining the 2012 and 2013 Fortune 100 Best Companies To Work For, the 2012 and 2013 DiversityInc Top 50 Companies for Diversity, selected companies from Fortune’s Global 500, and popular write-in choices from prior surveys. Respondents were given the opportunity to select up to three companies and were also allowed to write-in choices. Results available for further review include gender, age group, and diverse/non-diverse rankings.Note: Companies with identical rankings are tied in responses and the next ranking order skipped.The most popular choices continue to reflect interests in technology and health fields. In 2013, Google dropped from first place in 2012 to 4th as the most preferred employer. St. Jude Children’s Research Hospital ranked number one, with 8 of the top 25 companies being hospitals or health service companies and organizations. Teach for America was a popular choice, ranking #21. Many government agencies placed high as well. The FBI ranked #6 and the CIA closely followed placing at #7; the U.S. State Department ranked #12, and National Security Agency #17. Of the U.S. Armed Forces, the Air Force ranked #18, the Navy ranked #25, the Army ranked #29, and the Marines ranked #67. Technical companies Google, Apple, Microsoft, SONY, and Amazon ranked in the top 25, with Facebook dropping from #17 to #38. Abercrombie & Fitch remains the only retail company in the overall top 25.
- #28 Brazen Careerist
- #29 Career sites—chat functions
- #30 Yammer
- #31 Yammer