A study on millennials reveals they experience the highest stress levels among generations, with increasing feelings of loneliness and declining onset age for depression. Millennials are characterized by a desire for feedback, transparency, and development opportunities in their careers, influenced by technology. The document also discusses strategies for engaging millennials in organizations, emphasizing the importance of learning, growth, and innovative work environments.

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4. A study called Stress in America compiled several key findings about millennials:
• Millennials and Gen-Xers report the highest levels of stress
• Millennials are the most likely of all generations to say their stress has increased in the past year
• Millennials are more likely than any other generation to say they have felt a sense of loneliness/isolation
due to stress in the past month.
• Millennials are more likely than other generations to say that stress has a very strong or strong impact
on their physical and mental health.
The average age for the onset of depression
has dropped from late forties or early fifties,
where it was 30 years ago, to mid twenties, and
it’s expected to drop further.
(Source: HBR)

16. (Source: The Millennial Manual”)

17. Bachelor degree isn’t
special. Need to pursue
advanced education. In
response to the changing
world of work.
Average age of marriage
postponed from 20 for
women and 22 for men
to 27 for women and 29
for men in 2015.
With ever-increasing
choices and options,
emerging adults face
incredible pressure and
paralysis analysis

18. They have frequent
changes of
residence—moving to
go to college or to live
with friends or a
romantic partner.
Young people are in a
period of exploration
with respect to all
aspects of their life—
education, career,
relationships. They do
not want to
prematurely limit their
freedom to explore.
Most emerging adults
believe that they will
be living "better than
their parents did." They
expect to find well-
paying and personally-
fulfilling work,
Still in the process of
deciding who they are
and what they want out
of life.
Emerging adults do not
completely feel like an
adult.
(Source: Arnett, Jeffrey,
“The Emerging Adulthood”)

19. 1990 1997 20161994 2004

20. Millennial Mindset: Millennials desire
feedback, making a difference, and
diverse collaboration thanks to gaming.
Innovation Influencer: Nintendo
(Source: “The Millennial Manual”)

21. Millennial Mindset: Millennials
approach differently how they learn,
work, socialize, buy, communicate,
and play due to technology.
Innovation Influencer: AOL
(Source: “The Millennial Manual”)

22. Millennial Mindset: Millennials are
early adopters (ex: social media, cell
phones, and texting) and seek
opportunities to innovate.
Innovation Influencer: Facebook
(Source: “The Millennial Manual”)

23. Millennial Mindset: Millennials
demand transparency from leaders,
employers, and brands.
Innovation Influencer: Glassdoor
(Source: “The Millennial Manual”)

24. Millennial Mindset: Millennials
work/life behavior and values
continue to be shaped by technology.
Innovation Influencer: Netflix,
Amazon, Uber, Snapchat,
Airbnb,Slack (Source: “The Millennial Manual”)

27. How to Engage Millennials in Your Organization
(Source: Gallup)

29. `
30

31. What is the most important thing you look for when applying for a job?
Millennials do need to be convinced why and how an organization will
help them learn, grow, and develop, and further their careers.
(Source: Harvard Business Review)

32. Online retailer provides all the
training and mentorship for any
employee to have the opportunity
to become a senior leader within 5
to 7 years. It also offers a system
that allows employees to get
certified and receive a pay bump
with each new skill set acquired.
2000+ company with motion-
picture hits like Shrek, Rise of the
Guardians, Antz. Allows
employees to pitch a movie idea to
members of the executive team.
Offers workshops and mentoring
on how to make the movie pitches
successful.
Two examples of development and growth

33. •
•
•

36. 1. Pick one behavior you’d like to change.
2. Describe your goal in one-on-one
conversation with anyone – it could be a
friend, co-worker, your supervisor or even a
stranger. (“I want to be a better listener.”)
3. Ask for feedforward – two
suggestions for the future that might
help you achieve a positive change in
their behavior. (Do not give ANY
feedback about the past)
4. Listen attentively to suggestions
and take notes. The only thing you
can say in response is
“thank you.”
Step-by-Step Process

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42. (Source: The Millennial Manual)
7 Step Process to Reverse Mentor
Meet and
mentor.
Step 7
Prepare by
identifying
a set of
questions
before the
first
meeting
(Don’t be
afraid to be
ask naïve
questions)
Step 6
Clarify
where to
meet,
frequency,
expectation
s etc.
Step 5
Ask the
junior
colleague
to mentor
you.
Step 4
Identify a
junior
colleague
who has
the
expertise
you need.
Step 3
Identify 1 or
2 items
from the list
that you
are least
likely to
learn on
your own or
during
work.
Step 2
Make a list
of five
things you
don’t know
but need to
know.
Step 1

43. Focus on Experiences
Utility
Productivity
Engagement
Employee
Experience

45. Appointed “Chief Employee
Experience Officer”.”
Responsibilities include, building a
healthy and satisfying food
program, providing employees with
latest technology, recruiting the
best and brightest talent, ensuring
buildings are spaces for optimal
work.
Launched a global listening tour to
better understand what is effective
and ineffective in its employee
experience. Based on the findings,
the Ford HR team delivers high-
impact, innovative workforce
solutions and experiences that
improve workers’ lives.
Two examples of compelling employee experiences

46. This is Your Subtitle

48. This is Your Subtitle

49. pauljsohn
paul.j.sohn
paulsohn@qara.org
@pauljsohn
Qara.org