Lori Hoffner

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1

2. Managing Millennial’s;
The “Y” Factor
presented by
Lori A. Hoffner
Speaker ~Trainer ~ Consultant
SupportingCommUnity, Inc.
Littleton, CO
Phone720-353-2863
www.SupportingCommUnity.com
Lori@SupportingCommUnity.com

3. Lets make a list of Resources
using our webinar attendees
When you think of Millennials
what is the first word that
comes to mind?
Small Group Discussion
1 minute to discuss and share
3

4. 4

5. 5

6. 4+1 Generations
0Traditionalist/Builders – 1930-1945
0Baby Boomers – 1946 - 1964
0Gen X – 1965-1979
0Gen Y/Millennials – 1980-1996
0Gen Z – 1997…
What generations are represented in
your group today?
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7. They are the true digital natives –
nearly all waking hours they are
“connected"
0Typically send & receive
over 3,000 text
messages per month
0Rather text than talk
0 bosses, friends, coaches,
teachers, parents...
0Rarely use email
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8. The Way the Generations See
the World
Outlook
Work Ethic
Leadership
Relationship
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9. Generational Differences
0Traditionalist – Practical
0Boomers – Optimistic
0Gen X – Skeptical
0Gen Y - Hopeful yet realistic
0Gen Z - Pessimistic
Outlook
9

10. Generational Differences
Work Ethic
0Traditionalist – Dedicated
0Boomers – Driven
0Gen X – Balanced
0Gen Y – Ambitious
0Gen Z – Necessity
Refer to Your Make and Take Activity Page 9 of
your Handout, Item #1
What is YOUR work ethic? 10

11. Globalization, diversity,
tolerance
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12. Leadership
• Traditionalist–
Hierarchy
• Boomer –
Consensus
• Gen X –
Competence
• Gen Y –
Collaboration
• Gen Z –
Individualism
Please discuss
and share…
Do you agree
with these
generalizations
Why or why not? 12

13. Current Millennial Employment Trends
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14. Current Millennial Employment Trends
0There are over 78 million twenty-
something’s worldwide.
0By 2006 the millennial generation
comprised 21% of the workforce in the
United States alone. Currently there are
32 million “Y” workers and by the end of
the decade, they will be “all-in”.
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15. 15

16. Today’s Employment Trends
(that will impact the Millennial workforce)
0Exit of Baby Boomers, although slowed
by recent economy will begin with a
fury.
0Next 5 years, 50% of company
executives will retire.
02-5 positions with companies will be
right behind them.
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17. 17

18. Recruitment
“Today is the tomorrow that you worried
about yesterday”
0Ask yourself; are you just wanting to get
a job done or do you want to build an
effective work staff?
0Stay true to your organizational culture
while recognizing what attracts the “Y“
Consistently Share Your Mission
18

19. 0 Fun
0 Creativity
0 Opportunity
0 Ethics
0 Entrepreneurship
0 Lifestyle
0 Diversity
0 Technology
0 Mission
Being “Cool”
(or recruitment Hot Buttons)
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20. Applicant Process
• If possible, interact with each young
person who turns in an application?
– Opportunity to have current employees give
their assessment
• Have a review process
– Criteria for application/resume’ review
• Make every effort to thank all who apply by
card, letter, email or text
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21. POSITIVE HIRING
PRACTICES
•When hiring a teen or
twenty -something
employee, be clear as to
why.
• Connect their talents or your
impression of their gifts to the
mission of your organization
21

22. Please Discuss and Share…WHAT
ARE YOUR POSITIVE
RECRUITING/HIRING TACTICS? 22

23. 23

24. NOW THAT YOU’VE HIRED THEM
WHAT DO YOU DO?
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25. NOW THAT YOU’VE HIRED THEM
WHAT DO YOU DO?
Nationally, one of the top
complaints of Millennial
employees is the lack of a
relationship with their immediate
supervisor.
25

26. The Way the Generations See
the World
Outlook
Work Ethic
Leadership
Relationship
26

27. Relationships
27

28. Relationships
28

29. Relationships
29

30. Relationships
30

31. Based on the previous
slides, do you think these
relationship
generalizations are
accurate? Why or why not?
Discuss and share in your chat
box…
31

32. Leadership:
Rationale Based vs.
Emotional Based
0Transactional and competitive
0 Emphasis on salary over appreciation
0Work/life success
0 Establishing trust through relationships
32

33. Parasitic relationship –
feeding off of each others
lifeblood “as long as I’m
getting something for this.”
33

34. Mutualistic relationship –
when one person benefits,
everyone benefits 34

35. WHAT THEY ARE SAYING
In a recent survey of 16 – 24 year old
employees; on their top three reasons
for leaving a job:
• 31% Did not like working with loud or obnoxious
co-workers
• 37% Would leave if they did not feel supported by
their immediate supervisor
• 48% Said being reprimanded in public by their
supervisor would cause them to leave 35

36. In the Workplace
0Millennials do not
know how to build
relationships with
their managers or
authority figures.
0Older generations
have not had the
experience of
reaching
downward.
36

37. 37

38. Facilitating Success
0Millennials
desperately want
mentors or career
advocates
0They are
constantly seeking
feedback about
“how they are
doing”
090 day “stay
reviews”
0Creative
challenges
0Small goals with
tight deadlines
38

39. Being Effective
0Choosing to villainize, tolerate or engage.
39

40. Effective Leadership
Challenged Effective
0Turnover
0Complaints
0Absenteeism
0Communication
0Low Productivity
0Rather than
changing “them”,
being willing to
adapt
0See this time as a
transfer of
knowledge
40

41. They are high performance
(and a possibility of high
potential) with high
maintenance.
For some managers, the high
maintenance clouds the potential
41

42. 42

43. PERCEPTIONS
Colin Kapernick
1987
43

44. PERCEPTIONS
44

45. PERCEPTIONS
Mark Zuckerberg
1984
45

46. Make and Take Question 2
What is your hook?
What will you do to change that perception?
46

47. Colorado Park and Recreation District,
the number one complaint from
employees 16-24 was a lack of
training.
47

48. SO WHY DOES THIS MAKE A
DIFFERENCE????
48

49. Training =
Retention
Explain your
expectations and the
expectations of the
organization
Include peer/mentor
leadership
Relationships
Relationships
Relationships
Fun
Interactive
Challenging
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50. Training is successful when it is…
Thorough and Inclusive
0Explain what your work ethic is and find out
how similar it is to theirs
0Job responsibilities need to be clear and
concise
0Work to increase employee ownership
50

51. 0All expectations with the
organization and the job
should be explicit rather
than implicit
51

52. Policies, Procedure and Practices
Help or Hindrance?
0Dress code
0Decision making
practices
0Staff Development
0Scheduling
0Reporting practices
0Evaluations
0 What
52

53. ARE THESE PRACTICES IN PLACE IN
YOUR ORGANIZATION?
Generational Understanding
Positive Recruitment
Positive Hiring Practices
Mentoring
Training
Make and Take Question 3 and 4
3. What are TWO practices, policies or procedures that your
organization has in place to support the Millennial workforce?
4. How will you reach DOWN and OUT for access to leadership
and knowledge?
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54. CELEBRATE YOUR SUCCESS
Thank you!
Lori A. Hoffner
Supporting CommUnity, Inc.
Lori@SupportingCommUnity.com
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