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Managing Millennials Webinar Slides
This document is a presentation about managing millennials in the workplace. It begins with sign-in instructions for webinar participants and then discusses generational differences in outlook, work ethic, leadership styles, and relationships. It provides information on current millennial employment trends, positive recruitment and hiring practices, the importance of relationships and feedback for millennials, and how to facilitate their success through training, clear expectations, and mentoring relationships. The presentation emphasizes that training is key to retention and engagement of millennial employees. It concludes by asking participants to discuss practices their organizations have in place to support millennials and how leaders can develop access to knowledge across generations.
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Managing Millennials Webinar Slides
- 1. Desktop Education forParks And Recreation Welcome and Sign-In 0 Please sign in with: 0 Your Agency Name and the number of people watching/attending the webinar from your agency today 0 What is the name of the person who will be inputting answers into the webinar application 0 Have you watched the pre-webinar assignment video? 0 If possible PLEASE show it to your group before we begin. The video is about 2 minutes long. 0 Go to YouTube and Search: Microsoft Surface Pro Commercial “The Vibe.” We have also posted the link in the chat box AND included it in your pre-webinar assignment/handout. 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 alist 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
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- 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? 6
- 7. They are thetrue 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 7
- 8. The Way theGenerations See the World Outlook Work Ethic Leadership Relationship 8
- 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
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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 EmploymentTrends 13
- 14. Current Millennial EmploymentTrends 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”. 14
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- 16. Today’s Employment Trends (thatwill 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. 16
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- 18. Recruitment “Today is thetomorrow 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 0Opportunity 0 Ethics 0 Entrepreneurship 0 Lifestyle 0 Diversity 0 Technology 0 Mission Being “Cool” (or recruitment Hot Buttons) 19
- 20. Applicant Process • Ifpossible, 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 20
- 21. POSITIVE HIRING PRACTICES •When hiringa 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 andShare…WHAT ARE YOUR POSITIVE RECRUITING/HIRING TACTICS? 22
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- 24. NOW THAT YOU’VEHIRED THEM WHAT DO YOU DO? 24
- 25. NOW THAT YOU’VEHIRED 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 theGenerations See the World Outlook Work Ethic Leadership Relationship 26
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- 31. Based on theprevious 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. EmotionalBased 0Transactional and competitive 0 Emphasis on salary over appreciation 0Work/life success 0 Establishing trust through relationships 32
- 33. Parasitic relationship – feedingoff of each others lifeblood “as long as I’m getting something for this.” 33
- 34. Mutualistic relationship – whenone person benefits, everyone benefits 34
- 35. WHAT THEY ARESAYING 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 0Millennialsdo not know how to build relationships with their managers or authority figures. 0Older generations have not had the experience of reaching downward. 36
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- 38. Facilitating Success 0Millennials desperately want mentorsor 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 tovillainize, tolerate or engage. 39
- 40. Effective Leadership Challenged Effective 0Turnover 0Complaints 0Absenteeism 0Communication 0LowProductivity 0Rather than changing “them”, being willing to adapt 0See this time as a transfer of knowledge 40
- 41. They are highperformance (and a possibility of high potential) with high maintenance. For some managers, the high maintenance clouds the potential 41
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- 46. Make and TakeQuestion 2 What is your hook? What will you do to change that perception? 46
- 47. Colorado Park andRecreation District, the number one complaint from employees 16-24 was a lack of training. 47
- 48. SO WHY DOESTHIS MAKE A DIFFERENCE???? 48
- 49. Training = Retention Explain your expectationsand the expectations of the organization Include peer/mentor leadership Relationships Relationships Relationships Fun Interactive Challenging 49
- 50. Training is successfulwhen 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 withthe organization and the job should be explicit rather than implicit 51
- 52. Policies, Procedure andPractices Help or Hindrance? 0Dress code 0Decision making practices 0Staff Development 0Scheduling 0Reporting practices 0Evaluations 0 What 52
- 53. ARE THESE PRACTICESIN 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? 53
- 54. CELEBRATE YOUR SUCCESS Thankyou! Lori A. Hoffner Supporting CommUnity, Inc. Lori@SupportingCommUnity.com 54