This document discusses the impact of Millennials on the workplace. It defines Millennials as those born between 1981-1997. Millennials make up the largest generation currently in the US workforce. The document outlines some perceived characteristics of Millennials, such as being team-oriented, eager to learn, and valuing work-life balance. It also discusses Millennial expectations of the workplace, including frequent feedback, opportunities for advancement, and a friendly relationship with managers. The document notes both opportunities and challenges that Millennials present for companies and unions.

1. The Millennial Generation’s
Impact on the Workplace
Presented by: Lori Thomas
MBA 592
Dr. Edmonds
Wilkes University

3. • No official definition of Millennials exists
• Pew Research Center Definition:
• Millennials: Born 1981 through 1997
• Generation Xers: Born 1965 through 1980
• Baby Boomers: Born 1946 through 1964
• US Census Bureau – 75.4 Million Millennials (2015)
• Largest Generation in US
• Most Racially Diverse Generation – 43% Minorities
Data source: Pew Research Center

4. Outgoing
Flexible
Eager to Learn
Opinionated
Impatient
Narcissistic
Entitled
Characteristics
Progressive
viewpoints

5. • Stereotype – Millennials have less of
a work ethic
• No difference in # of hours worked
between Millennials & Gen Xer’s of
the same age
• Need to consider level in the
organization

6. • 94% of Companies use social media to recruit.*
• Millennials research companies – what will they find?
• 88% of Millennials say they look for an employer whose values match their own.**
• Employers should research candidates too
• 42% of recruiters say the reconsidered a candidate based on content viewed in a
social profile.*
Data source: *Jobvite
**PriceWaterhouseCoopers

7. • Pay is important – not only source of satisfaction
• Pay as a reward, rather than incentive
• 2012: 60% of Companies are taking measures to understand what
different generations want from company benefits*
• Millennials value voluntary benefits and support services
• Student Loan Aid – gaining popularity
Data source: *Metlife

8. • Work-Life Balance
• High Priority for Millennials
• Enabled by Technology
• Commitment from Management
• Accountability
• Volunteerism & Charity
• Programs for Employees to make a difference
• Casual Dress

9. • Friendly relationships with manager
• Feedback – Frequent, positive & affirming
• Clear direction and structure – avoid uncertainty
• Upper Management – transparency
• Advancement Opportunities – Sooner rather than later
Millennials Expectations:

10. Workplace
Millennials
• Desires Work-Life
Balance
• Enjoys Teamwork
Generation Xer’s
• Likes to Work
Independently
• Dislikes Meetings &
Group Work
Baby Boomers
• Workaholics
• Critical of Coworkers
who don’t share
values
Key: Recognize and respect differences. Learn to utilize differences to an advantage

11. Opportunities
• Team Players
• Willing to Learn from Elders
• Technologically Advanced
• Prefer Highly Structured Organizations – Likely
to align with Co.’s Strategic Goals
• Positive Attitude Towards Diversity
Challenges
• Desire for Work-Life Balance (work ethic)
• Entitlement – Advancement
• Disregard for Chain of Command
• Reliance on Teams (risk avoidance)
• Desire for Consistent Feedback
Suggestions
• Take advantage of Multi-Generational Teams
• Provide avenues for interaction with Senior Leaders
• Mentorship Programs
• Assign Independent Projects/Assignments
• Educate!

12. • Union Membership*: 35% Public Sector 6% Private Sector
• Future of Unions – Will be dependent on Millennials
• Majority of Millennials view unions as positive
• Viewpoints become less positive with age
• Millennials support principals on which Union’s stand

13. Opportunities
• Not likely to support defending individuals
disc action or termination
• Positive change for Union-Mgmt
relationship
• More bargaining power for Employers
Data source: *Pew
Challenges
• Few Millennials join unions
• Positions not available
• Attracting Millennials – greater benefits &
wages obtained at the expense of newer
members
Suggestions
• Encourage Millennial Involvement in Union Leadership
• Retirement packages
• Negotiate policies/benefits that also appeal to newer members

14. • Millennials have grown up with
advanced technology
• Internet and Cell phones have
changed the way people
communicate
• 3/4 of Millennials have social media
accounts*
• Half of Gen Xer’s & less than a third of
Boomers utilize social media
Data source: *Council of Economic Advisors

15. Suggestions
• Form Multi-Generational Teams – Encourage Learning
• Require fact-checking
• Protect the use and placement of company name & products
Challenges
• Connected by technology hinders
opportunity for regular feedback
• High expectations = disappointment
• Lack of validation of information
• Social platforms & negative publicity
Opportunities
• Technology enables work-life balance
arrangements
• Millennials – great resource for those less
tech-savy
• Millennials – great resource for technical
improvements

16. In Summary

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REFERENCES