This document discusses the desires and expectations of Millennial workers. It notes that Millennials will make up 75% of the workforce by 2025. Millennials value work-life balance, good relationships with colleagues and supervisors, learning opportunities, and a sense of purpose in their work more than high salaries. They expect modern technology and flexible work arrangements. Rigid processes and outdated corporate technology do not meet Millennials' needs and expectations. The document recommends that companies focus on culture, technology platforms, and agile processes to attract and retain Millennial talent.
Attracting & Retaining Top Talent: Millennials In the WorkplaceMcKonly & Asbury, LLP
This webinar will be hosted by McKonly & Asbury Human Resources Director, Suzanne Sentman, and Human Resources Coordinator, Holly Kressler.
Millennials, the cohort of Americans born between 1980 and the mid-2000s, now surpass Baby Boomers as the largest living U.S. generation. In 2013, they represented one-third of the total U.S population and by 2020, they are expected to make up half of the workforce. How are employers responding to this employee population shift?
This webinar will explore the defining characteristics of the Millennial generation and how companies can utilize this information to successfully attract, recruit, and retain these employees. As employers create a culture that supports this generation’s need and desire for career growth and advancement, best practices will be examined in areas such as recruiting, onboarding, training, and performance management.
Millennials in the Workplace - How to better connect with them in the workplaceXPotential
The Millennials are those born from the early ’80s to the early 2000s.They are both the 20th century’s last generation and its first truly digital one.
This presentation explores the Millennials in the workplace and how employers should connect with them.
Why Millennials Are Important At WorkplaceNipun Gupta
This is basically a presentation which cover the importance of millennials at the organisation or company and also how the organisation achieve the goals with the millennials.
Millennials, Generation Y - born between 1980 - 2000, how they respond to work ethics, their behavior at the workplace, how they like to manage work-life balance, and how the organizations should manage in order to compete in future.
IN THIS SUMMARY
A few years ago, Chip Espinoza, Mick Ukleja, and Craig Rusch began to notice a growing frustration among managers and business leaders trying to integrate younger workers into their organizations. Three generations of workers (Builders, Baby Boomers, and Generation X) have been occupying the work force and keeping the status quo for well over a decade. But recently, tension in the workplace has been brewing between the new workers entering the workforce, the Millennials, and the other age groups. Espinoza, Ukleja, and Rusch conducted a two-year study, interviewing hundreds of managers and employees in a variety of work environments. In Managing the Millennials, they illustrate nine points of tension which result from the clashing value systems of the different generations of workers, and nine corresponding competencies required for managers to successfully turn these points of tension into points of connection.
SUBSCRIBE TODAY
http://www.bizsum.com/summaries/managing-millennials
Sorting Truth from Myth regarding Millennial Pay
Millennials are growing up...and have taken over majority status in today's workforce. As a result, if you lead a company, odds are you have a significant block of employees who fall in this category within your organization. You have probably likewise concluded that this group is a breed apart from those you’ve previously dealt with…so when it comes to constructing an effective pay plan, you’re at a loss. Among other things, you may have bought into the conventional wisdom that says millennials are not loyal to a company and therefore traditional forms of pay won’t appeal to them. If these are issues you’re facing, you will not want to miss this broadcast.
For the full video version of this presentation, visit VisionLink's website at: http://www.vladvisors.com/compensation-knowledge-center/webinars/what-millennials-want-in-a-pay-plan
From an employee engagement standpoint, is engaging millenials different from the rest. If it is different, how different it is.
What need to be kept in mind for employee engagement, when you have a size bale millenial population.
Attracting & Retaining Top Talent: Millennials In the WorkplaceMcKonly & Asbury, LLP
This webinar will be hosted by McKonly & Asbury Human Resources Director, Suzanne Sentman, and Human Resources Coordinator, Holly Kressler.
Millennials, the cohort of Americans born between 1980 and the mid-2000s, now surpass Baby Boomers as the largest living U.S. generation. In 2013, they represented one-third of the total U.S population and by 2020, they are expected to make up half of the workforce. How are employers responding to this employee population shift?
This webinar will explore the defining characteristics of the Millennial generation and how companies can utilize this information to successfully attract, recruit, and retain these employees. As employers create a culture that supports this generation’s need and desire for career growth and advancement, best practices will be examined in areas such as recruiting, onboarding, training, and performance management.
Millennials in the Workplace - How to better connect with them in the workplaceXPotential
The Millennials are those born from the early ’80s to the early 2000s.They are both the 20th century’s last generation and its first truly digital one.
This presentation explores the Millennials in the workplace and how employers should connect with them.
Why Millennials Are Important At WorkplaceNipun Gupta
This is basically a presentation which cover the importance of millennials at the organisation or company and also how the organisation achieve the goals with the millennials.
Millennials, Generation Y - born between 1980 - 2000, how they respond to work ethics, their behavior at the workplace, how they like to manage work-life balance, and how the organizations should manage in order to compete in future.
IN THIS SUMMARY
A few years ago, Chip Espinoza, Mick Ukleja, and Craig Rusch began to notice a growing frustration among managers and business leaders trying to integrate younger workers into their organizations. Three generations of workers (Builders, Baby Boomers, and Generation X) have been occupying the work force and keeping the status quo for well over a decade. But recently, tension in the workplace has been brewing between the new workers entering the workforce, the Millennials, and the other age groups. Espinoza, Ukleja, and Rusch conducted a two-year study, interviewing hundreds of managers and employees in a variety of work environments. In Managing the Millennials, they illustrate nine points of tension which result from the clashing value systems of the different generations of workers, and nine corresponding competencies required for managers to successfully turn these points of tension into points of connection.
SUBSCRIBE TODAY
http://www.bizsum.com/summaries/managing-millennials
Sorting Truth from Myth regarding Millennial Pay
Millennials are growing up...and have taken over majority status in today's workforce. As a result, if you lead a company, odds are you have a significant block of employees who fall in this category within your organization. You have probably likewise concluded that this group is a breed apart from those you’ve previously dealt with…so when it comes to constructing an effective pay plan, you’re at a loss. Among other things, you may have bought into the conventional wisdom that says millennials are not loyal to a company and therefore traditional forms of pay won’t appeal to them. If these are issues you’re facing, you will not want to miss this broadcast.
For the full video version of this presentation, visit VisionLink's website at: http://www.vladvisors.com/compensation-knowledge-center/webinars/what-millennials-want-in-a-pay-plan
From an employee engagement standpoint, is engaging millenials different from the rest. If it is different, how different it is.
What need to be kept in mind for employee engagement, when you have a size bale millenial population.
Win the “War for Millennial Talent.”
Adopt new mindset – initiate, engage, collaborate and evolve.
Create a GEN Y friendly workplace culture.
Best Practices for Managing Millennials.
Change perspective involving time, technology and loyalty.
Provide in the moment performance feedback.
Create emotionally intelligent teams.
Develop future leadership bench strength.
Millennial-proofing your workplace is an important component to help your business thrive. Workplaces should be created in a way that attracts young talent. O.C. Tanner offers a few suggestions that will help attract Millennials to your workplace.
Millennials: Understanding the GenerationUrbanBound
Understanding the Millennial mindset can be a tricky thing to do. Understand some of the key things Millennials need in the workforce in order to be happy. For even more information, check out our eBook here: http://resources.urbanbound.com/millennial-mindset-understanding-millennials
In this SlideShare we present an overview of what Floown is. The short answer? A SaaS platform for teams, organizations & businesses to effectively work with different people. The long answer? Well, you're gonna have to click through the SlideShare.
Millennials are disrupting the status quo in nearly every arena – from the music and food industries to politics to how we interact socially. Nowhere is their influence more keenly felt, however, than in the workplace – especially because it’s impossible to manage them.
In just over a decade, it’s estimated that Millennials will make up nearly 75% of the workforce. That’s why it’s essential for companies and their leaders to understand who Millennials are and what makes them tick. Or, in other words, how to keep them engaged. Engaged employees have an enormous impact on customer experience, the quality of products and services, and a company’s bottom line. Millennials are changing the rules regarding employee engagement. To be competitive, organizations need to learn how to attract, engage, and retain Millennials or they won’t be able to stay competitive in dynamic and ever changing workplace.
While a lot has been written about managing Millennials, data and experience suggest that attempting to manage them in the traditional sense won’t work. Millennials want to be part of fast moving, innovative organizations where they can contribute immediately. They are not content to wait in line for opportunities. And they want near continual feedback. After all, they are the first always-connected generation and they’ve grown accustomed to immediate feedback via “likes” and comments in their social media accounts. That’s why businesses that are thriving aren’t trying to manage Millennails, but rather are finding ways to channel the energy of Millennials by giving them big problems to solve and then letting them go to work.
Join us on this webinar to find out how to attract, engage, and retain Millennials in today’s ever-changing workplace.
Millennials will be 75% of the workforce by 2025. With an average tenure of just two years, it's time to reevaluate the way we keep young professionals happy and engaged.
Learn the best strategies for reducing millennial turnover and increasing job satisfaction in this report, Top 7 Tips for Engaging Millennial Workers.
Hot off the press and filled with facts from the recently released Deloitte Millennial 2016 Survey, this is a not-to-be-missed guide to creating a workplace culture that millennials won't want to leave!
The 'shift change' is underway as the retiring baby boom generation makes way for Generation X. The shift change is the transfer of the retiring baby boomers to the next generation of leaders that will be taking the helm in the next few years. This time what got you here won’t get you there.
The incoming shift will require a new set of skills and tools to continue the work of the prior shift. This time it is different.
Generational issues in the workplace are one of the biggest challenges facing organizations today. This presentation covers the latest research and ideas to successfully lead 4 generations in the workplace. The latest research on the new skills needed in the modern workforce and how leadership has changed. This session will cover the 5C’s of modern talent management – Culture, Career Path, Competencies, Curriculum, Cloud Learning and how these can be used to create a magnetic organization that attracts and retains the best talent. Participants will learn new approaches to engaging the next generation of workers to connect and collaborate in a way that maximizes their discretionary effort.
For more information on "success skills", curriculums development, strategic planning and facilitation visit us online at http://www.blionline.org
Centennials - who are they & what do they want from the workplace? Sinéad D'Arcy
This presentation was shared with 70 HR professionals as part of a 20-min session during Dublin's Talent Leaders Connect event June 2017. Its a very exciting time in the evolution of our workplace and our workforce as we learn more about the impact and influence Centennials (Gen Z) will have on our workplace.
Find out about upcoming events at www.talentleadersconnect.com
Hiring and Managing a Multigenerational Workforce in These Economic Times
The talent attraction process just became a lot more complicated as employees in all sectors are being let go. The anomaly is that in spite of labour pool surpluses, attracting and hiring the right people may be even more difficult. The first challenge facing employers is how to attract and select quality candidates given the sheer volume of job seekers using every means possible to be their resume in front of you.
Once you have hired them, the second challenge is how do you manage them? While there has been a lot of coverage on how employers are struggling with how to deal with the “millennials” – the latest generation to enter the workforce – there is also the challenge of how to manage them as well as others within the multigenerational workforce.
Join Mark Thompson of Clubjobs.ca, and McKinley Solutions to gain some insights on how identify the serious candidates that can bring value to your organization amount the mountains of those that don’t. In addition you will gain new perspective on the values and attitudes about work and life of the different generations as well as how to manage and motivate them.
Presentation by Olivia Vines, Head of Marketing, JobsGoPublic, Nichola Newbery, Head of Client Partnerships, JobsGoPublic and Neel Patel, Head of Client Partnerships, JobsGoPublic
Unleashing Engagement; Social Media at WorkPolly Pearson
Unleash employee engagement while adding revenue, profit and brand admiration for your company. This is a case study discussion with key implementation tips from Polly Pearson, based on her perspective at work at EMC.
Marketing to Millenials with overview of generational marketing, the evolution of talking, and key points with real world examples of how to reach this market with your brand. Initially presented by Raghu Kakarala for Engauge in Atlanta on January 28th, 2009.
Managers and leaders who are able to understand, communicate, motivate, train, and retain four or five different generations at the same time is mission critical in every industry.
This cross-generation management skillset is not one that managers may naturally have, but it is one that can be developed through learning and practice.
Much has been said about the Millennial generation, also commonly known as Generation Y, but do we really know how to bring out the best in them? Surpassing even baby boomers in number globally; The Millennials are making their mark in a lot ways. They have different dreams. They are changing how things work and the workplace is where they are having the biggest impact.
• Mindset of the Millennial.
Appreciate the differences and similarities in our Millennials’ mindset.
• Inevitable changes in our business world.
Evaluate the evolution of business climate due to the new workforce.
• Opportunities with the Millennial workforce.
Explore how we can bring out the best in our future workforce.
3 Tactics to Engage and Develop Millennial EmployeesQualtrics
View the webinar recording at: https://success.qualtrics.com/3-tactics-to-engage-millennials-watch.html?utm_source=slideshare
By 2025, Millennials will make up 75% of the workforce. As the labor pool changes, employers can no longer rely on traditional tools and strategies to engage and develop employees.
Join Qualtrics and Shelley Kirkpatrick, Director of Assessment Services at Management Concepts, as we discuss Millennial perspectives in the workplace. You’ll learn innovative and engaging ways to create custom programs that impact employee retention and performance, and ultimately boost your company’s bottom line.
How to Use Company Culture to Attract Passive CandidatesDice
Sourcing the most in-demand tech talent is a start. But with high competition for these candidates, it’s not just the job that needs to stand out — your company must, too.
Watch this on-demand webinar, featuring Jim Stroud, Senior Director of RPO Recruitment Strategies at Randstad Sourceright, to learn how to build and communicate a work culture that attracts the most sought-after tech candidates.
You'll learn:
• Key strategies for building a company culture that in-demand tech professionals are looking for
• How to identify the aspects of your unique culture that resonate the most with your target candidates
• How to most effectively promote your company culture in your social recruiting efforts
Learn more at http://www.dice.com/openweb
Quality Jam 2017: Sheekha Singh "Millennials & Testing"QASymphony
Sheekha Singh explores how millennials might turn out to be best testers owing to their gadget-friendly behavior and quest for attention and credibility.
Ever wondered why the two hottest words in marketing today are “Millennial” and “Multicultural”?
Well the short answer is that the Millennial Generation (18-34) rules category after category and Multiculturals are their heart and source of vitality and growth.
Andy Halley-Wright, VP Planning and Research at Y&R/Bravo Miami, looks at how despite millennials coming of age in dire economic times, they are optimistic, open minded and brave. And in the home of the brave, the American Dream burns brightest in multicultural millennial hearts. Naturally various life stages and different mindsets fall between the ages of 18 and 34. In fear of over simplification, the younger cohort (18-24) are “Explorers” (4Cs) driven by the mega need of discovery while the older segment (25-34) are “Aspirers” (4Cs) motivated to make a mark and to show the world that they are making it.
"Born in a digital world, eight in 10 Millennials in America own a smartphone. They are always on, always connected – like 1 in 2 are tweeting, liking, emailing, you-tubing or whatever; while on the toilet! No generation has ever spread the word about themselves and help build or break brands like this generation. And again, Hispanics are at the bleeding edge, especially when it comes to mobile," he writes.
If “Millennial” and “Multicultural” are the two hottest words in marketing today, the two most important commandments they impart are that the marketer should “Embrace Diversity” and “Be Participatory.” Of course, that’s easier said than done.
Win the “War for Millennial Talent.”
Adopt new mindset – initiate, engage, collaborate and evolve.
Create a GEN Y friendly workplace culture.
Best Practices for Managing Millennials.
Change perspective involving time, technology and loyalty.
Provide in the moment performance feedback.
Create emotionally intelligent teams.
Develop future leadership bench strength.
Millennial-proofing your workplace is an important component to help your business thrive. Workplaces should be created in a way that attracts young talent. O.C. Tanner offers a few suggestions that will help attract Millennials to your workplace.
Millennials: Understanding the GenerationUrbanBound
Understanding the Millennial mindset can be a tricky thing to do. Understand some of the key things Millennials need in the workforce in order to be happy. For even more information, check out our eBook here: http://resources.urbanbound.com/millennial-mindset-understanding-millennials
In this SlideShare we present an overview of what Floown is. The short answer? A SaaS platform for teams, organizations & businesses to effectively work with different people. The long answer? Well, you're gonna have to click through the SlideShare.
Millennials are disrupting the status quo in nearly every arena – from the music and food industries to politics to how we interact socially. Nowhere is their influence more keenly felt, however, than in the workplace – especially because it’s impossible to manage them.
In just over a decade, it’s estimated that Millennials will make up nearly 75% of the workforce. That’s why it’s essential for companies and their leaders to understand who Millennials are and what makes them tick. Or, in other words, how to keep them engaged. Engaged employees have an enormous impact on customer experience, the quality of products and services, and a company’s bottom line. Millennials are changing the rules regarding employee engagement. To be competitive, organizations need to learn how to attract, engage, and retain Millennials or they won’t be able to stay competitive in dynamic and ever changing workplace.
While a lot has been written about managing Millennials, data and experience suggest that attempting to manage them in the traditional sense won’t work. Millennials want to be part of fast moving, innovative organizations where they can contribute immediately. They are not content to wait in line for opportunities. And they want near continual feedback. After all, they are the first always-connected generation and they’ve grown accustomed to immediate feedback via “likes” and comments in their social media accounts. That’s why businesses that are thriving aren’t trying to manage Millennails, but rather are finding ways to channel the energy of Millennials by giving them big problems to solve and then letting them go to work.
Join us on this webinar to find out how to attract, engage, and retain Millennials in today’s ever-changing workplace.
Millennials will be 75% of the workforce by 2025. With an average tenure of just two years, it's time to reevaluate the way we keep young professionals happy and engaged.
Learn the best strategies for reducing millennial turnover and increasing job satisfaction in this report, Top 7 Tips for Engaging Millennial Workers.
Hot off the press and filled with facts from the recently released Deloitte Millennial 2016 Survey, this is a not-to-be-missed guide to creating a workplace culture that millennials won't want to leave!
The 'shift change' is underway as the retiring baby boom generation makes way for Generation X. The shift change is the transfer of the retiring baby boomers to the next generation of leaders that will be taking the helm in the next few years. This time what got you here won’t get you there.
The incoming shift will require a new set of skills and tools to continue the work of the prior shift. This time it is different.
Generational issues in the workplace are one of the biggest challenges facing organizations today. This presentation covers the latest research and ideas to successfully lead 4 generations in the workplace. The latest research on the new skills needed in the modern workforce and how leadership has changed. This session will cover the 5C’s of modern talent management – Culture, Career Path, Competencies, Curriculum, Cloud Learning and how these can be used to create a magnetic organization that attracts and retains the best talent. Participants will learn new approaches to engaging the next generation of workers to connect and collaborate in a way that maximizes their discretionary effort.
For more information on "success skills", curriculums development, strategic planning and facilitation visit us online at http://www.blionline.org
Centennials - who are they & what do they want from the workplace? Sinéad D'Arcy
This presentation was shared with 70 HR professionals as part of a 20-min session during Dublin's Talent Leaders Connect event June 2017. Its a very exciting time in the evolution of our workplace and our workforce as we learn more about the impact and influence Centennials (Gen Z) will have on our workplace.
Find out about upcoming events at www.talentleadersconnect.com
Hiring and Managing a Multigenerational Workforce in These Economic Times
The talent attraction process just became a lot more complicated as employees in all sectors are being let go. The anomaly is that in spite of labour pool surpluses, attracting and hiring the right people may be even more difficult. The first challenge facing employers is how to attract and select quality candidates given the sheer volume of job seekers using every means possible to be their resume in front of you.
Once you have hired them, the second challenge is how do you manage them? While there has been a lot of coverage on how employers are struggling with how to deal with the “millennials” – the latest generation to enter the workforce – there is also the challenge of how to manage them as well as others within the multigenerational workforce.
Join Mark Thompson of Clubjobs.ca, and McKinley Solutions to gain some insights on how identify the serious candidates that can bring value to your organization amount the mountains of those that don’t. In addition you will gain new perspective on the values and attitudes about work and life of the different generations as well as how to manage and motivate them.
Presentation by Olivia Vines, Head of Marketing, JobsGoPublic, Nichola Newbery, Head of Client Partnerships, JobsGoPublic and Neel Patel, Head of Client Partnerships, JobsGoPublic
Unleashing Engagement; Social Media at WorkPolly Pearson
Unleash employee engagement while adding revenue, profit and brand admiration for your company. This is a case study discussion with key implementation tips from Polly Pearson, based on her perspective at work at EMC.
Marketing to Millenials with overview of generational marketing, the evolution of talking, and key points with real world examples of how to reach this market with your brand. Initially presented by Raghu Kakarala for Engauge in Atlanta on January 28th, 2009.
Managers and leaders who are able to understand, communicate, motivate, train, and retain four or five different generations at the same time is mission critical in every industry.
This cross-generation management skillset is not one that managers may naturally have, but it is one that can be developed through learning and practice.
Much has been said about the Millennial generation, also commonly known as Generation Y, but do we really know how to bring out the best in them? Surpassing even baby boomers in number globally; The Millennials are making their mark in a lot ways. They have different dreams. They are changing how things work and the workplace is where they are having the biggest impact.
• Mindset of the Millennial.
Appreciate the differences and similarities in our Millennials’ mindset.
• Inevitable changes in our business world.
Evaluate the evolution of business climate due to the new workforce.
• Opportunities with the Millennial workforce.
Explore how we can bring out the best in our future workforce.
3 Tactics to Engage and Develop Millennial EmployeesQualtrics
View the webinar recording at: https://success.qualtrics.com/3-tactics-to-engage-millennials-watch.html?utm_source=slideshare
By 2025, Millennials will make up 75% of the workforce. As the labor pool changes, employers can no longer rely on traditional tools and strategies to engage and develop employees.
Join Qualtrics and Shelley Kirkpatrick, Director of Assessment Services at Management Concepts, as we discuss Millennial perspectives in the workplace. You’ll learn innovative and engaging ways to create custom programs that impact employee retention and performance, and ultimately boost your company’s bottom line.
How to Use Company Culture to Attract Passive CandidatesDice
Sourcing the most in-demand tech talent is a start. But with high competition for these candidates, it’s not just the job that needs to stand out — your company must, too.
Watch this on-demand webinar, featuring Jim Stroud, Senior Director of RPO Recruitment Strategies at Randstad Sourceright, to learn how to build and communicate a work culture that attracts the most sought-after tech candidates.
You'll learn:
• Key strategies for building a company culture that in-demand tech professionals are looking for
• How to identify the aspects of your unique culture that resonate the most with your target candidates
• How to most effectively promote your company culture in your social recruiting efforts
Learn more at http://www.dice.com/openweb
Quality Jam 2017: Sheekha Singh "Millennials & Testing"QASymphony
Sheekha Singh explores how millennials might turn out to be best testers owing to their gadget-friendly behavior and quest for attention and credibility.
Ever wondered why the two hottest words in marketing today are “Millennial” and “Multicultural”?
Well the short answer is that the Millennial Generation (18-34) rules category after category and Multiculturals are their heart and source of vitality and growth.
Andy Halley-Wright, VP Planning and Research at Y&R/Bravo Miami, looks at how despite millennials coming of age in dire economic times, they are optimistic, open minded and brave. And in the home of the brave, the American Dream burns brightest in multicultural millennial hearts. Naturally various life stages and different mindsets fall between the ages of 18 and 34. In fear of over simplification, the younger cohort (18-24) are “Explorers” (4Cs) driven by the mega need of discovery while the older segment (25-34) are “Aspirers” (4Cs) motivated to make a mark and to show the world that they are making it.
"Born in a digital world, eight in 10 Millennials in America own a smartphone. They are always on, always connected – like 1 in 2 are tweeting, liking, emailing, you-tubing or whatever; while on the toilet! No generation has ever spread the word about themselves and help build or break brands like this generation. And again, Hispanics are at the bleeding edge, especially when it comes to mobile," he writes.
If “Millennial” and “Multicultural” are the two hottest words in marketing today, the two most important commandments they impart are that the marketer should “Embrace Diversity” and “Be Participatory.” Of course, that’s easier said than done.
20 Statistics About Millennials in the WorkplaceOfficevibe
Attracting and retaining millennials is tough. Here are 20 statistics about millennials in the workplace that everyone needs to know.
Slideshare by Officevibe, the Simplest Tool for a Greater Workplace
Heroes are known to be bold problem solvers who fight for good. Why then are Millennials known as the “hero” generation? And why does that answer matter to companies?
Millennials are the largest generation yet and are poised to change the world. Increasingly acting as agents of change, they not only expect to succeed at having an impact on the world, but also seek out brands with the same goals in mind.
Millennial expert Todd Metrokin, Vice President and Creative Strategist, Ogilvy & Mather Washington D.C., shares a deeper look at Millennial behaviors and how to market to this “hero” generation.
Meet Generation Z: Forget Everything You Learned About Millennialssparks & honey
Marketers have been focused on Gen Y (a.k.a. Millennials) for more than a decade. In fact, Millennials are the most researched generation in history!
But Gen Z (born 1995 to present) is different from the Millennial generation. In many ways, Gen Zers are the opposites or extreme versions of Millennials and marketers need to adjust to them.
We are just beginning to understand Gen Z and its impact on the future, but this report explores what we know and foresee.
Virtual Social Identity and Consumer BehaviourMahfud Achyar
“Consumer behavior can be defined as the decision-making process and physical activity involved in acquiring, evaluating, using and disposing of goods and services.”
- (Mathin Khan, 2006: Consumer Behaviour)
For the first time in history, there are four generations involved in philanthropy: Traditionalists, Baby Boomers, Gen X and Gen Y (Millenials). Although each generation is philanthropic, they have individual preferences for how they are engaged by nonprofits. This session will demonstrate how important it is to create lifetime givers by reaching out to the younger generations (under age 40) now. We will define the key characteristics of the four currents generations and their habits for charitable giving. Nonprofit professionals will learn strategic entry points to successfully engage these younger generations in philanthropy, both as donors and in the multigenerational development office. Ultimately, today’s annual donors are tomorrow’s major donors; we need to cultivate them today.
Learning Objectives:
• Find out how and where to find and cultivate young philanthropists
• Identify myths and realities of multigenerational philanthropy
• Learn what your organization needs to be aware of to manage a multi-generational development office.
Learn the action steps you must implement to ensure your nonprofit's board of directors is not only actively engaged but also passionate and willing to put in the time required to see your nonprofit succeed.
For the first time in history, there are four generations involved in philanthropy: Traditionalists, Baby Boomers, Gen X and Gen Y (Millenials). Although each generation is philanthropic, they have individual preferences for how they are engaged by nonprofits. This session will demonstrate how important it is to create lifetime givers by reaching out to the younger generations (under age 40) now as well as define the key characteristics of the four currents generations and their habits for charitable giving. Nonprofit professionals will learn strategic entry points to successfully engage these younger generations in philanthropy, both as donors and in the multigenerational development office. Ultimately, today’s annual donors are tomorrow’s major donors; we need to cultivate them today.
Your association’s most precious asset is your people – both your staff and your members. For your association to perform at a high level, serve your audience effectively and continue to grow, you must maximize the results your organization receives from both groups.
Like most associations, your members and your staff represent a broad range of ages, backgrounds and experiences. You’ve heard terms like Baby Boomer, Generation X and Millennials, but did you know there are common experiences that can predict how members of these groups will respond to certain events and communications? -
Creating a Young Professionals Board at Your Nonprofit OrganizationSam Davidson
Want to get young people involved at your nonprofit organization. Then consider starting a young professionals' board. But take a look at these slides before you do, highlighting key trends and do's and don'ts of a successful YP board.
Our changing world: Four trends set to impact how we lead in the future. A presentation by Futurist Adam Jorlen for the Holos Group Real Leadership Program in Melbourne, Australia July 2012.
Misunderstood Millenials: How the Newest Workforce is Evolving BusinessAmanda Knowlton
• What Millennials value most in the workplace (hint: it’s not ping-pong tables)
• Why culture significantly affects Millennials’ decisions about where they work
• Ways you can engage this new workforce at your own organization
HR Webinar: Preparing for the Future of WorkAscentis
Preparing for the Future of Work is a proven process where Global Workforce Transformation expert Laura Goodrich provides the tools and roadmap for you, your organization, and your team members to rewire old habits of thinking and develop a new thinking process primed for innovation and success. Learn how routine, and established patterns get in the way of new solutions, and innovation.
Those who embrace the future are the ones who will shape the future. That’s a fact. You need to be ready to take on the challenges of tomorrow. You need to be future focused. But how do you cultivate that future focused mindset?
A designed process that combines live experiences with microlearning programs. As a whole, this process will help your employees evolve in their respective roles and help others to do the same. It’s a hybrid process that creates measurable and observable change in your workforce.
Are you ready to prepare for the future of work?
Description:
2016 Glassdoor Summit
Josh Bersin, Principal, Bersin by Deloitte, Deloitte Consulting LLP -- The New World of Employment Brand: Culture, Engagement, Career, Wellness
https://www.youtube.com/watch?v=jKcVisrqfNo
Intra(Entre)preneurial Solutions to Recruit and Retain Tomorrow's LeadersPeter Vogel
What does the global labor market look like today as well as challenges and opportunities related to (a) youth unemployment and (b) widening gap between youth and adult unemployment.
What is the labor market predicted to look like in the near future. What are global trends?
Tomorrow’s labor market is defined by today’s youth – the generations Y&Z
- Who are they and how are they different from today’s workforce?
- Look at the spectrum, ranging from those threatened by unemployment to those who will be leading figures in tomorrow’s world.
Leaders of tomorrow: What are their career options and what do they want and expect from work?
Challenges and Opportunities for organizations when facing tomorrow’s leaders
What is the role of entrepreneurship & intrapreneurship
- How did the importance of the phenomenon change over the past two decades
- How can organizations harness the entrepreneurial potential of tomorrow’s leaders?
Trends in the domain of entrepreneurship – An ecosystem perspective
- What are entrepreneurial ecosystems and their main components
- What does this mean in an organizational context? How can organizations build internal ecosystems of innovativeness and intrapreneurship to attract, reward and retain tomorrow’s talents?
Implications and recommendations for organizations on how to best implement a culture and structure that will get them the best talents.
- Detailed analysis of the culture, nurturing the free flow of creative ideas, reward systems that foster entrepreneurialism, a novel approach of funding creative ideas, mechanisms to retain talents and tomorrow’s leaders.
Changing trends in recruitment and new age recruitment strategy. (presented by Raghav Krishnan)
“It is not the strongest who survive nor the most intelligent — but those most responsive to change” (Charles Darwin)
Deloitte & government: Innovation Transfer Project, what is it like to work a...Bryony Cole
Social media strategy and workplace innovations observed at Deloitte digital that could be applied in a government context. Part of the Innovation Transfer Project which aims to depend understanding of how other organisations operate, skills share and cross-fertlise ideas between private and government.
Five Steps to a world class onboarding program presentationEmilyBennington
Onboarding is gaining a lot of traction in business lately – and for good reason. When implemented effectively, onboarding programs have been proven to dramatically reduce expenses by helping your new staff assimilate faster, stay longer, and deliver better. For mid-to-senior level managers who want to learn how it works - including best practices from companies that are getting it right – this presentation is a must-attend. Emily Bennington, coauthor of Effective Immediately: How to Fit In, Stand Out, and Move Up at Your First Real Job, will show you how to design and implement a successful onboarding program for your intern and new grad hires that will address both YOUR organizational goals and THEIR career planning needs. You’ve made a significant investment recruiting top talent, right? So keep the promise you’ve made during the hiring cycle and give them the best possible chance to succeed in your organization FROM BEFORE DAY ONE.
Similar to What Millennials and young professionals want (20)
"Social im Jahre 2014" Oder: Warum Gutes immer von Innen kommtChristoph Bauer
Wir haben ein Problem: Zu lange ist Social eine Aufgabe für das Marketing gewesen und andere wichtige Unternehmensbereiche wurden vernachlässigt. Um Wertschöpfung mit Social zu betreiben und einen Schritt in Richtung des "Social Business zu machen", müssen interne Veränderungsprozesse angeregt werden, die IT, Support, R&D als auch HR mit einbeziehen müssen.
Dieser Wandel muss sich auf 3 Ebenen vollziehen: People, Platforms und Processes müssen offener und transparenter werden, um das Unternehmen fit für die Aufgaben der Zukunft zu machen.
Vorgetragen am 7. Juli 2014 beim Social Media Club München: http://pr-blogger.de/2014/07/09/enterprise-2-0-beim-social-media-club-munchen-smcmuc/
Gamification: Modeerscheinung oder Zukunftstrend?Christoph Bauer
Eine Präsentation zum Thema Gamification, die nicht nur die psychologischen Grundlagen des Themas beleuchtet, sondern klare Anwendungsfälle und Vorteile anhand von Fallstudien aufzeigt.
People, Platforms, Processes: Der holistische Blick auf erfolgreiche Deployme...Christoph Bauer
Dies ist meine Präsentation zum Thema "Holistische Einführung von Social Software in Unternehmen", gehalten beim 5. Informationsaustausch Sharepoint, der von der Bundesagentur für Arbeit organisiert wurde.
Sie thematisiert zum einen eine holistische Herangehensweise an Social Software Deployments und zeigt zum anderen auf, wie Yammer bei Capgemini genutzt wird und welche Barrieren es bei der Yammer-Nutzung zu beachten gibt.
Hier geht es übrigens zu einem Artikel auf unserem Blog, der das Thema etwas mehr veranschaulicht: https://www.de.capgemini-consulting.com/blog/digital-transformation-blog/2013/11/einfuhrung-von-social-software-ganz-oder-gar-nicht
Ich freue mich wie immer über Feedback, Shares und Likes.
Was Unternehmen von Gehirnen lernen können. (Alpha-Version)Christoph Bauer
Unternehmen und Gehirne sind dynamische Netzwerke - diese grundsätzliche Gemeinsamkeit wirft die Frage auf, ob Unternehmen von Strukturen und Prozessen im Gehirn lernen können - und vice versa.
Einige Anmerkungen:
Dieser Vortrag wurde am 21. Januar 2012 beim Barcamp München gehalten.
Dies ist „work in progress“ - ich bin für Kritik, weiterführende Informationen und Ansprechpartner dankbar.
Eine solche Präsentation lebt von der Tonspur - die gewählte bildliche und knappe Darstellung verkürzt die Message auf den Folien ungemein.
Großer Dank gilt meinen Mentoren Benedikt Mayer und Jo Wedenigg sowie Prof. August Fenk, der das Interesse am Thema in mir weckte.
Ein kleiner Mashup aus meinen anderen Präsentationen. Vorgetragen im Kulturhofkeller zu Villach, am 14.09.2011.
Der Upload erfolgt zu Dokumentationszwecken, die Folien sprechen ohne Tonspur nicht für sich selbst.
Hauptthema der Präsentation waren neue Anforderungen an Organisationen und wie diese sich verändern müssen, um stetigen Wandel zu leben.
Die Aussagen sind bewusst plakativ gewählt, die meisten Infos folgen auf der Tonspur. Die Aussagen spiegeln nicht zwingend die Meinung meines Arbeitgebers wieder.
Mein Vortrag für die StART10. Meine Hauptaussage war, dass PR, Marketing und Co menschlicher werden muss, um emotionale Verbindungen zu prägen. Besonders im Kulturbereich ist dies wichtig.
Dies sind meine Folien zum Pecha Kucha bei der Woche der freien Bildung, mit denen ich das Thema meiner Diplomarbeit einfach und verständlich darstellen möchte. Es geht, kurz gesagt, um Relevanz und Potentiale dialogischer Kommunikationsangebote von Unternehmen im Social Web.
Mehr über die Präsentationsform Pecha Kucha gibts unter http://de.wikipedia.org/wiki/Pecha_Kucha
Mein Vortrag vom Barcamp Klagenfurt 2010.
Den Vortrag hielt ich in ähnlicher Art und Weise auch als externer Vortragender in der Lehrveranstaltung "Organisationskommunikation" von Prof. Nessmann.
2. What young professionals want, @ChristophBauer
Foreword
This presentation is meant to be thought-provoking.
You may not find all of the statements here applicable
to your work environment or experience.
If not indicated differently, all quoted statistics apply
to Millennials - due to the different interpretations of
the age bracket, results can be contradictory at times.
3. What young professionals want, @ChristophBauer
Intro: Welcoming a new generation of business professionals
3
4. What young professionals want, @ChristophBauer
Meet the author
4
Social Business
Technology
Change Management
Christoph Bauer
Communication scientist
gone consultant
Est. 1984
Fields of work
„Lot’s of Baby Boomers have similar high expectations
of their workplaces. But Millennials are those who
actually quit their jobs when things don’t work out.“
Introductory quote
5. What young professionals want, @ChristophBauer
Work and the attitude towards it is fundamentally changing
flickr / Michael Herve
Drivers of
change
1. Social/ Mobile/ Analytics/ Cloud
2. Rise of the knowledge worker
3. Highly affluent society
„Talented people need organizations less than organizations need
talented people.“ Dan Pink
6. What young professionals want, @ChristophBauer
Questions arise: What are we here for? What is „good work“?
7. What young professionals want, @ChristophBauer
Let’s take a step back: What characterizes these „Millennials“?
75% of the
workforce in
20251
1 Projections of the Labor Force to 2050: A visual essay (2012)
2 Cisco Connected World Technology Report (2012)
3 Deloitte Millenial Survey (2014)
4 McCann Worldgroup Study (2011)
8. What young professionals want, @ChristophBauer
Let’s take a step back: What characterizes these „Millennials“?
75% of the
workforce in
20251
1 Projections of the Labor Force to 2050: A visual essay (2012)
2 Cisco Connected World Technology Report (2012)
3 Deloitte Millenial Survey (2014)
4 McCann Worldgroup Study (2011)
69% don’t
believe regular
office
attendance is
necessary2
9. What young professionals want, @ChristophBauer
Let’s take a step back: What characterizes these „Millennials“?
75% of the
workforce in
20251
1 Projections of the Labor Force to 2050: A visual essay (2012)
2 Cisco Connected World Technology Report (2012)
3 Deloitte Millenial Survey (2014)
4 McCann Worldgroup Study (2011)
78% of
job seekers
are
influenced
by how
innovative a
company is3
69% don’t
believe regular
office
attendance is
necessary2
10. What young professionals want, @ChristophBauer
Let’s take a step back: What characterizes these „Millennials“?
75% of the
workforce in
20251
1 Projections of the Labor Force to 2050: A visual essay (2012)
2 Cisco Connected World Technology Report (2012)
3 Deloitte Millenial Survey (2014)
4 McCann Worldgroup Study (2011)
56% won’t
accept jobs
from
companies
that ban
Social Media278% of
job seekers
are
influenced
by how
innovative a
company is3
69% don’t
believe regular
office
attendance is
necessary2
11. What young professionals want, @ChristophBauer
Let’s take a step back: What characterizes these „Millennials“?
75% of the
workforce in
20251
1 Projections of the Labor Force to 2050: A visual essay (2012)
2 Cisco Connected World Technology Report (2012)
3 Deloitte Millenial Survey (2014)
4 McCann Worldgroup Study (2011)
56% won’t
accept jobs
from
companies
that ban
Social Media278% of
job seekers
are
influenced
by how
innovative a
company is3
53% would
rather give up
their sense of
smell than
technology
69% don’t
believe regular
office
attendance is
necessary2
12. What young professionals want, @ChristophBauer
Millennials, meet corporate reality
Problems
• Unhappy employees
• High churn rates
• Stagnating productivity
• Loss of innovative potential
Underlying roots
• Management and leadership
practices from 100 years ago
• IT as a cost factor, not as an enabler
• Over-standardization of everything
• Lack of lifelong education
Trouble awaits
here.
13. What young professionals want, @ChristophBauer
People
Helping employees find their
way in a rapidly changing
environment.
The cultural side of change
Platforms
Bridging the gap between
corporate technology and the
real world.
Supporting technologies
Processes
Fighting against disruption by
enabling people to rapidly
collaborate, fail and iterate.
Agility & flexibility
Let’s look at the challenges from three different angles
14. What young professionals want, @ChristophBauer
People
Helping employees find their
way in a rapidly changing
environment.
The cultural side of change
Let’s look at the challenges from three different angles
15. What young professionals want, @ChristophBauer
In a world with endless possibilities, purpose is key
People
flickr / Till Westermayer
6 out of 10
said „a sense of
purpose“ is part of
the reason they
work for their
current employer1
1 Deloitte Millennial Survey (2014)
16. What young professionals want, @ChristophBauer
Would you like some soft factors with your paycheck?
People
flickr / John O’Nolan
Top 5
happiness
factors for
Millennials1
1 Boston Consulting Group: „Decoding Global Talent“ (2014)
1. Appreciation for your work
2. Good relationships with colleagues
3. Good work-life balance
4. Good relationships with superiors
5. Learning and career development
8. Attractive fixed salary
…
17. What young professionals want, @ChristophBauer
Leadership must evolve to a trustful bi-directional relationship
People
flickr / Dennis Skley1 Deloitte Millennial Survey (2015)
True leadership means….1
Strategic thinking
Being inspirational
Strong interpersonal skills
Vision
Passion and enthusiasm
Driven by financial results
Follow autocratic approach
0 0,1 0,2 0,3 0,4
6 %
10 %
31 %
31 %
34 %
37 %
39 %
Most valued answers Least valued answers
18. What young professionals want, @ChristophBauer
Transforming leadership by getting rid of it - an alternative?
People
19. What young professionals want, @ChristophBauer
Excuse me, how sexy is your office?
People
AirBnB Headquarters in San Francisco
20. What young professionals want, @ChristophBauer
Excuse me, how sexy is your office?
People
AirBnB Call Center in Portland
21. What young professionals want, @ChristophBauer
Excuse me, how sexy is your office?
People
Fujitsu Office in Sydney
22. What young professionals want, @ChristophBauer
Excuse me, how sexy is your office?
People
Google Office in Budapest
23. What young professionals want, @ChristophBauer
Bauer says…
18
„Think deeply about how you design
work experience as a whole. Offer
different spaces for different minds
and moods.“
24. What young professionals want, @ChristophBauer
Platforms free from grace result in a lack of motivation
Platforms
Bridging the gap between
corporate technology and the
real world.
Supporting technologies
25. What young professionals want, @ChristophBauer
Corporate technology is an insult to Millennials
Platforms
26. What young professionals want, @ChristophBauer
Corporate technology is an insult to Millennials
Platforms
27. What young professionals want, @ChristophBauer
„I’ve got better tools at home than this“
Platforms
use their own
applications
because
corporate apps
don’t meet
their needs1
50%
1 Trackvia „Rebels with a cause“ study (2014)
2 Ringcentral BYOD Survey (2014)
78%
say workplace
environment
impacts their
decision to
stay at a job2
flickr / Florian Richter
28. What young professionals want, @ChristophBauer
Bauer says…
22
„Fix corporate IT equipment or help
people bring their own hardware
and tools. Increasing productivity
has never been easier.“
29. What young professionals want, @ChristophBauer
Processes
Fighting against disruption
by enabling people to rapidly
collaborate, fail and iterate.
Agility & flexibility
Over-standardization leads to average products and services
30. What young professionals want, @ChristophBauer
Rigid process landscapes or „Driving with the handbrake on“
Processes
say that
operational
structures and
procedures are
the biggest
barrier for
innovation1
61%
flickr / DWRose1 Deloitte Millennial Survey (2014)
31. What young professionals want, @ChristophBauer
Flexible work arrangements beat higher salaries
Processes
say flexible
work hours &
freedom to
work from
anywhere
improves work/
life balance1
50%
1 Ringcentral BYOD Study (2014)
2 Mom Corps Study (2014)
37%
would accept a
pay cut to get
more flexibility
on the job2
32. What young professionals want, @ChristophBauer
New practices and perks for a new generation of workers
Processes
„Take what you need“ vacation
policy
Employees at financial advisory company
„Motley Fool“ can take as many days off as
they like (as long as they get their work
done).
Private concierge services
Employees at Johnson & Johnson enjoy
private concierge services so they can focus
on work. Other companies provide cleaning
services at home or child-care.
Recruiting with a twist
Every (!) new employee at Zappos has to
spend three to four weeks in the call
center. After that, you receive an offer of
$3.000 to leave the company. If you stay,
you are in.
Almost classics by now
Free massages, free fitness lessons and
studios, free food, paid sabbaticals,
company-owned hospitals, free time to
work on own ideas, extended holidays for
volunteering work, hardware for the home
office, etc…
flickr/ John O’Nolan
33. What young professionals want, @ChristophBauer
And even if they run away, you will still work with them
Processes
would consider
quitting their
existing jobs and
working for
themselves in
the future1
80% 40%
of the whole
workforce will be
made up of
freelance
employees in
20202
1 Elance-oDesk and Millennial Branding Study (2014)
2 (American workforce) Intuit Study (2013)
34. What young professionals want, @ChristophBauer
Bauer says…
28
„Show appreciation by trying out
new forms of compensation. Small
changes like fresh fruit every day
can have a huge impact.“
35. Thanks.
Now go out and
change something.
What young professionals want, @ChristophBauer
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