Women In Automotive 2017 - SAMANTHA C. ZAWILINSK
•
0 likes•70 views
How to Get Millennials to Work and Grow Your Profit Millennials are notoriously misunderstood, often given the reputation of being lazy. Learn to grow your company’s profit and establish the practices to attract, engage, retain, and grow your millennial workforce!
Recommended
Recommended
More Related Content
What's hot
What's hot (15)
Similar to Women In Automotive 2017 - SAMANTHA C. ZAWILINSK
Similar to Women In Automotive 2017 - SAMANTHA C. ZAWILINSK (20)
More from Christina Fowinkle
More from Christina Fowinkle (20)
Recently uploaded
Recently uploaded (20)
Women In Automotive 2017 - SAMANTHA C. ZAWILINSK
- 1. Millennials aren't lazy, just different Samantha Cunningham Zawilinski
- 2. Boomers1946 – 1964 Millennials 1980-1995 GenZ1996-Presen Gen X 1965-1979 currently in workforce
- 3. 22-37 YEARS OLD 80 MILLION BY 2020, WILL MAKE UP 50% OF GLOBAL WORK FORCE CHARACTERIZED AS: at a glance 50%50% Diverse Value-Driven RelieantonTech Media Savvy
- 4. 69% 53%BELIEVE WORK SHOULD ALIGN WITH CORE PERSONAL VALUES PERFORM WELL FINANCIALLY WITH A SATISFYING JOB 60% WORK BECAUSE OF SENSE OF PURPOSE millennials crave a sense of purpose
- 5. millennials vs. the world changing the perspective
- 6. growing up millennial helicopter parents participation trophies accessibility to music ability to express self online instant gratification with internet "yes we can do it" even though we haven't... yet experiences vs. possessions
- 7. great propensity towards media sharing, experiences, FOMO, like to try new roles appreciation towards security, job flexibility, like to switch companies - not job roles, have families & own homes younger older not all millennials are millennials
- 8. BOOMERS GEN X MILLENNIALS All about credibility, they focus on relationship building in the workplace, and share their work Value and bottom-line oriented in the workplace, demonstrate what they work hard towards All about social proof, they are peer-pursued, collaborative, visual, and aim for the most convenient route generational differences
- 9. boomers vs. millennials natural multi-taskers learn by visuals, not reading care about diversity and purpose know what they want and how to get it: instant gratification one task, then the next prefer to read instead of watch care about professionalism and etiquette believe things are earned over time with hard work
- 10. different philosophies success is... boomers & gen x millennials "what I have and own" "what I do"
- 11. what can we do as employers?
- 12. bridging the divide generational management
- 13. "Generationally managing your workforce is the best way to manage any workforce."
- 14. attraction
- 15. a strongly developed mission and vision can help attract millennials to your organization. 01
- 18. let millennials work for an ethically-oriented company by being one.02
- 19. stay relevant and in the loop. millennials depend on tech. 03
- 20. 43% 39% THINK THEY SHOULD BE ABLE TO APPLY ON A SMARTPHONE THINK THEY SHOULD BE ABLE TO APPLY ON A TABLET 47% FOUND THEIR JOBS THROUGH ONLINE SEARCH when finding a job...
- 21. do your research, millennials want to utilize their credentials.04
- 22. action item: in job postings, focus on competencies, not responsibilities04
- 23. $0 $10,000 $20,000 $30,000 $40,000 2003 2005 2007 2009 2011 2013 2015 2017 63%80% TUITION INCREASE SINCE 2003 LIMIT THEIR JOB SEARCH TO DEGREE CREDENTIALS
- 24. engagement
- 26. why do you like where you work? "I feel that I am valued at this organization." "I have confidence in the leadership of the organization." "I like the type of work that I do." "The organization treats me like a person, not a number." "Most days, I feel I have made progress at work or am helping a larger cause."
- 27. establish a safe learning space for millennials.02
- 28. action item: weekly one on ones go to ppadv.com/millennials for download 02
- 30. action item: list all benefits you did not offer 2-5 years ago03
- 31. present leadership opportunities: find ways to let millennials share responsibilities.04
- 32. Team dynamics work as their own system of checks and balances. action item: millennials crave team dynamnics
- 35. growth
- 41. retention
- 42. combat high millennial turnover rates with analytics.01
- 43. action item: calculate employee turnover. is it seasonality? weak retention rate? 01
- 45. action item: 1. peer acknowledgement 2. manager acknowledgement02
- 46. get them out of the office - let them see their work and industry.03
- 47. action item: benefits that benefit all 03
- 48. let them know that you have short and long term goals for them.04
- 49. action item: growth plan at day 104
- 50. CREATE GROWTH PLANS WITH TIMELINES SCHEDULE 1:1'S & QUARTERLY REVIEWS REVIEW AND UPDATE COMPANY CORE VALUES, WHY REVIEW BENEFITS: UNLIMITED PTO, LAPTOPS, FLEXIBLE WORK SPACE BREAK THE GLASS CEILING action items.
- 51. thank you. for your download visit ppadv.com/millennials