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![Add the Impact of Gaming
• Gaming has impacted children
– The game endings changed based
on the decisions children
made (Role
Playing Games [Legend of
Zelda, Final Fantasy,
Chronotrigger]) impacting
locus of control.
– Involves a complex set of decision-
making skills.
– Teaches them to take multiple
pieces of data and make
decisions quickly.
– Learning more closely resembles
Nintendo, a trial and error approach to
solving problems.](https://image.slidesharecdn.com/workforcemillennials-171214120518/85/Workforce-millennials-38-320.jpg)
Workforce millennials
- 1. The Millennial Generation: ABlessing or Curse for the Workforce Terri Manning Bobbie Everett Cheryl Roberts A Study Funded by the Workforce Development Board
- 2. It May Takea Village to Raise a Child, but it Takes a Society to Raise a Generation Economic Conditions Societal Norms Political Events Major Crises
- 3. Each Generation • Consistsof approximately a 20-year span (not all demographers and generation researchers agree on the exact start/stop dates) • Has a unique set of values • Reacts to the generation before them • Looks at their generation as the standard of comparison • Looks at the next generation skeptically “these kids today…” • Those born on the “cusp” may have a blended set of characteristics • They are either idealistic, reactive, civic or adaptive
- 4. Business Today… • Livesin a world created by generations who are (mostly, 95%) no longer working. • They were influenced by the military and created a workplace reflecting a hierarchy with a clear chain of command. • Employees worked hard to receive raises, bonuses and higher ranks. Higher rank (with the higher salary) was valued and envied by employees on their way up and held in high esteem by those at the top.
- 5. How Generational BirthsWill Impact Retirements 2,500,000 2,700,000 2,900,000 3,100,000 3,300,000 3,500,000 3,700,000 3,900,000 4,100,000 4,300,000 4,500,000 1940 1952 1955 1958 1961 1964 1967 1970 1973 1976 1979 1983 1986 1989 1992 1995 1998 2001 2004 births (Boomers) (Xers) (Millennials)
- 6. 87.9% 11.6% 5.0% 85.0% 15.0% 73.9% 9.8% 16.3% 54.0% 46.0% 0.0% 20.0% 40.0% 60.0% 80.0% 100.0% 1900 2000 White African American OtherMinority Male Female Changes in that Workforce
- 7. Who Is WorkingToday? 43% 10%14% 33% Veterans Boomers Gen X Millennials 1,000 die per day1,000 die per day 7,198 turned 60 every day in 2006 7,198 turned 60 every day in 2006 Youngest are 5 years oldYoungest are 5 years old Half the size of the generations on either side of them Half the size of the generations on either side of them
- 8. Who Are ThoseGenerations • How have their early experiences impacted the workforce? • What values did they bring to work? • As generations change – does the workforce keep pace? • Let’s look at them…..
- 9. The Veterans (alsoknown as the Silent Generation or the Greatest Generation) 1925–1943 (adaptive) • Children of the Great Depression and WWII, this generation decided not to attack the institutions created by the generation before them, but instead, as global thinkers, they chose to focus on improving and refining them so that they could be good for everyone, not just a select few. • The overall goal was not to change the system, but to work within it. • While economically very successful, they were also the inventors of "the midlife crises" probably because they didn't get a chance to enjoy the freedoms of their youth.
- 10. The Veteran GenerationChildhood • Raised by the GI Generation (civic) • Large families (3-5 children) • Strong sense of extended family (same town or home) • Grandparents in the home • Average 10-year-old spent 4-6 hours daily with a significant adult role model • Rural society • Apprenticeship businesses and farming • Perception of the world as “safe” Core Values Dedication Hard Work Conformity Law and Order Patience Delayed Reward Duty before Pleasure Adherence to Rules Honor Core Values Dedication Hard Work Conformity Law and Order Patience Delayed Reward Duty before Pleasure Adherence to Rules Honor
- 11. Work Values • Loyalto employer (company man) and expect the same in return • Believe they should be rewarded for tenure • Work ethic = efficiency and hard work • Stable, thorough and detail oriented • Don’t buck the system but work within it • Uncomfortable with conflict and disagreements • Not change oriented
- 12. Marketing to Them •Faith in the government and national institutions • Want quality but believe standard options are fine (not luxury) • Loyal customers that follow the rules
- 13. The Baby Boomers1943–1964 (the largest generation, idealist) Core Values Optimism Team Orientation Personal Gratification Health and Wellness Personal Growth Youth Work Involvement Core Values Optimism Team Orientation Personal Gratification Health and Wellness Personal Growth Youth Work Involvement • Divorce reached a low in 1960 of 9% • Families moved due to GI Bill, GI housing and industrialization • First generation to live miles from extended family • Family size smaller (2-3 children) • Few grandparents in the home • Moms stayed home, dads carpooled • Children spent significant time with adult role models • Perception of the world as “safe”
- 14. Boomers at Work •Value stability and respect • Like to see their successes • Tend to workaholism and have difficulty balancing their lives • Are competitive • See themselves as the standard of comparison
- 15. Boomers at Work •Ethic = long hours show commitment • Team oriented and relationship builders (don’t like conflict – can’t we all just get along) • Not budget minded • Sensitive to feedback
- 16. Marketing to Boomers •Are individualistic so they like “customized and custom-made products” • Want to look successful (lots of stuff) • Seek self-improvement • Products/services that help them reach a balanced life (work/home) • Like technology but see the problems that come with it
- 17. The Gen Xers1965–1982 A Lost Generation… A Nomadic Generation….. Half the Size of the Baby Boom (reactive) Core Values Dedication Hard Work Conformity Law and Order Patience Delayed reward Duty before pleasure Adherence to rules Honor
- 18. Generation X • Thisis the conscientious, extremely pragmatic, self-sufficient generation that has a ruthless focus on the bottom-line. • Born and raised at a time when children were at the bottom of our social priorities, Gen Xers learned that they could only count on one thing - themselves. As a result, they are very "me" oriented. • They are not active voters, nor are they deeply involved in politics in general.
- 19. The Gen XChildhood • Divorce reached an all-time high • Single-parent families became the norm • Latch-key kids were a major issue of the time • Children not as valued – looked at as a hardship • Families spread out (miles apart) • Family size = 1.7 children (many only-children) • Perception of the world as “unsafe” • Average 10 year old spent 14 ½ minutes a day with a significant adult role model • Parents looked around and said – we need to do this better
- 20. Gen Xers atWork • Cynical and pessimistic • Want work-life balance • Think globally and seek independence • Like technology and want an informal work environment • Don’t want the boomers’ work ethic • Communication is important and talk to adults as friends/peers (not impressed with authority) • Believe reward should be based on productivity not hours worked • Want control of self, time and future • Loyalty to people not a company • Impatient with poorer people skills
- 21. Marketing to Xers •Can spot a phony • Peer to peer referral • Like technology • Like products and services with options
- 22.
- 23. The Echo Boom/Millennials… The Millennials are almost as large as the baby boom-some say larger - depending on how you measure them (approx. 81M). The Millennials are the children born between 1982 and 2002 (peaked in 1990), a cohort called by various names: Generation Y Echo Boom Net GenerationMillennials
- 24. Millennial Values • Thisgeneration is civic-minded • They are collectively optimistic, long-term planners, high achievers with lower rates of violent crime, teen pregnancy, smoking and alcohol use • This generation believes that they have the potential to be great • Will provide us with a new definition of citizenship. • Individualistic but like groups/teams • Hate drudgery – too boring • Ambitious yet aimless • Looking for a mentor (like mom and dad) not a boss
- 25. The Millennial Childhood •The most monumental financial boom in history. • Steady income growth through the 1990’s. • Still great disparity between races. • Saw their parents lose all their stocks and mutual funds (college funds) during the early 2000’s.
- 26. Demographic Trends Boomersdecided to become older parents. Xers gave birth at traditional ages More parental education: 1 in 4 has at least one parent with a college degree. Kids born in the late ‘90s are the first in American history whose mothers are better educated than their fathers by a small margin.
- 27. Demographic Trends –Changing Diversity Increase in Latino immigration - Latino women tend to have a higher fertility rates than non-Latino women. Nearly 35% of Millennials are nonwhite or Latino. Twenty percent of this generation has at least one parent who is an immigrant. Millennials have become the most racially and ethnically diverse generation in US History.
- 28. Safety Issues The SafestGeneration • This generation was buckled up in car seats, wore bike helmets, elbow and knee pads when skating, and were the inspiration for “Baby on Board” signs. The Well-Being of U.S. Teens • Mortality Rate for US teens aged 15–19 declined from 1960 to 1997. -Teens are having fewer accidents than Boomers
- 29. Major Influencing Factors 1. Theirparents 2. The self-esteem movement 3. The customer service movement 4. Gaming and technology 5. Casual communication
- 30. Parenting Millennials • Thisgeneration is being parented by well- educated, over-involved adults who participate in “deliberate parenting.” They have outcomes in mind. • Boomers were the first generation to be thrown out in to an unsafe world as adolescents. • The 60’s and 70’s were very scary and many of us felt unprepared for it. • We were naïve and didn’t have enough tools in our tool box to deal with it.
- 31. Baby Boomers asParents • Boomers rebelled against the parenting practices of their parents. • Strict discipline was the order of the day for boomers. • They made conscious decisions not to say “because I told you so” or “because I’m the parent and you’re the child.” • Boomers became more “friendly” with their children. They wanted to have open lines of communication and a relationship with them.
- 32. Baby Boomers asParents • They explained things to their children, (actions, consequences, options, etc.) – they wanted them to learn to make informed decisions. • They allowed their children to have input into family decisions, educational options and discipline issues. • We told them “just because it is on television doesn’t mean it’s true” or “you can’t believe everything you read.” • We wanted them to question authority.
- 33. The Result • Millennialshave become “a master set of negotiators” who are capable of rational thought and decision-making skills at young ages. • They will negotiate with anyone including their parents, teachers and school administrators. • Some call this “arguing.”
- 34. Helicopter Parents • HelicopterParent (n) A parent who hovers over his or her children. • Or Snowplow parent: Parents who clear the way for their children • ……these (echo) boomers are confident, achievement-oriented and used to hovering "helicopter" parents keeping tabs on their every move. (Anthony DeBarros, "New baby boom swamps colleges," USA Today, January 2, 2003)
- 35. Baby Boomer Parentshave been their Biggest Cheerleaders • Millennials expect and need praise. • Will mistake silence for disapproval. • Millennials expect feedback.
- 36. Focus on Self-esteem •This generation was the center of the “self-esteem” movement. • 9,068 books were written about self-esteem and children during the 80s and 90s (there were 485 in the 70s). • The state of California spent millions studying the construct and published a document entitled “Toward a State of Self-esteem.” • Yet they can’t escape the angst of adolescence – they still feel disconnected, question their existence, purpose and the meaning of life. They want to feel valued and cared about.
- 37. Focus on CustomerService • Expect access (24/7) • Expect things to work like they are supposed to • If they don’t “that is your problem” • They want what they have paid for • Everything comes with a toll-free number or web address • Want “Gateway Go Back” in classes
- 38. Add the Impactof Gaming • Gaming has impacted children – The game endings changed based on the decisions children made (Role Playing Games [Legend of Zelda, Final Fantasy, Chronotrigger]) impacting locus of control. – Involves a complex set of decision- making skills. – Teaches them to take multiple pieces of data and make decisions quickly. – Learning more closely resembles Nintendo, a trial and error approach to solving problems.
- 39. We navigated ourway through…..
- 40. They navigated theirway through…..
- 41. Technology • This generationhas been plugged in since they were babies. • They grew up with educational software and computer games. • They think technology should be free. • They want and expect services 24/7. • They do not live in an 8–5 world. • They function in an international world.
- 42. Cell Phone Technology •They all have cell phones and expect to be in contact 24/7. • Not a phone – a lifestyle management tool • Staying “connected” is essential. • Communication is a safety issue for parents. • Communication has become casual for students (IM, email and cell phones.
- 43. Salary Expectations • Realistically,what do you expect your starting salary will be when you begin working? Millennials – $15-20K 7.7% – $21-30K 29.3% – $31-40K 27.0% – $41-50K 15.9% – $50K+ 7.0% – Not sure 12.5% Approximately 65% felt they would earn $40K or less
- 44. Importance of CareerComponents Items thought to be very important : • Respected on the Job • Opportunity for Professional Development • Ability to Have an Impact on the World
- 45. Importance of CareerComponents Items thought to be somewhat important: • Access to Information and Expression of Personal Opinion • Having High Job Prestige • Working with Inspiring Colleagues • Geographic Location of Job • Receive Guidance and Direction from Supervisor • Participating in Company Decisions • Independence/Professional Autonomy • Using Creativity on the Job • Lots of Responsibility • Flexible Work Hours • Dress Code Appropriate to Work Environment
- 46. Importance of JobBenefits Benefits thought to be very important: Health Insurance Salary Growth Plans like 401K Life Insurance Bonuses Employer-paid Retirement Benefits thought to be unimportant: Stock Options Profit Sharing
- 47. Jobs in Lifetime Howmany jobs do you think you will hold in your lifetime? – 1-3 35.7% – 4-6 41.5% – 7-10 16.5% – Over 10 6.2% 64% expect to have 4 or more jobs
- 48. Will We Havea Workforce Shortage? • Will the Boomers retire in droves? • Could see a 4-10 million worker shortage by 2010. • We don’t have enough well-prepared young workers. • Greatest needs in fields with advanced education such as nursing and education. • Also industries with mostly older workers such as the oil and gas industry.
- 49. Older Generations MakeAssumptions • That younger generations will measure success just as we have. • Young worker must pay their dues and follow the same paths to success as previous generations. • The company ladder will remain intact. • Workers go where the jobs are. Marston, Cam, Motivating the “What’s In It for Me” Workforce: Managing Across the Generational Divide and Increasing Profits, 2007
- 50. What Millennials Want •Ability to work whenever and wherever they want. • Variation on the job • Continual feedback from supervisors • Opportunities to learn, retool and reinvent themselves • Challenge, new problems to solve • To be in charge of their lives and future Marston, Cam, Motivating the “What’s In It for Me” Workforce: Managing Across the Generational Divide and Increasing Profits, 2007
- 51. Millennials Were Asked…. •What are the top five things that make you respect a company?
- 52. Top Five 1. Giveback to their community. 2. Have fair labor practices. 3. Have products and services that do what they promise to do. 4. Having products and services that truly help people in need. 5. Being “green” or “eco-friendly.” (Just Kid Inc. KID Formation Series, July 2008, “Meet the Millennial Generation: An Explosive New Consumer Force.”)
- 53. What They AreNot Interested In • Time-honored traditions • Doing things the way they have always been done • Paying their dues • How their managers got to where they are (rank) • A work ethic that requires a 10 hour day • Unquestioning loyalty to a company Marston, Cam, Motivating the “What’s In It for Me” Workforce: Managing Across the Generational Divide and Increasing Profits, 2007
- 54. Change in Values Twoyoungest generations: – Define success differently – Their time is equal in value to money – Will pursue other rewards for their work – The company/corporate ladder has become irrelevant – View their predecessor’s experience as a warning, not a road map – Don’t value the rules of management, motivation and rewardMarston, Cam, Motivating the “What’s In It for Me” Workforce: Managing Across the Generational Divide and Increasing Profits, 2007
- 55. Skepticism The two youngergenerations: – Have been given ample reason to question authority – Don’t believe their leaders tell the truth – Question the motives and truthfulness of institutions across the board – Invest their loyalty and trust in individuals and therefore, the right boss is critical (otherwise they change jobs, #1 reason they quit) Marston, Cam, Motivating the “What’s In It for Me” Workforce: Managing Across the Generational Divide and Increasing Profits, 2007
- 56. What Will ItTake for All Generations to Work Well Together • A new understanding of what employees want from their jobs, bosses and workplace experience • A new understanding of loyalty and how to develop it (not through pay, promotions and benefits) • A new definition of self – young employees define themselves by what they do outside the job, not what they do for a living Marston, Cam, Motivating the “What’s In It for Me” Workforce: Managing Across the Generational Divide and Increasing Profits, 2007
- 57. What Will ItTake • New behavior from leaders who realize younger workers enter the workforce seeking self-fulfillment and aren’t interested in “paying their dues” for an unspecified amount of time for a vague reward • Because young people are doing everything later – staying in school, living at home, getting married, having kids – this impacts their commitment to work Marston, Cam, Motivating the “What’s In It for Me” Workforce: Managing Across the Generational Divide and Increasing Profits, 2007
- 58. Reasons US WorkersChange Jobs In 2006, 21% of US workers made voluntary job changes for the following reasons: • Growth and earnings potential (30%) • Time and flexibility (23%) • Financial compensation (22%) • Culture and work environment (22%) • Benefits (12%) • Supervisor relationship (10%) • Travel and development (9%) • Management climate (9%) Benefit News
- 59. Changing Workforce • Workersare demanding the ability to balance their work and personal responsibilities. • Workers are not afraid of changing jobs. • The idea that the best way to grow financially and otherwise is to stay with one employer has been eroding to the point of extinction. • Younger workers and those earning $15,000 or less were the most likely to change jobs. • The cost of turnovers range from $7,000 for hourly employees to $30,000 for mid-level managers and $80,000 for technical or senior level management (Center for Workforce Learning). Charlotte Biz, March 2007
- 60. How They WillPush Us… • More independence in the workforce • Consumer-based fairness • Better technology • Enhanced professional development • Get rid of “that’s the way we’ve always done it” • Have more life balance • Re-establish priorities
- 61. What We Know •Times are changing – in business and society • So – leadership must change • The younger generations are working in a different economy and business world • They have different values and goals THEY WILL NEVER BE LIKE US!
- 62. What can managersdo? 1. Mentor their employees • About how the company runs, what makes people of different generations work well together. Teach people skills not just business processes. • Great leaders can motivate all people by balancing processes and people’s needs for the good of the company
- 63. Messages that Motivate •Veterans – Your experience is respected here – What has and hasn’t worked in the past is relevant – Perseverance is valued • Boomers – You are important to our success – Your contribution is unique and important – We need you
- 64. Messages that Motivate •Gen Xers – Do it your way – There aren’t a lot of rules here – We’re not very corporate • Millennials – You will work with other bright, creative people – You can help turn this company around – You can be a hero here – We value independent workers – Your boss will help you succeed
- 65. 2. Communicate withemployees • Encourage them to develop trust with others and empower people to do their jobs. Ask for input rather than telling them what to do. Open communication reduces resistance. 3. Value their values • Want work-life balance. They value family and friends and want to work their eight hour day and go home. Older workers think long hours show your loyalty and productivity. Younger workers often get things done faster. They value efficiency and effectiveness and doing things faster.
- 66. 4. Focus onRetention • People leave for several reasons: older workers retire but younger workers often leave feeling unvalued. • Have strategies to retain both groups. • Older generations like monetary rewards, younger generations like time off work.
- 67. For a copyof this presentation: http//www1.cpcc.edu/millennial Click on: “presentations and workshops” Contact: terri.manning@cpcc.edu
Editor's Notes
- #24 Much is expected of the children born between 1982 and 1998, a cohort variously called : “Millennial” - children of the new “millennium” Generation Y - follow Gen X Net Generation - internet, cell phones, computers, infinitely comfortable with technology The Echo Boom - “population momentum” Howe, Neil and William Strauss. 2000. Millennials Rising: The Next Great Generation. Vintage Books: New York Lancaster, Lynne C. and David Stillman. 2002. When Generations Collide. HarperCollins Publishers, Inc.: New York. O’Briant, Don. 2003. “Millennials: The Next Generation.” The Atlanta Journal Constitution. (September). Paul, Pamela. 2001. “Getting Inside Gen Y.” American Demographics. Vol. 23 Issue 9, pp. 42-50. Tapscott, Don. 1998. Growing Up Digital: The Rise of the Net Generation. McGraw-Hill: New York. Zemke, Ron, Claire Raines and Bob Filipczak. 2000. Generations at Work: Managing the Clash of Veterans, Boomers, Xers, and Nexters in Your Workplace. AMA Publications: Broadway, New York.
- #27 Millennials have older parents- average age of mothers at birth at an all time high of 27 in 1997 Smaller families More firstborns- only children will comprise about 10% of population More parental education – 1 in 4 has at least one parent with a college degree Kids born in the late 90s are the first in American history whose mothers are better educated than their fathers by a small margin. Howe, Neil and William Strauss. 2000. Millennials Rising: The Next Great Generation. Vintage Books: New York
- #29 Mortality Rate for US teens aged 15-19 declined from 1960 to 1997 Teens are having fewer accidents than Boomers did; we are concerned about the safety of teens and kids and safety devices seem to have made a difference. However, 3 child afflictions have grown rapidly form 1980 to 1994: The reported rate of asthma among children under 4 has risen by 160% and among children aged 5 to 14 by 75% Obesity in children is increasing- many of these kids have high cholesterol, high blood pressure, type 2 diabetes, and other heart disease risk factors associated with excessive weight Since 1990 Ritalin prescriptions have risen eightfold, and some 3 million Millenials, 80% of them boys are believed to take the drug regularly. An estimated 3 to 5 school age kids are diagnosed with ADD or ADHD. Howe, Neil and William Strauss. 2000. Millennials Rising: The Next Great Generation. Vintage Books: New York
- #36 Millennials expect and need lots of praise because their Baby Boomer parents have been the biggest cheerleaders. They are likely to mistake silence for disapproval and can easily become discouraged without verbal “strokes”. P 273 Managers should make a special effort to tell Millennials what they are doing right; this doesn’t mean they need to be lenient on Millennnials but lots of feedback, positive and negative, is needed. Lancaster, Lynne C. and David Stillman. 2002. When Generations Collide. HarperCollins Publishers, Inc.: New York.