Attracting & Developing the Millennial Generation by Illuminare Group
Transcript of Attracting & Developing the Millennial Generation by Illuminare Group
© 2015 Illuminare Group, All Rights Reserved
Frank J. Ciccia
Attracting & Developing the Millennial Generation
© 2015 Illuminare Group, All Rights Reserved
Fact 1
By 2020, what percentage of the global workforce will be millennials? A. 37% B. 47% C. 57%
75%ofworkforceby2030BureauofLaborSta7s7c
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Generation“Y”Millennials1982-2004
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Do you think Millennials have an attitude problem?
• Or is it that every new generation of younger workers irritates the older, more experienced worker? – Baby Boomers – Long-haired hippies – Gen X – Disrespectful of authority and cynical
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“Yes, Millennials will be more difficult to recruit, retain, motivate, and manage than any other new generation to enter the workforce. But this will also be the most high-performing workforce in history for those who know how to manage them properly.”
BruceTulgan“NotEveryoneGetsaTrophy”
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GenerationYTraits&Values• Largeduetoimmigration• Youngestchildrenof
indulgentBBparents• Parentsscheduledthemto
death• Parentsgavethen
everythingbecausetheywereworkingtoomuchordivorced.
• Payingalotofstudentloans
• Willseekoutcon7nuousnewopportuni7es
• Demandrecogni7onforevenrou7netasks
• Learn,thenleave,orstaysbutbored!
• Parentssuppor7ngthemlonger
• Technologicallysavvy
• 86Millionmillennialswillbeintheworkplaceby2020–represen7ngafull47%ofthetotalworkingpopula7on.
• Mostengagedwhenworkingwithpeopletheythinkaresmart,social,andcommiSed.
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GenX&GenYComparisons
GenXViewsbossasanexpert,
someonewhosehard-earned
experienceandskilldemand
considerationanddeference.
Accesstoauthorityislimited
andmustbeearned.
Thiswasthevastlyunder-
supervisedgeneration.
AUTHORITY GenYTheywantacoachnota
boss.
Millennialsthinktheycango
inonthefirstdayandtalkto
theCEOaboutwhat’sontheir
mind.Theirboomerparents
raisedthemtothinkthattheir
voicemattersandquestion
authority
Thisisthegreatover-
supervisedgeneration
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GenX&GenYComparisons
GenX
Individualistic,
independent.Wantthe
cornerofficeand
trappingsofsuccess.
MOTIVATIONS GenYWantpurposeintheirlife
andcareerandmaynot
comefromgeTngthe
highestsalaryandnicest
office.
“Genera'onYhasmul'plepassionsandismoreglobalthananyofitspredecessors,as70%ofthemsaytheywouldliketoworkabroad
some'meoverthecourseoftheirlives.”–JamieGuWruend,
IntelligenceGroup
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GenX&GenYComparisons
GenXStructuredandlinear
WORKENVIRONMENT GenY
Unstructuredandnon-linear.
Theyarenot
typicalclock-
watchers,pencilpushers,orlazy.
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GenY-Work&Life
GenerationYdoesnotwanttolivetoworkliketheirparentsdid–theywantaflexiblelifestyle.
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Why do we want Millennials in our organizations?
Flat FlexibleNetworked&Digital Diverse Global
THENEWORGANIZATION
DIGITAL CLEAR FLUID FAST
“WhenMillennialsTakeOver”ByNoSer&Grant
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Accordingtosomeexperts-RecruitingMillennials
“Whenyouaskmillennialswherethey’d
liketowork,theanswerisgenerally:
-First,Google;second;Apple;andthird,
forthemselves.”
“It’snotaboutfreestuff[likelavishcafeteriasandon-sitemassagetherapists].It
100%comesdowntoculture.”
“youcan’tmotivatemillennialstojoinyourcompanyjustbypostingagenericjoblistingthatmaysuittheirskills.Theywanttogetasenseofwhatthelargercompanyisaboutintermsofitsmissionanditsvaluesandtheywanttoseeit
modeledbyitsleaders.”
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“Truth in advertising! Don’t tell me I’m going to be making strategy on the beach with beautiful men, while I sip a glass of wine, connected to the office remotely—while you give me tons of stock options . . . unless you are planning to make that happen. Tell me the real [situation] so I can decide if I want to be part of your thing.”
—Millennial
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Tips for Recruiting Millennials
• Successful Hiring Profiling – What worked for you in the past will work
for you in the future.
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Tips for Successful Recruiting
• Friend Referrals – “If you want Millennials to recruit
successful new employees among their promising friends and acquaintances, you must ensure they feel good about their jobs, their bosses, and the work experience as a whole. “
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Tips for Successful Recruiting
• Internet Recruitment – “If you are not visible and interesting and
user-friendly on the Internet, you might as well not exist to Millennials. “
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Tips for Successful Recruiting
• Low-Tech Solutions – Parents, Teachers, Counselors
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Additional Tips
• Don’t promise things you cannot offer.
• Tell them the downside of the job in clear and honest terms – Upfront.
• Let them know what you expect from them.
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Let me be very clear
• Manage their expectations
• Don’t assume what is “common sense to you”, is “common sense to them”
• Let them know what they can expect from the job interview – No parents allowed!
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Behavioral Interviewing
Assess Performance • Please tell me about a specific instance
when you . . . – Identified a specific type of problem
– Solved a specific type of problem
– Accomplished a particular task
– Were charged with a particular kind of responsibility
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Behavioral Interviewing
Assess Skills – Tell me about a time you demonstrated a
particular skill? – What did you learn? – How might you do it differently?
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Additional Recruitment Tips
• Use current associates to engage millennial recruits in conversations around what job is like.
• When offer is made – keep communicating with them prior to start date
• Send plenty of background materials • Send them “merch” to get excited about their
new job.
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Onboarding & Learning Plans
• Have a highly structured – Highly Interactive – High – Touch – Individualized
• Onboarding & Learning Plans • Regular Check-in Meetings with their
Manager
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ManagingtheMillennial
Millennial’smovethroughthingsvery
quickly
Youmaygetaprototype,butmaynotbeapolished
one
Provideon-goingand
regularfeedback
Coachingskillsareessential
Managersneedtocommunicate
expectationsmuchmoreclearly
Theythinkquicklyandareusedtodoingmorethanone
thingatatime
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The Hartford 2014 Millennial Survey
Millennials said employers can most demonstrate their investment in them as a future leader by offering: 1. training and development (50%), 2. a clear career path (35%), and 3. ongoing coaching and feedback (34%).
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Coaching & Development
If we don’t provide ongoing coaching & feedback. – Their parents will, – Their co-workers will, and/or – They will Google it
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Development Areas
• Give continuous feedback
• 69 percent of Millennials see their company’s review process as flawed. A major reason for this is because of the lack of feedback throughout the year.
• Nearly 90 percent would feel more confident (in their
performance) if they had ongoing check-ins with their bosses.
Forbes – November 2015
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Millennials Need To Develop Expertise
• Focus on Quality, if we don’t coach them, the result will just be “good enough”
• They want to keep moving and growing, even if it means out of your company.
• Beware the “Instant Expert”
• They may be in a rush to complete a task, but need to acquire the patience of learning and gaining a “track record” of repetitive success.
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K=Knowledge*A=Applica7onM=Mo7va7onRS=Repe77veSuccess
(K*+A+M)XRS=EXPERTISE
(K*+A+M)XRS=REPUTATION
TIME*Knowledgeisalwayschanging
The IG REPUTATION Formula
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On-Going Development
• Focus on developing their Credibility • Credibility = Competence + Character • Didactic & Vertical Learning – Interactive group learning – One on One Coaching (Action & Reflection) – Self-guided and customized to learner – Team Projects
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Resources
• “Not Everyone Gets a Trophy: The Guide to Managing Millennials” – Bruce Tulgen, Wiley Press
• “What Millennials Want From Work”- Jennifer Deal & Alec Levenson, Center for Creative Leadership.
• “When Millennials Take Over: Preparing For The Ridiculously Optimistic Future Of Business”, Jamie Notter, Maddie Grant, Ideapress Publishing
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Contact Information
Frank J. Ciccia Principal Consultant Illuminare Group www.illuminaregroup.com [email protected] (716) 812-5161