LifeWorkBusiness ResultsConnecting Dots

Created by CEO Muhtar Kent25% of employees are Millennials soon 50%

Smooth transitionbetween generations

2x more graduates go to tech companies than decade ago

More options to choose from - owning or building a business is more viable option for 90%

Recruit

Recruit Retain Culture

2x more graduates go to tech companies than decade ago

More options to choose from - owning or building a business is more viable option for 90%

RecruitRecruit

Wider choice and different preferences

2x more going to work in young/new companies

90% want to found or build startups

Top concerns - Compensation and Promotion

Decline in real income / purchasing power

Easy to switch jobs, easier to get pay raise and promotion

Retain

Retain - Compensation Pressure

Feedback, mentorship, flexible work, communication and cooperation

Culture

2x more graduates go to tech companies than decade ago

More options to choose from - owning or building a business is more viable option for 90%

Recruit

Recruit Retain Culture

Buy In

2x more graduates go to tech companies than decade ago

More options to choose from - owning or building a business is more viable option for 90%

RecruitBuy-in from organizationthrough Reverse Mentoring Program

Challenge: limited understanding that the MV program is needed, that there is an issue or underscoring its importance

Objective: Get senior and then mid-level executives to understand first hand the necessity and fundamentals of the MV program

Benefits of Reverse Mentoring Program

Benefit to execs: Provide external and lower level input, serving as a personal focus group

Benefits to Millennials: Provide opportunity to get sponsorship, for both for careers and projects, as well as offer unique access to senior execs POV

Benefit to Program: personal investment of senior execs and their buy-in

Results of Reverse Mentoring Program

How to start Reverse Mentoring

• Project sponsor – senior exec (CPO) Project leader – millennial

• Mentees - start 1 level above where to you want to drive change – e.g. if Middle management then start with CEO -1/-2 – showing good example

• Find an honest/rebellious Millennial partners

• 30-60min every 3-6 weeks.

• Preparation before - kick off meeting for Milennials + regular feedback project lead with Mentor/Mentee

Key Challenges of Reverse Mentoring

• Execs - waste of time

• Execs - not prepared, resulting in vague discussion

• Millennials - too polite, nothing new, boring, self promoting

• Millennials - too aggressive immature

• All - actionability

Scaling and Next Steps

• Spread to more teams/geographies (aka direct reports of initial execs)

• Let Millennials recruit “millennial mentors” and execs do the same

• One of discussed ideas becomes a project

• Include Millennials on exec board/direct report meetings

• Add Millennials to presentation, offsites etc

Q&A