®

SOUTH DAKOTA SAFETY & HEALTH

CONFERENCEWednesday, October 2, 2019

MANAGING MILLENNIAL EMPLOYEES:HOW TO ATTRACT TOMORROW’S TALENT

STEVE BENCH

T H E

T H E

T H E

T H E

VETERANS

IDENTITY THROUGH WORK

BABY BOOMERS

MILLENNIALS

THE CHALLENGE: BUILDING CULTURE

YOUNG EMPLOYEES ARE DISENGAGED BUILDING CULTURE TAKES TIME! LIVING IN THE SMARTPHONE AGE SOON, MILLENNIALS WILL BE IN CHARGE

SOON THE TABLES WILL TURN!

MILLENNIALS IN CHARGE?

MILLENNIALS INTERVIEWING BOOMERS!

MILLENNIALS IN CHARGE?

Adapt to Change

Tech Savvy

Tolerance

Think Outside the Box

STRENGTHS

WEAKNESSES

Unrealistic Expectations

Not as Committed?

Aloof about Responsibility

Quick to be the “victim”?

MILLENNIALS IN CHARGE?

MILLENNIALS IN CHARGE?

Mailing a Letter

Using Tools

Writing a Check

Fixing Things

WE MIGHT NEED HELP!

HOW MILLENNIAL ARE YOU?

MILLENNIAL LOGO QUIZ

THE GENERATIONSThe Veterans 1925-1945 (73-93) 2%

The Baby Boomers 1946-1964 (54-72) 29%

Generation X 1965-1980 (38-53) 34%

Millennials 1981-1995 (23-37) 35%

Generation Z 1996-2010 (22-8) ??

BUILDING CULTURE

Am I Thriving Here? - Engagement

Millennial Segmentation - 23-38y/o

MILLENNIALS IN CHARGE?

HOW INFORMATION IS HELD NOT AT THE TOP! IT’S EVERYWHERE ORG CHART WOULD BE GONE! IT’S ALL ABOUT THE NETWORK —>CAN YOU HELP ME CONNECT?

CEO

MGR

Staff Staff

MGR

Staff

MILLENNIAL REALITY - NOT BOSSES YET!ENTRY LEVEL HARD TO HIRE & RETAIN WORK = IDENTITY MILLENNIALS ARE DISENGAGED?

OLDER GENS ARE RESENTFUL?

CULTURE MAKES THE DIFFERENCE!

/

HOW DO YOUBUILD

CULTURE?

WIN OVER MENTORS

BUST STEREOTYPES

HOW DO YOU BUILD CULTURE?

WIN OVER MENTORS

What’s In It For Me?

Cards Close to Chest?

Why Should I Help Them?

Figure it out on their own

UNWRITTEN RULES

Show Up Early, Stay Late

Must Be Seen to Be Counted

Pay Your Dues

Not Special - Follow The Rules

Never Go Above Your Boss

ADVICE TO OLDER GENERATIONS

Your Experience Matters

Share What You Know

We Need You!

Tell Your Story!

You Built Our Reputation

Delegate = Less Stress

MILLENNIAL STEREOTYPES

#2 Can’t Handle Criticism

#1 Too Much Feedback

KEYS TO SUCCESS Old Rule

Supervised & Validated 24/7

Constant Dialogue

“No News is Good News” Not Anymore!

KEYS TO SUCCESS TRUST

Feedback Is Key!

Feedback Builds Trust

Trust Builds Loyalty

Trust Enables Criticism

HOW DO YOU

MANAGE

MILLENNIALS?

MILLENNIAL MANAGEMENT

CONTROLVOICE

ACCESSTRUST

KEYS TO SUCCESS Access

OpportunitiesAm I Thriving?

PeopleInformation

KEYS TO SUCCESS THRIVING

Job Hop Here?

New role, more responsibility

More Frequent Milestones

Shorter Time Horizons

KEYS TO SUCCESS TRUST

Validation

MentoringBad Day?

WAYS TO BUILD MY TRUST

Be Authentic!

Work alongside me!

Do it Yourself - Show Me!

Is This My Work Family?

Show Me you’re Vulnerable

KEYS TO SUCCESS CONTROL

Context & Significance

Process Control

Empower Me!

Let Me Make the Rules

KEYS TO SUCCESS VOICE

Offer Choices

Decision Making

Peer Mentors

TALENT RETENTIONMy First Day - Valued

Am I Comfortable? - Teach Me!

Am I Thriving Here? - Engagement

Why Should I Work Here? - Tell Story!

Do I Have a Future? - Pathways

Millennial Segmentation - 23-38y/o

Millennial Engagement

Delegate Special Projects

Offer Fun Experiences to Learn & Train

Quick Ideas

Make It Easy to Participate

Millennial Engagement

Fir-turnity Leave?

Gameification

Company Book Club

Mom & Dad Company Swag

Quick Ideas

Peer Nominated Award

GENERATION Z

GENERATION Z At Work

Life Stage

Decision Profile

Work Family

THINK KIDS TODAY DON’T GET IT?

Be the Patient Mentor You’d Want for Your:

These are OUR kidsWe Need Your Help!

Be a Multiplier Not a Divider

®

SOUTH DAKOTA SAFETY & HEALTH

CONFERENCEWednesday, October 2, 2019

THANK YOU!

®

SOUTH DAKOTA SAFETY & HEALTH

CONFERENCEWednesday, October 2, 2019

SOURCES ▸ “Millennials in Adulthood”, Pew Research

▸ “Taking Stock with Teens”, Piper Jaffray

▸ Maximizing Millennials in the Workplace, Jessica Brack, UNC

▸ Millennials at Work: Reshaping the Workplace, PWC

▸ “Mindset List”, Beloit College 2002-2018

▸ “Millennial Survey”, Deloitte

Q&A: MILLENNIAL ATTRACTION & RETENTION

10 QUESTIONS

WHO IS A MILLENNIAL?

#1

young professionals aged 23-38

kids born in 80s, raised in the 90s-early 2000s

high expectations, perhaps less committed

aloof about responsibilities and consequences?

WHY IS IT SO HARD TO ATTRACT AND RETAIN MILLENNIAL TALENT?

#2

Millennials have lots of choices (demographics)

Millennials aren’t in a hurry to “grow up” (support)

Millennials are delaying adult stages (no roots)

Millennials are defined by our lifestyle, not “work”

(What we do for work isn’t who we are)

HOW DO YOU ATTRACT & RETAIN MILLENNIALS?

#3

work-life balance that enables my lifestyle

meaningful work with a sense of purpose

teaching & tools that set me up for success

process control so I’m invested in outcomes

career development so I engage, thrive & stay

WHY DO MILLENNIALS CHANGE JOBS SO OFTEN?

#4

delayed life stage - no “roots”, high mobility

lots of options - “now hiring” across the country

no longer loyal to employers (childhood experience?)

job hopping is “how you move up” (status quo)

WHY DO MILLENNIALS HAVE UNREALISTIC EXPECTATIONS?

#5

kids during economic boom, saw success as the norm

inflated sense of self importance?

expect things right away - never had to wait

accustomed to instant access to opportunities

WHY ARE MILLENNIALS SO ALOOF ABOUT

ACCOUNTABILITY?

#6

“protected” from failure as kids - no consequences

always had a do-over, second chance, extra credit

give up, quit, change teams, blame the ____

issues with commitment and follow through

HOW DO YOU CRITICIZE A MILLENNIAL?

#7

grew up in supportive “helicopter” culture

constant feedback is normal to Millennials

feedback increases understanding & builds trust

trust enables criticism

WHY DO MILLENNIALS HATE “TOP-DOWN” ORG CHARTS?

#8

conditioned to expect accessible authority figures

expect to be involved in the discussion & valued

information isn’t held “at the top”, it’s everywhere

reward performance over seniority

SHARING VS CARDS CLOSE TO CHEST

#9

Older Gens withhold teaching for self preservation

Younger Gens expect access to information

Can lead to toxic work culture - both groups are upset

Create culture that values tenure, rewards loyalty and fosters teaching/sharing of knowledge