Equality is Better For Everyone. Manchester Young Greens November 2014 Who gets the benefit?
Not Everyone Gets a Trophy - MemberClicks · Not Everyone Gets a Trophy: Building Your Team in a...
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Not Everyone Gets a Trophy: Building Your Team in a Millennial World
Tuesday, April 7 - 9 a.m.
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Presenters Contact us atJennifer ZiegenfusTowson University, MD [email protected]
Dave FedorchakTowson University, MD [email protected]
Mariah McLane GiardinoRochester Institute of Technology, NY [email protected]
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OBJECTIVES AND OUTCOMES
• Generation Identification1
• Leadership by Generation2
• A look at our institutions and yours3
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Baby Boomers (1946-1964)
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Generation X(1965-1979)
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Generation Y/Millennials(1980-1995)
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Generation Z(1996-TBD)
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Are you a cusper?Boomers (1946-1964)
Gen X (1965-1979)Millennials (1980-1995)
Gen Z (1996-TBD)
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Diverse Tech-SavvyCollaborativeSocially Accepting
OptimisticIdealisticQuestion AuthorityWant to put their stamp on the worldCompetitive
IndependentResourcefulEntrepreneurialSkeptical
Multi-taskersFlipped LearnersIndividualisticTolerantHopeful
I identify with……BoomersMillennials
Gen X Gen Z
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• Baby Boomers: – Sharing personal stories that might relate to their parents. – You both are optimistic. Capitalize on it.
• Generation X: – Support their desire to have work-life balance– Helping them understand the independence you appreciate
• Millennial: – Give sincere praise often and constructive criticism privately– Create bonding outside of team building
Leadership by Generation
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• 75% of the workforce by 2025
• 83% want a job where creativity is valued
• 40% think they should be promoted in 2 years (regardless of performance)
• 72% say making an Impact is important
• 45% choose work flexibility over pay
• 69% believe office attendance is unnecessary on a regular basis
• 88% want to work in a more social environment where their co-workers are their friends
Millennials by the Numbers
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1. Millennials are the future of the workforce.
2. Golden rule is out, Platinum rule is in.
Acceptance Fosters Success
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Strategies (what to do)
Failures (what NOT to do)
Challenges
A Look at Our Institutions
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Accept that retention is low
Scheduling checkpoints
Set expectations for feedback
Orientation ≠ Onboarding
Do you have a plan?
Strategies
ONBOARDING
Socialize and celebrate
Team collaboration
Facebook “like” and “Tweet” them
Legacy projects
DAILY ROUTINE
Presentation of core values
Transparency with job applicants
HIRING PROCESS
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One Size FitsAll treatment
Failures
Forcedteam bonding
Lack ofhonesty
(employer and employee)
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Judgments on:commitment, work ethic,
dress, WFH
Challenges
Crowdsourcing
Generationalconflicts
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Questions• Who makes the decisions?
• Which of the talking points can make your office more efficient/effective?
• Could a re-structure make you more successful?
Analyzing Your Structure
Suggestions• Incorporating health and fitness into the workplace
• More comfortable attire on designated days
• Flexible hours or days to work from home
• Addressing the fear of failure
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• Oldest Gen Z (22 years old) have just entered the workforce
• First generation to be majority non-white
• Stereotypes: smartphone-addicted, social media obsessed, short attention spans, lack of interpersonal and communication skills
• Defining qualities: tech-dependent, open-minded, multi-taskers, individualistic, teachable, innovative, creative, tolerant, entrepreneurial, hopeful, confident
• Concerns: social justice, mental health, wellness, sustainability
• Expectations: access to instant information, flexibility, salary/benefits over perks, mentorship from senior leaders
Looking Ahead: Generation Z
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How to Cultivate Gen Z• Teach the basics of office culture and good work habits – stop
assuming they should know everything already
• Communicate regularly, give clear direction, and offer specific feedback
• Be patient, supportive, respectful, caring, and available
• DON’T be vague or rude and avoid micro-managing
• Remind them they are valued and offer chances for them to contribute meaningfully
• Send them off with goodwill and positive encouragement if they decide to move on
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SourcesClark, K. R. (2017). Managing Multiple Generations in the Workplace. Radiologic Technology, 88(4), 379-398.
Diversity’s New Frontier – Diversity of Thought and the Future of Our Workforce https://www2.deloitte.com/insights/us/en/topics/talent/diversitys-new-frontier.html
Don’t Call me a Millennial – I’m an Old Millennial (http://nymag.com/scienceofus/2017/04/two-types-of-millennials.html?mid=fb-share-scienceofus)
Everything You Need to Know About Your Millennial Co-Workers (http://fortune.com/2015/06/23/know-your-millennial-co-workers/)
Generation Z Enters the Workforce (https://www2.deloitte.com/insights/us/en/focus/technology-and-the-future-of-work/generation-z-enters-workforce.html)
How Higher Education is Outdated for the Millennial Generation (http://elitedaily.com/life/higher-education-getting-millenials/838649/)
Millennials in the Workplace: They Don’t Need Trophies but They Want Reinforcement (https://www.forbes.com/sites/jefffromm/2015/11/06/millennials-in-the-workplace-they-dont-need-trophies-but-they-want-reinforcement/#7ee5b67d53f6)
Millennials: Understanding the Generation (https://www.slideshare.net/urbanbound/millennials-understanding-the-generation)
Simon Sinek on Millennials in the Workplace (https://www.youtube.com/watch?v=hER0Qp6QJNU)
Steele Flippin, Dr. Candace. Generation Z in the Workplace. 2017. Print.
Twenge, Jean M. iGen: Why Today’s Super-Connected Kids Are Growing Up Less Rebellious, More Tolerant, Less Happy - and Completely Unprepared for Adulthood. 2017. Print.
Ubl, Hannah L., Lisa X. Walden, and Debra Arbit. Managing Millennials for dummies. Hoboken, NJ: John Wiley & Sons, Inc., 2017. Print.
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THANK YOU.
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THANK YOUfor attending this session!
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