“Y” are we so focused on Gen “Y”!“Y” are we so focused on Gen “Y”!Triana Newton, Dale Carnegie International

http://www.youtube.com/watch?v=SEZM6nUhKW8

“Y” are we so focused on Gen “Y”!“Y” are we so focused on Gen “Y”!Triana Newton, Dale Carnegie International

100 years = Interaction with Every Generation

This is still a human interaction!

Today• Define: Who is Gen Y• Decipher: Why should we care about them?• Discover: Their expectations• Dispense with: Our generational biases• Determine: How can you attract Gen Y to your

organisation• Don’t Manage: Mentor • Develop: Harness the power of a Gen Y team member

Define

• Straus/Howe - 1993• Most analysed generation to date• Globally will be most skilled work force in

history• Gen Y statistically 1982 – 1998 • Represents 24% of the workforce currently

So `Y` is `Y`…`Y`?

Decipher – Why should you care?

Fact, Fiction or should we just get back to work?

W. Stanton SmithPrincipal, National Director,

Next Generation InitiativesTalent, Deloitte LLP

The Talent transition is real!

Globally 10,000 Boomers retiring a day for the next 10 years!

What do they bring to the table?

• Use of technology to serve business/world• Thrive on change• Knowledge – the hard drive is full• Greater efficiency – innovation• How work is done *work week• Speed of execution• Social conscious

Different frequencies!

• Use of technology to serve business - lazy• Thrive on change – can’t stick to a plan• Knowledge transfer – not competent• Flatter organisations – don’t like authority• How work is done *work week – see #1• Speed of execution – snap decision makers• Social conscious – should focus on work

Discover the ExpectationsMeaningful work- paid for performance

Experiential activities

The ability to travel the world

Flexibility

Authenticity

Friendships/Groups

Living first, working second

Fast accessto informationFun!

Diversity

Communication

Social Causes

Dispense with Generational Biases

Difference(dissimilar or unlike)

or

Deference(expression of regard or respect)

Dispense with biases

Events and Activities that expose biases:• “Innerviews”• Psychological Contract• Johari Window exercises• Team events -discovery elements• Two way mentoring

Determine- “The Law of Attraction” SHRI Report – 27% of working Gen Y haven’t identified their

career of choice 6 in 10 employed Millennials say they have already switched

careers at least once About 60% of Gen Y workers say it is not very likely they will

stay 62% of Generation X workers say it’s likely they will never leave their current employer 84% of Baby Boomers expect to remain with their current employer

Only 1/3 of Millennials say their current job is their career Driven by “fit”

Let’s Look at Companies attracting Gen Y

http://www.youtube.com/watch?v=sQYJs1rsMuo

http://www.youtube.com/watch?v=9G6WMb1fEuQ

Who does Gen Y listen to?

• In this order:• 1. Generation Y• 2. Generation X• 3. Traditionalists• 4. GI’s• 5. Baby Boomers

» Millenial Leaders Presentation

LeadershipValues

Attitude

Professionalism

Results Oriented

Diversity

Communications

Teamwork

Stress Management

Adaptability

Change Management Customer

Experience

Decision Making

Initiative

Accountability

Human Resource

Vision

Conflict

Resolution

Influence

Creative Thinking

Management

Customer

Acquisition

Management Controls

Interpersonal Skills

External

Awareness

Develop: There are gaps……• Problem Solving

• Judgement/Decision Making

• Workplace Communications

• “Collision Avoidance”

• Leadership

• Actual Experience

Development in Real Time

– Frequent check ins on performance– Use PRD’s to communicate outcomes

and standards – not only “responsibilities”– Development plan co created and executed– Unstructured development time (a la Google) 70-20-10– Create opportunities for transfer of tribal knowledge

through non-traditional methods (gaming, self paced, live on line etc)

Continuous Engagement

• Proximity to the Need– Dedicated resources to this area – Gen Y project team etc– Electronic means for input, collaboration (FB, communities)– Frequent check ins – check pulse– Keep it simple and …..human– Use 360 style of instruments to identify and

communicate needs

Relationships

• Foster trust• Healthy open relationships• Transparent leadership• Pair with strong performing

Gen X or Jones• Open work environment

Continuous Engagement

• How work is done……..FWA or WTO– Career progression– Capacity– Location– Schedule– Role

Your Gen Y Execution Plan

• 3 R`s– Reminded– Renewed– Recognized

• Move from idea to implementation…now