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Half day open training event on managing/engaging/motivating young people in the workplace held in Toronto.
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Young people, millennials and graduates
by Toronto Training and HR
June 2013
Page 2
CONTENTS3-4 Introduction to Toronto Training and HR Inc.5-7 Definitions8-9 Common views, statements and myths 10-11 How many? 12-14 Connected or not?15-16 Improving the transition of PINEs into the Canadian
workforce17-19 Enhancing communication20-21 Career development22-24 Interview questions for young people25-26 Engaging with young people27-28 Creating a satisfying work environment and
maximizing talent29-30 Reasons for investing in young people31-33 Skills, strengths and the benefits of young people34-36 What excites leaders about young people?37-39 What concerns leaders about young people?40-43 The state of play in Canada44-45 Young people around the world46-47 Be willing to leave the shore and…48 Case studies
Page 3
Introduction
Page 4
Introduction to Toronto Training and HR
Toronto Training and HR is a specialist training and human resources consultancy headed by Timothy Holden 10 years in banking10 years in training and human resourcesFreelance practitioner since 2006The core services provided by Toronto Training and HR are:
Training event designTraining event deliveryReducing costs, saving time plus improving employee engagement and moraleServices for job seekers
Page 5
Definitions
Definitions 1 of 2• Generation Y• Millennials• ME generation• Generation Next• Net Generation• Echo Boomers
Page 6
Definitions 2 of 2• Traditionalists• Baby boomers• Generation X
Page 7
Page 8
Common views, statements and myths
Common views, statements and myths
• ?
Page 9
Page 10
How many?
Page 11
How many?STATS CANADA• 15-192.2M• 20-242.4M• 25-292.4M
Page 12
Connected or not?
Connected or not? 1 of 2POTENTIAL DISCONNECT• What they want• What the Canadian
workplace in 2013 offers
Page 13
Connected or not? 2 of 2 • Connection• Influence• Stability• Variety
Page 14
Page 15
Improving the transition of PINEs into the Canadian workforce
Improving the transition of PINEs into the Canadian
workforce• What is a PINE?• Canada v the world• Barriers to labour market
integration• Initiatives• Strategies
Page 16
Page 17
Enhancing communication
Enhancing communication 1 of 2
• Contextualize learning: “the Big Picture”
• Provide realistic expectations of how they can add value in the work world
• Explain WHY! What’s in it for them?
• Engage in frequent and informal conversations
• Ask for their suggestions, insights, opinions
• Involve them in new initiatives• Provide frequent and direct
feedbackPage 18
Enhancing communication 2 of 2
• Create space for intergenerational collaborations
• Encourage collaborative decision making
• Invite divergent views to the table and LISTEN
• Be courageous enough to step into “tough” conversations
Page 19
Page 20
Career development
Career development• Create a learning environment• Invest in training differently• Include learning & development
in role requirement• Establish accountability• “Walk the talk”
Page 21
Page 22
Interview questions for young people
Interview questions for young people 1 of 2• How do you or did you balance a
full course load, part time job, extracurricular activities and a healthy social life?
• What is your most memorable accomplishment and what did you do to reach that goal?
• What is your most memorable mistake and what did you learn from it?
• How do you stay motivated?
Page 23
Interview questions for young people 2 of 2• What would be an ideal work
environment for you? (expand on this with):
• What do you want to learn?• What hours do you expect to
dedicate?• What motivates you to come to
work as opposed to have to come to work?
Page 24
Page 25
Engaging with young people
Engaging with young people• Personal competencies• Interpersonal relationships• Community support• Organizational support
Page 26
Page 27
Creating a satisfying work environment and
maximizing talent
Creating a satisfying work environment and maximizing
talent• Help me understand what is
expected of me but value my input
• Give me regular and informal feedback plus recognition for a job well done
• Let me have the right tools and training to perform the job
• Provide me with autonomy to do my best work
• ST and LT SMART objectives• Continuous opportunities to share
ideasPage 28
Page 29
Reasons for investing in young people
Reasons for investing in young people
• Growing talent and workforce planning
• The unique skills, attitudes and motivation of young people
• Workforce diversity• Employer branding/employer of
choice• Cost-effectiveness
Page 30
Page 31
Skills, strengths and the benefits of young
people
Skills, strengths and the benefits of young people 1 of 2
• Highly educated • Willingness to learn • Maximizing inclusion and
abandoning old prejudice• Wired, aware and collaborative• Driven by values and
relationships• Expressing passion and politics
differently• Demonstrating community
commitment
Page 32
Skills, strengths and the benefits of young people 2 of 2
• Lower recruitment costs• Flexibility• Creating a shared organizational
culture• Aiding employee retention• Insights and connections into
the market• Energy, enthusiasm and passion • Innovation and creativity• Preparing for the future
Page 33
Page 34
What excites leaders about young people?
What excites leaders about young people? 1 of 2
• Their comfort and skill with technology and social networks for information or connectivity
• They are creative, open, and bring fresh ideas
• Their multicultural and global awareness and tolerance of difference
• They are adaptable, learning-oriented, and used to the pace of change
Page 35
What excites leaders about young people? 2 of 2
• Their confidence and willingness to take a stand and challenge the status quo
• Their energy, enthusiasm, dedication, and work ethic
• They are collaborative and team-oriented, plus they work across boundaries
• Their strong sense of ethics, service-oriented leadership, and desire to make a difference
Page 36
Page 37
What concerns leaders about young people?
What concerns leaders about young people? 1 of 2
• Their unjustified or unrealistic sense of entitlement, and need for instant gratification and affirmation
• They lack the ability to communicate effectively face-to-face, and are over-dependent on technology
• They lack a strong work ethic, focus, commitment, drive and self-motivation
• They lack learning opportunities (for example, mentoring, positive role models, and training) adequate to the future challenges ahead
Page 38
What concerns leaders about young people? 2 of 2
• They need decision-making skills, long-term perspective, and the ability to understand complexity
• They lack a strong sense of values, ethics, and social responsibility
• They lack reflection, self-awareness, and maturity
• They are overconfident and not open to input or feedback—their view is the only view
Page 39
Page 40
The state of play in Canada
The state of play in Canada 1 of 3 • A diverse, urban, mobile and
educated group• Impressive statistics are
masking gaps• Postponing post-secondary• Carrying a crippling debt-load
and unable to find work• Facing stiffer competition that
ever yet faring better than their global counterparts
• Still hardest hit by the recession and facing a decade of after-shocks
Page 41
The state of play in Canada 2 of 3
• Poverty• Speed of life takes its toll• An inactivity/obesity epidemic• The “at-risk” are on their own• Disconnected, disempowered
and disengaged from formal institutions
• Alarming trends• What makes it unique this time• Amazing opportunities for
Aboriginal youth
Page 42
The state of play in Canada 3 of 3
• Are youth equipped to face the most daunting challenges?
• Safer than ever• What must our smart and caring
communities do?• What does successfully walking
the path involve?
Page 43
Page 44
Young people around the world
Young people around the world
Page 45
Page 46
Be willing to leave the shore and…
Be willing to leave the shore and …
• Suspend judgment• Think outside the box• Shift perception• Look for the second right answer• Challenge assumptions• Be illogical• Look foolish• Make a mistake and…• Keep looking through the lens of
our younger colleagues
Page 47
Page 48
Case studies
Page 49
Conclusion and questions
Page 50
Conclusion and questions
SummaryVideosQuestions
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