Millennials Series• Part I How to Recruit Millennials: Where to Find

Them, What They Look Like, What Are They Doing.

• Part II Onboarding: What Millennials Expect

• Part III Growing and Retaining Your Millennial Workforce

• Part IV: The Future of Your Millennial Workforce

• Part V: Pokemon Go: What It Means For The Future of Your Business

Matt MaxwellDirector, Business DevelopmentMatt Maxwell, Director of Business Development, joined Passageways in 2010 through an entrepreneurship program at Purdue University. He has a passion for Business Development and growth. He began in lead generation where he grew sales in and expanded markets. As Director of Business Development he is intensely focused on recruiting and developing the lead generation team. Outside of Passageways he loves judging business plan competitions and working with startups to define new markets.

The Largest Generation in U.S. Labor Force

Cell Phones Texting

Replacing calling

In 2010, approximately 2.109 trillion messages were sent in total, up from 56 billion in 2004.

What one HR Rep has said…

“So with cell phone policies, I find myself issuing disciplinary actions to some of my best employees.     Here’s the deal: I can’t have them texting someone while a customer waits for service.  I can’t have my employees missing deadlines because they were taking “selfies” or “ussies.”  But let’s examine what the real problems are.  It’s poor customer service.  It’s missing deadlines.  So perhaps, the discipline should address the real problems, eh? ”

One HR Guide Suggests

Setting some restrictions and guidelines for smartphone use during work hours in your employee handbook is advised. There are a couple different approaches you can take with your policies.

Particularly in the case of hourly employees, some organizations only allow phone use during breaks, at lunch, in the event of an emergency, or with authorization. Other companies do not permit the use of personal cell phones on company property; however this approach tends to be extreme and not recommended. Many organizations allow for a minimal amount of personal cell phone use during the workday in their policies, provided that it is not excessive or overly distracting. Be sure to include a statement in your policy that cell phone use should not disrupt business operations and it may present distractions to other employees.

The Data

Three smartphone features in particular — social networking, watching video, and listening to music or podcasts — are especially popular with younger users. Fully 91% of smartphone owners ages 18-29 used social networking on their phone at least once over the course of the study period, compared with 55% of those 50 and older (a 36-point difference). These young smartphone owners reported using social networking in an average of 5.6 surveys, tied with internet use as the second-most frequent smartphone behavior among young adults after text messaging.

Where do I start?

Keep in mind: Company size Customer base (location

specific) Overall company culture

Expectations

Policy Have clear expectations Understand the

consequences of implementing a policy

Unwritten rule Frontline vs back office Location spesific

Tattoos Now

mainstream 40% of

millennials have a tattoo

Why? Sense of

permanence Place Identity

70% of tattooed Millennials make sure to get ink only in places that can be hidden from employers

Placement Matters31% of Human Resources managers state that visible tattoos could negatively impact their decision to hire someone

Answer: A Sense Of Identity

Provide an electronic outlet for a sense of expression in a team environment

October

Salary and why it doesn’t matter: #millennial

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