Embed Size (px)
Citation preview
M3Managing
& MentoringMillennials
Born 1980 – 1995 ~ Currently 14 – 29
Born 1980 – 1995 ~ Currently 14 – 29
Myths and Realities
This is a rebellious generation
RealityGen Y is fundamentally conservative
They look like risk takers because of their “job-hopping” but the impetus for this is
new opportunities to learn
Born 1980 – 1995 ~ Currently 14 – 29
Myths and Realities
They don’t fit in
RealityThis is a generation of team players
Work environments that use teams well outperform those that don’t
Born 1980 – 1995 ~ Currently 14 – 29
Myths and RealitiesGen Y is unproductive
RealityGen Y is more productive than the other
generations (it is to believe but true).They set their own priorities – boomers often
set priorities based on their inboxGen Y chooses their own productivity tools,
rather than waiting for the IT
Born 1980 – 1995 ~ Currently 14 – 29
general characteristicsgoal orientedlifestyle centereddetermined
connected … 24/7
multitasking
tech savy
en
tre
pre
ne
uri
al
hopeful
success driveninclusive
optimisticadaptable
Born 1980 – 1995 ~ Currently 14 – 29
Motivating & Managing
The old rules don’t matter.
Techno-savy ~ Connected 24/7 ~ Self Confident
Motivating & Managing
They need a sense of ownership
You need to invest in their sense of desire to contribute in meaningful ways
Optimistic ~ Hopeful ~ Independent ~ Self-Reliant
Paying Their Dues
After the interview, they’re expecting to be embraced
and considered part of the team.
Some have spent a lot of time volunteering – this
they consider “experience”
Determined ~ Goal Oriented ~ Lifestyle centered
A little bit goes a long way
Take time to be a mentor
Let them absorb some of your tricks of the trade
Provide encouragement
Diverse ~ Inclusive ~ Community/Global/Civic Minded
Motivating & Managing
Millennials are asserting themselves on the global
stage and attempting to show that they want to participate at
the “big kids table.”
They don’t want what you wanted
Pulling together ~ Service Oriented ~ Entrepreneurial
Motivating & Managing
Personal Development as a Success Component
You do have a role in helping guide successful people under your direction
to the pursuit of their success.
Generation Y ~ Generation WHY ~ Generation Next
gen Y @ work
Desire to be a heroexpect respect
impatient
comfortable w/ speed & change
partners well w/ mentors
collaborative, resourceful, innovative
seek to make a difference
work well w/friends & on teams
value
guidance
wants toproduce
something worthwhile
thrive onflexibility &Space to explorelove a challenge
“Seeing the opportunity & path” – Is IN
Leveraging Strengths 2.0
You have the ability to grow your business on the knowledgebase of young people
who might understand the digital marketplace better than you do.
Generation Next ~ Nexers ~ Millennials
Leveraging Strengths 2.0
Success-driven millennials understand the rules better than ever before.
If you give them the keys, let them drive
Baby Busters ~ I Generation ~ Net Generation
Y’s Desire for Big Important Tasks
They are not deterred in the slightest by what older workers might perceive as
lack of experience or qualifications
They enjoy the challenge of important task and tackle them with confidence
Netizens ~ Gaming Generation ~ Echo Boomers
Y’s Attitude About for Big Important Tasks
I’m doing something that has valueI’ll figure it out
They gave me full responsibility - cool
“Interactivity & Real Time Information” – Is IN
Working with Gen Y
Happy to do the task, but not the time
Long hours are not daunting to Gen Y but they want to work to their schedule, not yours
“One size fits all” – Is OUT
Working with Gen Y
If not “Task”, then “Flex”
They are not usually happy with conventional
schedules
Consider flexible shifts, 4 days weeks, etc …
“Do it because it makes sense” – Is IN
Working w/ Gen Y
Upgrade Your Technology Where Possible
Y’s feel old technology gets in the way of effectiveness
and efficiency
They do not like to “unlearn”the latest technology to
get the job done
“Customized and targeted” – Is IN
Mentoring WorksMany Y’s like working with
Boomers
Mentoring relationships with Boomers
are valued
“Authentic Behaviour” – Is IN
It takes a village
Manager
HR
Outsideinfluencer
Mentors
Peers
New Employee
Despite the village,Managers still
have to manageHR
Outsideinfluencer
Mentors
Peers
New Employee
It takes a village
Attracting & Retaining Y’sCommunicate in “Y-
friendly” ways
Shift performance management to task, not
time
Leverage technology to create efficient
processes
“Streamlined & Efficient” – Is IN
Attracting & Retaining Y’s
Coach first-line managers on the essentials of managing Y’s
Create a collaborative, team-based environment
Encourage Boomers in your midst to mentor Y’s
“Playing Games” – Is OUT
Attracting & Retaining Y’s
Challenge Y’s with tasks that require “figuring it
out”
Re-design career paths: frequent, lateral moves –
not necessarily up“NOW” – Is IN
Mark R. Thompson
slideshare.net/clubjobsdigg.com/users/clubjobs
clubjobs.stumbleupon.comtwitter.com/clubjobs
delicious.com/clubjobs.caflickr.com/photos/clubjobs.ca
linkedin.com/in/markrthompson
w: www.clubjobs.cae: [email protected]: 866-604-6823 X222
