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Half-day open interactive workshop on hiring, motivating and developing young people in Mississauga.
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Young people, millennials and Generation Y
by Toronto Training and HR
September 2011
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Contents
3-4 Introduction to Toronto Training and HR5-6 Traditionalists7-8 Baby boomers9-10 Generation X11-12 Generation Y13-14 Millennials15-16 Canada v the US17-20 Clashes21-22 Comparing Generation X and Generation Y23-24 The ethical debate25-26 Getting young people off the streets in Canada27-30 Example; the non-profit sector31-39 Hiring Millennials40-43 Engaging young people44-45 Leading across the generations46-47 Drill48-49 Case study50-51 Conclusion and questions
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Introduction
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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 banking• 10 years in training and human resources• Freelance practitioner since 2006• The core services provided by Toronto Training and HR
are:- Training course design- Training course delivery- Reducing costs- Saving time- Improving employee engagement &
morale- Services for job seekers
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Traditionalists
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Traditionalists
DefinitionSometimes known as the Matures or The Silent GenerationTraditionalists at workHow to motivate themImplications and recommendations for managers
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Baby boomers
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Baby boomers
DefinitionBaby boomers at workHow to motivate themImplications and recommendations for managers
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Generation X
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Generation X
DefinitionGeneration X at workHow to motivate themImplications and recommendations for managers
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Generation Y
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Generation Y
DefinitionGeneration Y at workHow to motivate themImplications and recommendations for managers
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Millennials
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Millennials
DefinitionMillennials at workHow to motivate themImplications and recommendations for managers
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Canada v the US
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Canada v the US
StressWorking hours and work-life balanceMethods of relaxing after workHealthReward and recognitionCulture
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Clashes
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Clashes 1 of 3
Baby Boomers tend to…Generation Y individuals tend to…
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Clashes 2 of 3
POINTS OF COMMON FRICTIONRespectDecision-makingCareer perspective FeedbackWork-life balancePerformance management Dress code
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Clashes 3 of 3
POINTS OF COMMON FRICTIONMeetingsFun at workWork ethicCommunicationPoliciesLoyalty
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Comparing Generation X and Generation Y
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Comparing Generation X and Generation Y
How many people?Spending time with familiesWork-life balanceFlexible work arrangementsLoyalty to employersSociety’s perceptions of women at workRole of women at workChanges for menWorking hours
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The ethical debate
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The ethical debate
RetaliationObserving misconductReporting misconductPositive or negative view of culturePositive or negative view of ethicsLength of tenure
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Getting young people off the streets in
Canada
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Getting young people off the streets in Canada
The exiting processThe disengagement process
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Example; the non-profit sector
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Example; the non-profit sector 1 of 3
MILLENNIALSIssues facing the sectorRecruitment and retention difficultiesInterests, values, attitudes and behavioursWhat motivates?What do they want from the work environment?Who influences their career decisions?What do their career paths look like?What do they think of the non-profit sector?How do they feel about volunteering?
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Example; the non-profit sector 2 of 3
MILLENNIALSExperiences in the sectorWork efficiency challengesAgeismPoor work-life balanceLack of career developmentMBAs need not applyInattention to new hires
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Example; the non-profit sector 3 of 3
What advantages does the sector have over other sectors?Initiatives
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Hiring Millennials
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Hiring Millennials 1 of 8TALKING ABOUT MILLENNIALSWhen Millennials take over the worldMillennial myth-bustingMake way for MillennialsMillennials and ITHelping Millennials communicate more effectivelyTraits displayed and exhibited by Millennials
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Hiring Millennials 2 of 8WHAT DO THEY WANT?From a boss…From an employer…To learn…
Mentoring
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Hiring Millennials 3 of 8PRIOR PREPARATION Take the lead in listening, learning and adaptingBalance IT boundaries and freedomsAdapt IT policies to deal with generational diversityAccelerate experiments with social networksBridge the generation gap
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Hiring Millennials 4 of 8CHOICES TO MAKE IN ORDER TO PREPARE FOR THE FUTUREGetting the proper education Learning transferable skills Setting goals with their manager to prepare for the next level Actively networking Getting an internship, apprenticeship or vocational training Researching emerging careers that interest them Joining the armed services for job training, funding for a college education, etc. Joining a professional organization
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Hiring Millennials 5 of 8FACTORS THAT INDICATE CAREER SUCCESSMeaningful workHigh paySense of accomplishmentChallenging workHigh level of self-expressionHigh level of responsibility
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Hiring Millennials 6 of 8WEAKNESSES IDENTIFIED BY RECRUITING MANAGERSInability to receive criticism from managers or leaders Impatience with established processes Ineffective communication Lack of political savvy Lack of independence
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Hiring Millennials 7 of 8WAYS TO OVERCOME WEAKNESSES Seek mentorship from senior leadership to ask for adviceSet goals with my manager to address my weaknessesParticipate in company sponsored training opportunitiesRead books, journals and blogs which offer career adviceHire a life or career coach
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Hiring Millennials 8 of 8GETTING THE VERY BEST TALENTTreat them like VIPsCo-recruit the parentsFind them earlyLook after themOffer structure and teach them the basicsProvide tight cycles of feedbackDon’t offer low-status, high-turnover jobsMake them part of the groupBe active in the communityTake an interest in their success
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Engaging young people
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Engaging young people 1 of 3
Don’t manage; mentorDon’t assign; explainDon’t dictate; solicitDon’t ignore; respondDon’t conceal; communicate
Other dos and don’ts
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Engaging young people 2 of 3
QUESTIONS TO ASKWhy are you communicating with young people?What messages do you want them to take away? How can you craft your messages in a way that’s meaningful?
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Engaging young people 3 of 3
SOCIAL MEDIAFacebookTwitterYouTube
BlogsGoogle
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Leading across the generations
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Leading across the generations
AcknowledgeAppreciateFlexResolveLeverage
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Drill
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Drill
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Case study
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Case study
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Conclusion & Questions
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Conclusion
SummaryQuestions
