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© Copyright 2016 - HR Studio Podcast – hrstudiopodcast.com 1
Episode 4 Show Notes: The Needle in the Haystack and the Couch
Bruce Tulgan –Managing Young People in the Workplace
In this episode, Bruce Tulgan sheds light on how “accidents of history” shape generational differences. He
offers advice for the latest generations who are entering the workforce as well as for those who hire and
manage them. Bruce shares insights from his latest book on soft skills training, including how to get the
second wave millennial generation to embrace and develop soft skills. A key takeaway is finding the needle
in the haystack and it could be as simple as a couch! Bruce is author, speaker and founder/CEO of
RainmakerThinking, a management research, training and consulting firm and a leading authority on
generational issues in the workplace.
Key Learnings From This Episode
Bruce’s Career Journey: From lawyer to
what he’s been doing for nearly 23 years,
which is researching/interviewing people
about their experiences in the workplace. He
first wrote about Gen Xers who were
characterized at the time as slackers, but
who became “techno literate
entrepreneurs.”
Bruce’s Passion: Through extensive
interviews and longitudinal research
(200,000 managers and 100,000 non
managers), he’s become tuned into the
experience that managers have every day
and is passionate about helping help them
with the challenges and significant
responsibility of managing and setting
people up for success.
© Copyright 2016 - HR Studio Podcast – hrstudiopodcast.com 2
He has been tracking “new young workers” (from Gen X, to first wave millennials and now the
second wave of millennials).
Generations Differences & Accidents of History: All generations go through the same
developmental life stages but it’s the “accidents of history” that make each generation a little
different. Second wave millennials grew up in 2000’s during a time of unprecedented change. (E.g.
September 11th, 2001 and the financial collapse of 2008)
How does the “Age Bubble” impact HR or new leaders? There’s an aging workforce at one end of
the spectrum and a workforce getting younger at the other end with a gap in the middle
(represented by a small Gen X generation). Impact varies by company and industry but older
workforce demographics are:
o <1% born before 1946 (North America)
o 1946 to 1954 – 13% of workforce (North America)
o 8 - 10K Baby boomers turn 65 each day
Younger workforce demographics are:
o Born 1990 and later
o Second wave millennials are flooding into workforce today
o Rising global youth tide or “youth bubble” growing
First & Second Wave Millennials:
o Gen Z – those born 1990-2000 (also called Second Wave Millennials)
o 1978-1989 First Wave Millennials – everything was great during the 90’s but they
encountered career setbacks because of weak economy during the late 2000s
o Second Wave Millennials – grew up in the 2000s during economic crisis, war and terrorism.
Raised by “helicopter parents on steroids.” Parents gave a lot of structure, guidance and
direction. “Everyone gets a trophy.” Globalization and technology. Biggest single accident
of history – they learned how to think learn and communicate via hand-held super
computers.
On Hiring Millennials: Hiring managers say this generation has energy, enthusiasm, technical savvy
and great ideas but missing old fashioned basics. Basic work habits such as self-presentation,
© Copyright 2016 - HR Studio Podcast – hrstudiopodcast.com 3
interpersonal communication, a service mindset. Young people don’t salute. While technically very
strong, they lack soft skills. “You can’t hire your way around the soft skills gap…but you can address
it in every aspect of your human capital management”
Bridging the Soft Skills Gap. In Bruce's latest book (see below), he Includes 92 lesson plans for what
Bruce covers as the 12 missing basics today. Proactive learning: Is one of the missing basics.
Important to develop the behavior of pursuing learning on your own initiative and not as just in
time knowledge (e.g. Google it!). Self-awareness and personal responsibility are discussed in
Bruce’s latest book, but proactive learning is a really important piece of the puzzle.
“You can’t hire your way around the soft skills gap…but you can address it in every aspect of your
human capital management”
Building soft skills training into onboarding. Examples: US Marines Training 13 week onboarding
training, Chick-fil-A and Enterprise. Important to identify, communicate and train for the soft skills
beginning during the orientation. Young workers don’t realize they are missing the skills. Steps to
soft skill training of millennials:
1. Aware – make them aware
2. Engage them - make them care
3. Provide resources
Coaching style managers are key to practice skills on the job. Recognize and reward behaviors to be
taken seriously.
“If you are really worried about keeping somebody engaged and keeping
them longer, you’ve got to find that needle a haystack ..... the thing that
person really cares about.”
” – Bruce Tulgan
© Copyright 2016 - HR Studio Podcast – hrstudiopodcast.com 4
Recommended Reading and References From this Episode
Managing Generation X
Bridging the Soft Skills Gap: How to Teach the Missing Basics to Todays Young Talent
Thinkers50
TrainingMag.com
Association for Talent Development
Society for Human Resource Management
To Follow Bruce Tulgan
RainMakerThinking.com
Twitter @BruceTulgan
Bruce’s LinkedIn Profile
Bruce’s Question to HR Studio Podcast Group Members
What’s the hardest thing for you about managing people?
Aired: Monday, May 2, 2016 - 8:00am
Industry: Consulting
Host: Kyle O’Connor
Guest: Bruce Tulgan
Type: HR Studio Podcast
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