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SOUTH DAKOTA SAFETY & HEALTH
CONFERENCEWednesday, October 2, 2019
MANAGING MILLENNIAL EMPLOYEES:HOW TO ATTRACT TOMORROW’S TALENT
STEVE BENCH
T H E
T H E
T H E
T H E
VETERANS
IDENTITY THROUGH WORK
BABY BOOMERS
MILLENNIALS
THE CHALLENGE: BUILDING CULTURE
YOUNG EMPLOYEES ARE DISENGAGED BUILDING CULTURE TAKES TIME! LIVING IN THE SMARTPHONE AGE SOON, MILLENNIALS WILL BE IN CHARGE
SOON THE TABLES WILL TURN!
MILLENNIALS IN CHARGE?
MILLENNIALS INTERVIEWING BOOMERS!
MILLENNIALS IN CHARGE?
Adapt to Change
Tech Savvy
Tolerance
Think Outside the Box
STRENGTHS
WEAKNESSES
Unrealistic Expectations
Not as Committed?
Aloof about Responsibility
Quick to be the “victim”?
MILLENNIALS IN CHARGE?
MILLENNIALS IN CHARGE?
Mailing a Letter
Using Tools
Writing a Check
Fixing Things
WE MIGHT NEED HELP!
HOW MILLENNIAL ARE YOU?
MILLENNIAL LOGO QUIZ
THE GENERATIONSThe Veterans 1925-1945 (73-93) 2%
The Baby Boomers 1946-1964 (54-72) 29%
Generation X 1965-1980 (38-53) 34%
Millennials 1981-1995 (23-37) 35%
Generation Z 1996-2010 (22-8) ??
BUILDING CULTURE
Am I Thriving Here? - Engagement
Millennial Segmentation - 23-38y/o
MILLENNIALS IN CHARGE?
HOW INFORMATION IS HELD NOT AT THE TOP! IT’S EVERYWHERE ORG CHART WOULD BE GONE! IT’S ALL ABOUT THE NETWORK —>CAN YOU HELP ME CONNECT?
CEO
MGR
Staff Staff
MGR
Staff
MILLENNIAL REALITY - NOT BOSSES YET!ENTRY LEVEL HARD TO HIRE & RETAIN WORK = IDENTITY MILLENNIALS ARE DISENGAGED?
OLDER GENS ARE RESENTFUL?
CULTURE MAKES THE DIFFERENCE!
/
HOW DO YOUBUILD
CULTURE?
WIN OVER MENTORS
BUST STEREOTYPES
HOW DO YOU BUILD CULTURE?
WIN OVER MENTORS
What’s In It For Me?
Cards Close to Chest?
Why Should I Help Them?
Figure it out on their own
UNWRITTEN RULES
Show Up Early, Stay Late
Must Be Seen to Be Counted
Pay Your Dues
Not Special - Follow The Rules
Never Go Above Your Boss
ADVICE TO OLDER GENERATIONS
Your Experience Matters
Share What You Know
We Need You!
Tell Your Story!
You Built Our Reputation
Delegate = Less Stress
MILLENNIAL STEREOTYPES
#2 Can’t Handle Criticism
#1 Too Much Feedback
KEYS TO SUCCESS Old Rule
Supervised & Validated 24/7
Constant Dialogue
“No News is Good News” Not Anymore!
KEYS TO SUCCESS TRUST
Feedback Is Key!
Feedback Builds Trust
Trust Builds Loyalty
Trust Enables Criticism
HOW DO YOU
MANAGE
MILLENNIALS?
MILLENNIAL MANAGEMENT
CONTROLVOICE
ACCESSTRUST
KEYS TO SUCCESS Access
OpportunitiesAm I Thriving?
PeopleInformation
KEYS TO SUCCESS THRIVING
Job Hop Here?
New role, more responsibility
More Frequent Milestones
Shorter Time Horizons
KEYS TO SUCCESS TRUST
Validation
MentoringBad Day?
WAYS TO BUILD MY TRUST
Be Authentic!
Work alongside me!
Do it Yourself - Show Me!
Is This My Work Family?
Show Me you’re Vulnerable
KEYS TO SUCCESS CONTROL
Context & Significance
Process Control
Empower Me!
Let Me Make the Rules
KEYS TO SUCCESS VOICE
Offer Choices
Decision Making
Peer Mentors
TALENT RETENTIONMy First Day - Valued
Am I Comfortable? - Teach Me!
Am I Thriving Here? - Engagement
Why Should I Work Here? - Tell Story!
Do I Have a Future? - Pathways
Millennial Segmentation - 23-38y/o
Millennial Engagement
Delegate Special Projects
Offer Fun Experiences to Learn & Train
Quick Ideas
Make It Easy to Participate
Millennial Engagement
Fir-turnity Leave?
Gameification
Company Book Club
Mom & Dad Company Swag
Quick Ideas
Peer Nominated Award
GENERATION Z
GENERATION Z At Work
Life Stage
Decision Profile
Work Family
THINK KIDS TODAY DON’T GET IT?
Be the Patient Mentor You’d Want for Your:
These are OUR kidsWe Need Your Help!
Be a Multiplier Not a Divider
®
SOUTH DAKOTA SAFETY & HEALTH
CONFERENCEWednesday, October 2, 2019
THANK YOU!
®
SOUTH DAKOTA SAFETY & HEALTH
CONFERENCEWednesday, October 2, 2019
SOURCES ▸ “Millennials in Adulthood”, Pew Research
▸ “Taking Stock with Teens”, Piper Jaffray
▸ Maximizing Millennials in the Workplace, Jessica Brack, UNC
▸ Millennials at Work: Reshaping the Workplace, PWC
▸ “Mindset List”, Beloit College 2002-2018
▸ “Millennial Survey”, Deloitte
Q&A: MILLENNIAL ATTRACTION & RETENTION
10 QUESTIONS
WHO IS A MILLENNIAL?
#1
young professionals aged 23-38
kids born in 80s, raised in the 90s-early 2000s
high expectations, perhaps less committed
aloof about responsibilities and consequences?
WHY IS IT SO HARD TO ATTRACT AND RETAIN MILLENNIAL TALENT?
#2
Millennials have lots of choices (demographics)
Millennials aren’t in a hurry to “grow up” (support)
Millennials are delaying adult stages (no roots)
Millennials are defined by our lifestyle, not “work”
(What we do for work isn’t who we are)
HOW DO YOU ATTRACT & RETAIN MILLENNIALS?
#3
work-life balance that enables my lifestyle
meaningful work with a sense of purpose
teaching & tools that set me up for success
process control so I’m invested in outcomes
career development so I engage, thrive & stay
WHY DO MILLENNIALS CHANGE JOBS SO OFTEN?
#4
delayed life stage - no “roots”, high mobility
lots of options - “now hiring” across the country
no longer loyal to employers (childhood experience?)
job hopping is “how you move up” (status quo)
WHY DO MILLENNIALS HAVE UNREALISTIC EXPECTATIONS?
#5
kids during economic boom, saw success as the norm
inflated sense of self importance?
expect things right away - never had to wait
accustomed to instant access to opportunities
WHY ARE MILLENNIALS SO ALOOF ABOUT
ACCOUNTABILITY?
#6
“protected” from failure as kids - no consequences
always had a do-over, second chance, extra credit
give up, quit, change teams, blame the ____
issues with commitment and follow through
HOW DO YOU CRITICIZE A MILLENNIAL?
#7
grew up in supportive “helicopter” culture
constant feedback is normal to Millennials
feedback increases understanding & builds trust
trust enables criticism
WHY DO MILLENNIALS HATE “TOP-DOWN” ORG CHARTS?
#8
conditioned to expect accessible authority figures
expect to be involved in the discussion & valued
information isn’t held “at the top”, it’s everywhere
reward performance over seniority
SHARING VS CARDS CLOSE TO CHEST
#9
Older Gens withhold teaching for self preservation
Younger Gens expect access to information
Can lead to toxic work culture - both groups are upset
Create culture that values tenure, rewards loyalty and fosters teaching/sharing of knowledge