MANAGING MILLENNIALS PILMMA SUPER SUMMIT SEPTEMBER 22, 2016

Mark Beese www.leadershipforlawyers.com

Mark Beese

In groups of two, tell a story about how generational differences either helped or got in the way of getting work done effectively.

Why are Millennials a challenge?

What happens when a new generation enters the workforce?

Activity

Four Generations at Work

Multiple Generations in the Workplace

Generation Birth Years*

Traditionalists 1925 -- 1945

Baby Boomers 1946 – 1963

Generation X 1964 -- 1979

Millennials 1980 -- 2000

* Birth year ranges can vary by up to five years

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Traditionalist (Pre-1946)

• Greatest Generation • Discipline • Duty •  Loyalty • Respect for Authority •  Frugality •  Trust in Government and Institutions

Traditionalist Values

• Dedicated • Pay your dues • Age = Seniority • Company first • Hard work

Traditionalist Work Ethic

• Work hard to maintain job security • Grateful just to have a job

Traditionalist Work/Life

Baby Boomers (1946-1964)

• Anything is possible • Optimism • Personal gratification and growth • Spend now, worry later • Want to “make a difference” •  Involvement • Equal rights and opportunities • Don’t trust the government

Baby Boomer Values

• Driven • Workaholic • Work = self worth, identity and fulfillment • Quality • Money driven •  Focus on relationships and results • Reward me on experience

Boomer Work Ethic

Hesitant of taking too much time off of work for fear of losing their place on the corporate team, resulting in imbalance between work and family

Boomer Balance

Gen X (1965-1980)

• Balance • Diversity •  Independent • Self-reliance •  Informality • Skepticism/Cynical • Suspicious of Boomer Values • Global View

Gen X Values

• Balance • Work smarter with better output, not longer hours • Want structure and direction • Reward me on task and results

Gen X Work Ethic

• Because parents who are Boomer workaholics, they focus on clearer balance between work and family.

• Don’t worry about losing place in corporate world because they feel they can just get another job.

Gen X Work/Life

Millennials (1981 – 2000)

• Achievement • Confidence •  Fun • Member of global community • Most educated •  Techno savvy • Civic engagement • Consumerism • Spiritual

Millennial Values

• Ambitious, Tenacity • Multi-tasking • Entrepreneurial • Global and network oriented • Reward on contribution

Millennial Work Ethic

• Not only balance with work and life, but also with community involvement and self development. More likely to seek flex time, job sharing and sabbaticals.

•  Find way to do work around life

Millennial Work/Life

• Work is not a place to go, it’s a thing to do •  66% will surf jobs •  44% will go back on job offers if find better one • Confident, positive attitude, hopeful • Civic minded, community oriented •  Inclusive; team-oriented • Distaste for menial work and red tape •  Lack people skills • Difficulty dealing with conflict; negative feedback

Millennials at work

•  “E” Generation •  Entitled, Expectations, Enthusiastic

•  Teamwork & collaboration • Social networking is the real world • Opinionated • Optimistic – can achieve anything • Multitasking – short attention span • Altruistic – save the world

Who are the Millennials?

•  Trophy kids come from helicopter parents •  Immediate feedback • Messages:

•  Be smart •  You are special •  You can be and do anything •  Be connected 24/7 – texting generation •  Achievement is important – get into the right pre-school •  Serve your community

How they got here

• Responsibility • Precise guidelines – clear path to goal • Constant reinforcement & feedback • Respect – treat me like an equal; take me seriously • Meaning – to make a difference •  Technology – Iphone, Ipad, Facebook, Pandora • Collaboration – work with buddies; social aspect important •  Flexible schedule • Paid well • Rapid advancement – want the world and want it now • Creativity, express personal brand

What Millennials Want

•  Teamwork & collaboration •  Technology • Social networking • Opinionated • Optimistic – can achieve anything • Multitasking – short attention span • Altruistic – save the world

Millennials’ Strengths

•  Focus on children & family • Scheduled & structured lives – busy kids • Multiculturalism & diversity – of course • Parent advocacy • Globalism – community service

Trends with Millennials

Research…

Center for Creative

Leadership

Institute for Strategic

Leadership

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Millennials Myths

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Millennial Myth #1

ENTITLED • Don’t have the same work

ethic

•  Think they can say whatever they like to whomever they want

• Demand more flexible work schedule

& HARDWORKING • Millennials are willing to

work long hours • Millennials will speak truth to power

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91% 94% Millennials Other Generations

Balance •  63% say that work demands interfere with their home and

personal life

•  59% say that the amount of time their job takes makes it difficult for them to fulfill their personal responsibilities

•  68% say that they have had to change their personal plans because of work

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Team Contributors •  82% volunteer to do things for their work teams

•  88% help others on their teams with their responsibilities

•  78% go beyond their job responsibilities to assist team

members

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YOUR EXPERIENCE?

1.  your experience has been, and

2.  what you’ve found to be successful to engage Millennials ?

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Millennial Myth #2

NEEDY • Want their parents

involved

• Want constant and instant gratification

• Want frequent feedback, mentoring and assistance

& INDEPENDENT • Millennials want to know

what they need to do to be successful but don’t want to be told how to do it

• Millennials will run with a project but want regular feedback along the way

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40% 30% Millennials Other Generations

YOUR EXPERIENCE? 1.  your experience has been, and

2.  what you’ve found to be successful?

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Millennial Myth #3

WANT TO DO GOOD • Want to contribute to their

communities

• Want to have societal impact

• Want to do good in the world

& DO WELL • Millennials want their work

to be meaningful and interesting, more than a job that pays the bills

• Millennials struggle with financial issues that affect their career and job choices

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46% 69% Debt Impact Student Loans

Millennials’ Values and Expectations •  99% want autonomy and control over work assignments

• Want to know why, not just how. 58% say the reason for

their work was not made clear.

• Only 61% say they have enough information to do their tasks.

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YOUR EXPERIENCE? Write down 1.  your experience has been, and

2.  what you’ve found to be successful?

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Millennial Myth #4

HIGH TECH •  Love technology

• Rely on technology too much

& HIGH TOUCH • Millennials want attention

and community at work

• Millennials believe you can’t replace face to face communication. Connection matters.

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70% Preference

Relationships and Communications Millennials prefer • Social networking sites – 70% • Phone – 69% • Email – 66% •  Text – 59% •  Face to Face – 42% •  Instant Message – 39%

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YOUR EXPERIENCE? Write down 1.  your experience has been, and

2.  what you’ve found to be successful?

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Millennial Myth #5

COMMITTED • Committed to their

organization only if they are getting ALL the things they want

& LEAVING • About ½ of Millennials

would be happy to spend their careers with their current organization

• Millennials leave if needs for advancement and development aren’t met

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69% 74% Millennials Other Generations

Compensation •  99% say compensation is important for job satisfaction

•  43% say compensation is “extremely important”

•  84% are concerned about retirement and college debt

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Retaining Millennials • Do Good. •  94% want to ‘make the world a better place’ •  88% want to be involved in community and charity efforts •  69% are satisfied with their job •  76% say they like working for their current organization •  49% say they would be happy to spend the rest of their

career with their current organization

Yet, 30% are looking for a new job right now.

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Why Millennials Look for New Job • Overloaded with work • Organizational politics • Bad manager •  Insufficient compensation

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YOUR EXPERIENCE? Write down 1.  your experience has been, and

2.  what you’ve found to be successful?

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Goal: Help Millennials find the

balance they seek while getting the work done well.

How to Manage Millennials

1. Be the leader Vision Structure Specific Direction Expectations Encourage Mentor

Demonstrate how work makes a difference to clients, firm and community

Communicate WHY, not just HOW

2. Meaning

Frequent Feedback • Specific • Behavior •  Impact

3. Give feedback

Show respect to them and their ideas

Give them a say in

decisions Participatory

(not democracy) leadership

Access to Management Show up

4. Power

Advancement Career path Learning opportunities Experiences Choices

5. Clear Path

Performance based Incentives Day off Sports/Concert tickets Keys to the condo Conference Training Experience Make it personal

6. Rewards

Focus on work completion and quality, not location.

Be clear what is negotiable

and what is not.

7. Flexibility

OK to work in small groups.

Set limits Shared space Create community Track contribution Team Building Leadership Development

8. Teams

9. Have fun

10. Leverage their strengths

Technology Networking Teamwork Global View Altruism

Engaging & Retaining Millennials

Entitled & Hardworking

Needy & Independent

Do Good & Do Well

High Tech & High Touch

Committed & Leaving

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Engaging & Retaining •  How Can You…

•  Enhance workplace flexibility—because Millennials don’t separate work & life

•  Provide adequate support & feedback—because Millennials like to learn and grow

•  Design competitive salary structures—because Millennials know what’s up

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Retention Strategies •  Focus on people

•  Friends •  Community •  Teamwork •  Leadership skills for managers

•  Focus on Work •  Make it meaningful, interesting and challenging

•  Focus on Opportunity and Development •  Frequent and effective feedback •  Improve communication •  More and better professional development •  Pay appropriately

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Retention Strategies • Work/Life Balance • Professional Development • Create and support community; work in teams •  Frequent promotion and increased responsibility •  Improve leadership and management quality of partners •  Fair compensation • Clear path to advancement • Access to management; shared power •  Fun at work

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