The Infusion of Millennials Into the Workforce

PRESENTERS:

WAYNE OLSON MBA

WOLSON@VOA .ORG

EXECUTIVE VICE PRESIDENT

L INDA M. SHELL DNP, MA , RN

LSHELL@VOA .ORG

SENIOR DIRECTOR OF EDUCATION AND LEADERSHIP DEVELOPMENT

L EA D IN G AG E A N N UA L M E E TIN G A N D EX P O

B E TH E DIFFERENCE

O C TO B E R 2 0 1 6

Objectives

•Compare/contrast values and work styles of Millennials.

•Identify differences between these two generations and describe how these differences can lead to misunderstandings and conflict in the workplace.

•Describe interventions used by one organization to develop their workforce and build bridges between the two generations.

Year Born Traditionalists

1900-1945

Baby Boomers

1946-1964

Generation X 1965-1980 Millennials

1981-2000

Size 55 Million 80 Million 51 Million 75 Million

Influencers War, Depression Civil Rights, Vietnam, Divorce Watergate, dual income families,

corp downsizing

Technology, Social media, terrorism, HIV,

helicopter parents

Work/Career Goal To build a legacy To build a stellar career To build a portable career To build parallel careers

Reward System Satisfaction of a job well done Money, title, recognition Freedom is the ultimate reward Meaningful work

Feedback No news is good news Once a year is enough “How am I doing?” On demand

Changing Jobs Carries a stigma Puts your career behind Is necessary Part of my daily routine

Retirement A reward Time to retool Time off to renew Recycling

Training “I learned it the hard way; you can

too.”

“Train ‘em too much and they’ll take

the new skills and leave.”

“The more they learn, the more

they stay.”

Continuous learning is a way of life.

Least engaged generation 29%

On the lookout for new jobs –Millennial turnover costs the U.S. economy $30.5 billion annually

More likely to be engaged when their manager holds regular meetings with them

Digital natives – few use TV, papers, or radio

Only 1 in 4 engaged in consumer experience

Spending lags behind 2008 levels ($13 less per day)

Least likely to say religion is important

Most likely to be politically independent or moderate

(Gallup, 2016)

“Big Six”

PAST

My Paycheck

My Satisfaction

My Boss

My Annual Review

My Weaknesses

My Job

FUTURE

My Purpose

My Development

My Coach

My Ongoing Conversations

My Strengths

My Life

(How Millennials Want to Work and Live, Gallup 2016)

It is no longer about finding the “right person” but about becoming the “right leader” that a Millennial will want to work for… Gallup

Generational ConflictsWork ethic

Use of technology

Work life balance

Need for flexibility

Commitment to organization/work

Desire for immediate feedback

Want to advance – FAST!

Phase I: Millennial Focus Group◦ Participants: 22

◦ Age: 22-35 years old

◦ Types of Service: Skilled, AL, Home Health, PACE, housing

◦ Education:

◦ GED -1

◦ High School – 1

◦ Some college – 5

◦ Associate degree – 4

◦ Bachelors – 9

Graduate or higher – 2

Focus Groups:How would you describe the culture of Volunteers of America?

How do you see yourself fitting into the culture both personally and professionally?

What professional growth and career development opportunities for yourself do you see in the organization?

What professional growth and career development opportunities would be of interest to you?

What professional growth and career development opportunities would be of interest to other Millennials?

How would you describe communication within the organization?

What action steps could be taken to improve communication?

Focus Groups:What tools/systems/processes could be utilized/developed?

What are your internal and external motivators? Which are most important to you and why?

How does VOA contribute to your work/life balance? What could we do better?

How do you think VOA could attract other Millennials to work for us?

What are the weaknesses and strengths of VOA in attracting Millennials?

What are the strengths and weaknesses of VOA in retaining Millennials?

Why did you chose employment in the field of aging services?Love working with others and caring for people

Found my passion in caring for elders

Want work to be meaningful, make a difference

It was a first step towards a nursing career

Happened by accident

Gives me a sense of purpose

Feel strongly about advocating for elderly

Summary of Feedback Themes:Communication

Advancement

Educational Opportunities

Involvement/Input

Clear path

Differences/similarities, generational

What could we do better?Personalized gratitude

Socialization

Supervisors getting to know you (important)

Opportunity to network with other VOA sites

Better understanding of key positions (job shadowing of DON, Admissions)

Child care

Collaborative Meeting (regional/national)

Cafeteria plan benefits

Different schedule options (10/12 hour day, 3 12’s)

Educational opportunities

VOA Response to Feedback◦ Enhanced Training – nurse orientation

◦ Online retooled – Relias, Lippincott

◦ Leadership University

◦ “Heroes in the Field” recognition

◦ Communication Pilot

◦ Intra web

◦ Facebook page

◦ Recognition budget i.e. Christmas Raffle, employee of month

◦ Flexible benefit plan

All Generations Engaging For Success (AGE4S) Workshops◦ Offered to all sites across the country.

◦ Three hour session for managers - tools, resources.

◦ One hour session for staff.

◦ Objectives: ◦ Define traits and characteristics of the five generations.

◦ Identify common collaboration clashes and why they occur.

◦ Describe 6 tactics for overcoming generational clashes.

Staff Response to AGE4S Workshops

1. Understanding why different generations behave the way they do.

2. I understand more about how to unite my team.

3. The generational differences and similarities.

4. How to involve my team more.

5. Understanding the different generations and how to better lead them effectively.

6. Understanding differences in generations and there is no right or wrong way.

7. Make changes in small increments.

8. Hearing about different generations - figure out what drives them to be who they are - what influences them.

9. Just because there are generational differences doesn't mean they are bad. Maybe there is a way to bridge the gaps to get a common goal.

What to Do? Baby Boomers◦ Boomers are burning out with today’s

workload and not impressed with less ambitious generation Xers and Millennials.

◦ Offer them flexibility, authority and respect.

◦ Challenge them to keep growing (in their own way).

◦ Volunteer opportunities?(Lancaster & Stillman 2016)

What to Do? Gen Xers

Gen Xers don’t want to follow Boomers into burn out.

They think Millennials need to much hand holding.

Manage them with a coaching style –FAST feedback and credit for results.

Push them to keep learning just in time for a new project.

(Lancaster & Stillman 2016)

What to Do? Millennials

Millennials feel that basic such as dress code and punctuality are less important.

They want fair and direct managers who are highly engaged in their personal development.

Get to know their capabilities and put them in roles that push their limits.

Treat them as professional colleagues and they will act like professionals.

Keep them focused with speed, customization and interactivity.

Help them find meaning and purpose in their work.

(Lancaster & Stillman, 2016)

Next steps…1. Develop a stronger regional feedback council process.

2. Change evaluation process to be more “pathway” driven

3. Create a education process to assist emerging leaders to “work effectively” within our organization.

4. Develop our approaches to be sustainable.

References

Brack, J. (2012) Maximizing millennials in the workplace. Retrieved from

http://www.kenan-flagler.unc.edu/executive-development/custom-

programs/~/media/DF1C11C056874DDA8097271A1ED48662.ashx

Gallup (2016) How millennials want to work and live. Retrieved from

http://www.gallup.com/reports/189830/millennials-work-live.aspx

Lancaster, L., Stillman, D. (2016) When generations collide: who they are. Why they clash.

How to solve the generational puzzle at work. Retrieved from www.generations.com

Gilbert, J. (2011) The Millennials: A new generation of employees, a new set of

engagement policies. Retrieved from http://iveybusinessjournal.com/publication/the-

millennials-a-new-generation-of-employees-a-new-set-of-engagement-policies/

References (continued)

Marston, C. (2015) A humorous look at four generations in the workplace.

Keppler Videos. Retrieved from https://youtu.be/4bJPy1B6T1w?t=4

Moore, K. (2014) Working with millennials: Why you need to listen more and talk

less. Retrieved from http://onforb.es/1n4rFaH

Myers, K., Sadaghland, K. (2010) Millennials in the workplace: A communication

perspective on Millennials’ organization relationships and performance.

Journal of Business Psychology. 25:225-238

Wilke, D. (2015) Millennial myths debunked. Retrieved from

http://www.shrm.org/hrdisciplines/diversity/articles/pages/millennialmyths.aspx