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ENGAGING MILLENNIALS :SEPARATING FACT FROM FICTION
Monthly Webinar Series
February 24, 2015
2Topic Agenda
Item Time
(min)
Introduction 2
Who are the Millennials? Some (too) Common
Generalizations
5
Myth or Fact? What the TalentMap Research
Says.
10
A Conversation with Millennials 15
Implications for Engaging Millennials 5Norm Baillie-David
SVP Engagement - TalentMap
Monica Helgoth
VP Engagement - Western Region
Agenda
3
15 years in business
7,000+ employee engagement surveys
since inception
1,000,000+ employees surveyed
500+ employee engagement surveys
annually
Only 1 Focus
TalentMap by the Numbers
4Sample Clients & Benchmark
Award Programs Technology & Engineering Not-for-Profit & Association
Financial Services
Health Sciences
Other
The Millennials and Some (too) Common Generalisations
“The generation cohort after Generation X” – Wikipedia
Born early 1980s through late 1990s
Key socio-demographic/economic influences:
• Born shortly after 80s recession, witnessed 90s recession, part of dot.com crash
• Grew up with computers and Internet
• Earliest adopters of social media
• “A medal for everyone”
Who are the Millennials?
6
7
Tech savvy
High expectations: “they expect to be in the corner office in 18 months”
Don’t respect hierarchy
Need high amounts of feedback and recognition
Need work/life balance – not willing to “pay their dues”
Disloyal: Ready to jump at first opportunity
Some Common Generalisations (heard amongst TalentMap clients)
8
Myth or Fact?
TalentMap Research:96,312 respondents28,238 aged <35Last 5 years95% in Canada
9
Millennials who
Agree/Strongly Agree
29%
More Millennials are looking for or thinking of accepting a job with another employer
10
Aged 35+ who
Agree/Strongly Agree
21% F A C T!
Millennials Feel they have too Much Work
11
Millennials who
Agree/Strongly Agree(Amount of work required is about right)
65%
Aged 35+ who
Agree/Strongly Agree
61%
Fewer Millennials have Confidence in Senior Leadership
12
Millennials who
Agree/Strongly Agree(have trust and confidence in senior
leadership’s ability)
68%
Aged 35+ who
Agree/Strongly Agree
62%
Fewer Millennials find their work Challenging
13
Millennials who
Agree/Strongly Agree(My work is challenging)
65%
Aged 35+ who
Agree/Strongly Agree
77% F A C T!
Fewer Millennials are “Engaged” Employees
14
Millennials
70%
Aged 35+
70%
Millennials are just as engaged as everyone else!
They trust and respect senior leadership equally and “buy-in” to the vision
They are equally satisfied with performance feedback
The major difference between Millennials and the rest of us:
CHALLENGING WORK AND MAXIMIZING THEIR POTENTIAL!
The Facts don’t Lie!
15
A CONVERSATION WITH MILLENNIALS
16
Lauren Perron Mahendar Rawat Lisel Douglas
1. What are your expectations from an employer?
17
What do you think HR departments are doing right? And wrong?
(with respect to engaging the Millennials generation)
18
How can organizations keep you engaged, especially if there are few opportunities for promotion?
19
Implications for Engaging Millennials
20
Challenge them. Let them have impact and make a difference. All the research says they want to make a contribution.
Seek their input.
Provide lots of opportunities to collaborate
Best: Involve them in decision-making.• If not: Tell them why decisions are being made.
Like working with any other “culture” – Avoid stereotypes. Talk to them. Treat them as individuals.
Engage them like anyone else.
So, how do we Engage Millennials?
21
Event Format Topic Date
TalentMap Webinar Live WebinarOnline
Org vs Work Engagement In the Not-for-Profit Sector
Mar 3rd 12:00pm EST
TalentMap Webinar Live WebinarOnline
Employee Engagement: Maintaining Momentum – Part 1
Mar 26th
12:00pm EDT
2015 HRIA Annual Conference
Edmonton Getting Employees to Own Engagement
April 23/15
Conference Board“Engagement 2015”
Calgary NEW Research: 10 Years On –What Do We Really Know?
May 25th
Upcoming TalentMap Learning Sessions
THANK YOU!QUESTIONS AND DISCUSSION
23
Monica HelgothVP Engagement – TalentMap [email protected], x515
Norm Baillie-DavidSVP [email protected], x504
