attracting & developing the millennial generation by illuminare group

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Frank J. Ciccia

Attracting & Developing the Millennial Generation

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Fact 1

By 2020, what percentage of the global workforce will be millennials? A.  37% B.  47% C.  57%

75%ofworkforceby2030BureauofLaborSta7s7c

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Generation“Y”Millennials1982-2004

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Do you think Millennials have an attitude problem?

•  Or is it that every new generation of younger workers irritates the older, more experienced worker? – Baby Boomers – Long-haired hippies – Gen X – Disrespectful of authority and cynical

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“Yes, Millennials will be more difficult to recruit, retain, motivate, and manage than any other new generation to enter the workforce. But this will also be the most high-performing workforce in history for those who know how to manage them properly.”

BruceTulgan“NotEveryoneGetsaTrophy”

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GenerationYTraits&Values•  Largeduetoimmigration•  Youngestchildrenof

indulgentBBparents•  Parentsscheduledthemto

death•  Parentsgavethen

everythingbecausetheywereworkingtoomuchordivorced.

•  Payingalotofstudentloans

•  Willseekoutcon7nuousnewopportuni7es

•  Demandrecogni7onforevenrou7netasks

•  Learn,thenleave,orstaysbutbored!

•  Parentssuppor7ngthemlonger

•  Technologicallysavvy

•  86Millionmillennialswillbeintheworkplaceby2020–represen7ngafull47%ofthetotalworkingpopula7on.

•  Mostengagedwhenworkingwithpeopletheythinkaresmart,social,andcommiSed.

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GenX&GenYComparisons

GenXViewsbossasanexpert,

someonewhosehard-earned

experienceandskilldemand

considerationanddeference.

Accesstoauthorityislimited

andmustbeearned.

Thiswasthevastlyunder-

supervisedgeneration.

AUTHORITY GenYTheywantacoachnota

boss.

Millennialsthinktheycango

inonthefirstdayandtalkto

theCEOaboutwhat’sontheir

mind.Theirboomerparents

raisedthemtothinkthattheir

voicemattersandquestion

authority

Thisisthegreatover-

supervisedgeneration

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GenX&GenYComparisons

GenX

Individualistic,

independent.Wantthe

cornerofficeand

trappingsofsuccess.

MOTIVATIONS GenYWantpurposeintheirlife

andcareerandmaynot

comefromgeTngthe

highestsalaryandnicest

office.

“Genera'onYhasmul'plepassionsandismoreglobalthananyofitspredecessors,as70%ofthemsaytheywouldliketoworkabroad

some'meoverthecourseoftheirlives.”–JamieGuWruend,

IntelligenceGroup

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GenX&GenYComparisons

GenXStructuredandlinear

WORKENVIRONMENT GenY

Unstructuredandnon-linear.

Theyarenot

typicalclock-

watchers,pencilpushers,orlazy.

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GenY-Work&Life

GenerationYdoesnotwanttolivetoworkliketheirparentsdid–theywantaflexiblelifestyle.

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Why do we want Millennials in our organizations?

Flat FlexibleNetworked&Digital Diverse Global

THENEWORGANIZATION

DIGITAL CLEAR FLUID FAST

“WhenMillennialsTakeOver”ByNoSer&Grant

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Accordingtosomeexperts-RecruitingMillennials

“Whenyouaskmillennialswherethey’d

liketowork,theanswerisgenerally:

-First,Google;second;Apple;andthird,

forthemselves.”

“It’snotaboutfreestuff[likelavishcafeteriasandon-sitemassagetherapists].It

100%comesdowntoculture.”

“youcan’tmotivatemillennialstojoinyourcompanyjustbypostingagenericjoblistingthatmaysuittheirskills.Theywanttogetasenseofwhatthelargercompanyisaboutintermsofitsmissionanditsvaluesandtheywanttoseeit

modeledbyitsleaders.”

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“Truth in advertising! Don’t tell me I’m going to be making strategy on the beach with beautiful men, while I sip a glass of wine, connected to the office remotely—while you give me tons of stock options . . . unless you are planning to make that happen. Tell me the real [situation] so I can decide if I want to be part of your thing.”

—Millennial

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Tips for Recruiting Millennials

•  Successful Hiring Profiling – What worked for you in the past will work

for you in the future.

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Tips for Successful Recruiting

•  Friend Referrals – “If you want Millennials to recruit

successful new employees among their promising friends and acquaintances, you must ensure they feel good about their jobs, their bosses, and the work experience as a whole. “

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Tips for Successful Recruiting

•  Internet Recruitment – “If you are not visible and interesting and

user-friendly on the Internet, you might as well not exist to Millennials. “

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Tips for Successful Recruiting

•  Low-Tech Solutions – Parents, Teachers, Counselors

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Additional Tips

•  Don’t promise things you cannot offer.

•  Tell them the downside of the job in clear and honest terms – Upfront.

•  Let them know what you expect from them.

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Let me be very clear

•  Manage their expectations

•  Don’t assume what is “common sense to you”, is “common sense to them”

•  Let them know what they can expect from the job interview –  No parents allowed!

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Behavioral Interviewing

Assess Performance •  Please tell me about a specific instance

when you . . . –  Identified a specific type of problem

– Solved a specific type of problem

– Accomplished a particular task

– Were charged with a particular kind of responsibility

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Behavioral Interviewing

Assess Skills – Tell me about a time you demonstrated a

particular skill? – What did you learn? – How might you do it differently?

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Additional Recruitment Tips

•  Use current associates to engage millennial recruits in conversations around what job is like.

•  When offer is made – keep communicating with them prior to start date

•  Send plenty of background materials •  Send them “merch” to get excited about their

new job.

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Onboarding & Learning Plans

•  Have a highly structured – Highly Interactive – High – Touch –  Individualized

•  Onboarding & Learning Plans •  Regular Check-in Meetings with their

Manager

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ManagingtheMillennial

Millennial’smovethroughthingsvery

quickly

Youmaygetaprototype,butmaynotbeapolished

one

Provideon-goingand

regularfeedback

Coachingskillsareessential

Managersneedtocommunicate

expectationsmuchmoreclearly

Theythinkquicklyandareusedtodoingmorethanone

thingatatime

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The Hartford 2014 Millennial Survey

Millennials said employers can most demonstrate their investment in them as a future leader by offering: 1.  training and development (50%), 2.  a clear career path (35%), and 3.  ongoing coaching and feedback (34%). 

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Coaching & Development

If we don’t provide ongoing coaching & feedback. – Their parents will, – Their co-workers will, and/or – They will Google it

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Development Areas

•  Give continuous feedback

•  69 percent of Millennials see their company’s review process as flawed. A major reason for this is because of the lack of feedback throughout the year.

•  Nearly 90 percent would feel more confident (in their

performance) if they had ongoing check-ins with their bosses.

Forbes – November 2015

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Millennials Need To Develop Expertise

•  Focus on Quality, if we don’t coach them, the result will just be “good enough”

•  They want to keep moving and growing, even if it means out of your company.

•  Beware the “Instant Expert”

•  They may be in a rush to complete a task, but need to acquire the patience of learning and gaining a “track record” of repetitive success.

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K=Knowledge*A=Applica7onM=Mo7va7onRS=Repe77veSuccess

(K*+A+M)XRS=EXPERTISE

(K*+A+M)XRS=REPUTATION

TIME*Knowledgeisalwayschanging

The IG REPUTATION Formula

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On-Going Development

•  Focus on developing their Credibility •  Credibility = Competence + Character •  Didactic & Vertical Learning –  Interactive group learning – One on One Coaching (Action & Reflection) – Self-guided and customized to learner – Team Projects

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Resources

•  “Not Everyone Gets a Trophy: The Guide to Managing Millennials” – Bruce Tulgen, Wiley Press

•  “What Millennials Want From Work”- Jennifer Deal & Alec Levenson, Center for Creative Leadership.

•  “When Millennials Take Over: Preparing For The Ridiculously Optimistic Future Of Business”, Jamie Notter, Maddie Grant, Ideapress Publishing

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Contact Information

Frank J. Ciccia Principal Consultant Illuminare Group www.illuminaregroup.com frank@illuminaregroup.com (716) 812-5161