Download - Attracting & Developing the Millennial Generation by Illuminare Group

© 2015 Illuminare Group, All Rights Reserved

Frank J. Ciccia

Attracting & Developing the Millennial Generation


Fact 1

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

75%ofworkforceby2030BureauofLaborSta7s7c


Generation“Y”Millennials1982-2004


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


“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”


GenerationYTraits&Values•  Largeduetoimmigration•  Youngestchildrenof

indulgentBBparents•  Parentsscheduledthemto

death•  Parentsgavethen

everythingbecausetheywereworkingtoomuchordivorced.

•  Payingalotofstudentloans

•  Willseekoutcon7nuousnewopportuni7es

•  Demandrecogni7onforevenrou7netasks

•  Learn,thenleave,orstaysbutbored!

•  Parentssuppor7ngthemlonger

•  Technologicallysavvy

•  86Millionmillennialswillbeintheworkplaceby2020–represen7ngafull47%ofthetotalworkingpopula7on.

•  Mostengagedwhenworkingwithpeopletheythinkaresmart,social,andcommiSed.


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



GenX

Individualistic,

independent.Wantthe

cornerofficeand

trappingsofsuccess.

MOTIVATIONS GenYWantpurposeintheirlife

andcareerandmaynot

comefromgeTngthe

highestsalaryandnicest

office.

“Genera'onYhasmul'plepassionsandismoreglobalthananyofitspredecessors,as70%ofthemsaytheywouldliketoworkabroad

some'meoverthecourseoftheirlives.”–JamieGuWruend,

IntelligenceGroup



GenXStructuredandlinear

WORKENVIRONMENT GenY

Unstructuredandnon-linear.

Theyarenot

typicalclock-

watchers,pencilpushers,orlazy.


GenY-Work&Life

GenerationYdoesnotwanttolivetoworkliketheirparentsdid–theywantaflexiblelifestyle.


Why do we want Millennials in our organizations?

Flat FlexibleNetworked&Digital Diverse Global

THENEWORGANIZATION

DIGITAL CLEAR FLUID FAST

“WhenMillennialsTakeOver”ByNoSer&Grant


Accordingtosomeexperts-RecruitingMillennials

“Whenyouaskmillennialswherethey’d

liketowork,theanswerisgenerally:

-First,Google;second;Apple;andthird,

forthemselves.”

“It’snotaboutfreestuff[likelavishcafeteriasandon-sitemassagetherapists].It

100%comesdowntoculture.”

“youcan’tmotivatemillennialstojoinyourcompanyjustbypostingagenericjoblistingthatmaysuittheirskills.Theywanttogetasenseofwhatthelargercompanyisaboutintermsofitsmissionanditsvaluesandtheywanttoseeit

modeledbyitsleaders.”


“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


Tips for Recruiting Millennials

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

for you in the future.


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. “



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

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



•  Low-Tech Solutions – Parents, Teachers, Counselors


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.


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!


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


Behavioral Interviewing

Assess Skills – Tell me about a time you demonstrated a

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


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.


Onboarding & Learning Plans

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

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

Manager


ManagingtheMillennial

Millennial’smovethroughthingsvery

quickly

Youmaygetaprototype,butmaynotbeapolished

one

Provideon-goingand

regularfeedback

Coachingskillsareessential

Managersneedtocommunicate

expectationsmuchmoreclearly

Theythinkquicklyandareusedtodoingmorethanone

thingatatime


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%).


Coaching & Development

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


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


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.


K=Knowledge*A=Applica7onM=Mo7va7onRS=Repe77veSuccess

(K*+A+M)XRS=EXPERTISE

(K*+A+M)XRS=REPUTATION

TIME*Knowledgeisalwayschanging

The IG REPUTATION Formula


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


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


Contact Information

Frank J. Ciccia Principal Consultant Illuminare Group www.illuminaregroup.com [email protected] (716) 812-5161

Download - Attracting & Developing the Millennial Generation by Illuminare Group

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