you can't manage millennials

You Can’t Manage Millennials: Recruiting, Engaging, and Retaining Millennials in Today’s Workplace

Mike Maughan

Employee Insights

Agenda

• Millennial Disruption

• Old School vs. New School Business

• Qualtrics Millennial Survey

• Questions & Answers

Millennial Disruption

Music Food Politics

Social Interaction Workplace

The World Has Changed

State of Millennials in the Workforce

Deloitte Millennial Survey, January 2014 and Intelligence Group Millennial Survey

By 2025, Millennials will

make up 75% of the workforce

52% of Millennials in developed

markets anticipate working for

themselves

64% of Millennials said they

would rather make $40K at a

job they love than $100K at a

job they think is boring

Innovating to Address Global Challenges

Deloitte Millennial Survey, January 2014

Businesses and

Individual Entrepreneurs Universities Government

44% 23% 22%

Deloitte Millennial Survey, January 2014

Millennials want to work for

organizations that:

1. Foster innovative thinking

2. Develop their employees’ skills

3. Make a positive contribution to

society

Who is Qualtrics? The Global Leader in Enterprise Survey Technology

Leader in Enterprise

Customers Leader in Growth

and Innovation

Leader in Colleges

and Universities

Leading Institutions Choose

Qualtrics Employee Insights

Top 5 Ways to Use Qualtrics

to Gather Employee Insights

1. Employee Engagement Surveys

2. 360-degree Employee Feedback

3. Employee Satisfaction

4. Employee Feedback

5. Exit Interviews

Old School vs. New School

Individual Contributors

Job description

with a clearly defined role

Self-directed

without much guidance

Old School Businesses New School Businesses

Oversight

Overseers, Bosses, and Managers Mentors, Coaches, and Leads


Employment

Employees want a job Employees want an experience


Feedback

Annual performance reviews Continual feedback


Adoption

Top down implementation Grass roots adoption


Mission / Purpose

Do well Do well while doing good


Individual v. Group

Individually focused Group focused


Qualtrics Millennials in Tech Survey

• Millennials: Born between 1982 and 2000

• All respondents have some college with 55% college

graduates and another 30% with a graduate degree

• 48% of respondents have 4+ years of work experience

Recruit

Millennials Want to Do Good

http://beta.dogoodvolunteer.com/

Millennials Want

It All

Most Important Thing When Looking for a Job

ProfessionalGrowth

Compensation Flexible Hours Mission /Purpose

Industry CompanyLeadership

Mentorship0%

10%

20%

30%

40%

50%

Recruiting Millennials

Compensation Company Culture

Compensation

When Considering a Job Offer Which is Most

Important: Title, Compensation, or Mission

60.5% 29.5%

10%

Compensation

Mission / Purpose

Title

Salary Expectations for First Full-time Job

0%

5%

10%

15%

20%

25%

30%

Less than$20K

$20K -$34.9K

$35K -$49.9K

$50K -$64.9K

$65K - $80K Over $80K

How Important are the Following to You in a Job?

• Recognition

• Resources

• Having close friends at work

• Getting paid well

• Flexible work schedule

• Organization's mission

• Opportunities for professional growth

How Important are the Following to You in a Job?

5

6

7

8

9

10

Getting paid well Having theresources to do

my job

Opportunities forprofessional

growth

Receivingrecognition

Flexible workschedule

Organization'smission

Having closefriends at work

Culture

All The Amazing Free Food At Facebook’s

HQ Gives Some Employees The ‘Facebook

15’

Company Culture

Collaborative Work Environment

This was ranked most important by 51% of respondents and first or second by 74% of respondents

Company Culture

Transparency and

meritocracy tied for second

Dress code and free food

were ranked very low (Free food ranked lowest or second

lowest by 71% of respondents)

Company Provided Cell Phone Plan vs. Free Meals

59% prefer a free cell

phone plan 41% prefer free meals

Charitable Activities How important is it to you that a potential employee engage in

charitable activities (donations, corporate sponsored volunteer work,

etc.)?

44% said it was very or

extremely important

56% said it was not important

to their decision making

Work Schedule: Required vs. Ideal

0%

10%

20%

30%

40%

50%

60%

I manage my ownschedule

In the office during sethours

I'm allowed to workremotely, but during set

hours

Generally in the office,but can work remotely

on occasion

Required schedule

Ideal schedule

Company

Culture vs. Company

Company culture:

The organization’s norms,

mission, values, and systems

Company strategy and

trajectory:

The organization’s plans

and opportunities for growth

Company vs. Boss When considering where to work, which is more important to you?

54% said the company’s reputation

and trajectory were most important

to them

46% cared most about who they

would be working for and

learning from

Engage

How Engaged Are Employees?

If your company were a 10-person crew team, statistically speaking:

• 3 employees are rowing with all their hearts

• 5 are just along for the ride, looking at the scenery

• 2 are trying to sink the boat

According to Gallup’s 2013 State of the American Workplace

only 30% of employees are engaged in their work.

Diagnosing Disengagement:

Stop the Infection From Spreading

• Actively disengaged employees

cost the US economy ½ a trillion

dollars per year

• They are more likely to: • Steal from their employers

• Negatively influence co-workers

• Drive customers away

Gallup, State of the American Workplace: Employee Engagement Insights for US Business Leaders, 2013

Why Organizations Care About

Employee Engagement

Employee Engagement

is a proven driver of:

• Quality

• Revenue

• Customer Service

• Retention

• Productivity

Most Exciting Part About Coming to Work

0%

5%

10%

15%

20%

25%

30%

35%

40%

Challenging projects How much money I canmake

Co-workers I enjoy Opportunity to make adifference

Recognition

Challenging Projects

Millennials are not

content to sit on the

sidelines

Individual Contributors

Job description

with a clearly defined role

Self-directed

without much guidance


Challenging Projects

Provide the

right playing

field and let

them play

Biggest Challenge to Motivation

0%

5%

10%

15%

20%

Not compensatedfairly

Unchallengingprojects

Challenging co-workers

My boss shows nointerest in me

I rarely, if ever,receive recognition

I am in over my head

On a Daily Basis, What is Most Important For

You to Receive?

0%

5%

10%

15%

20%

25%

30%

Challengingopportunities

Meaning frommy work

Compensation Praise Credit

Non-work-related Social Media

0% 10% 20% 30% 40%

Over 2 hours

Between 1 and 2 hours

30 to 59 minutes

Less than 30 minutes

Retain

Average Time Per Job

0%

10%

20%

30%

40%

50%

Over 8 years Between 4and 8 years

Between 2and 4 years

Less than 2years

Work Life Balance vs. Work Life Integration

Work / Life Integration

• 62% count at least one co-worker among their closest friends

Regarding non-work-related social media accounts

• 75% are connected to at least 2 co-workers

• 35% are connected to their boss

• 57% are likely or very likely to accept a request sent by a boss

• 26% are likely or very likely to send a request to their boss

What is Most Important to You?

Family

Ranked 1st by 61%

and 1st or 2nd by 71%

2. Professional success

3. Education

4. Travel

5. Volunteer work

6. Religion

Personal Life at the Office

60% are comfortable talking with their

boss about their personal life

40% prefer their boss stick solely to work

related matters

Comfort Talking About at Work

4

4.5

5

5.5

6

6.5

7

7.5

8

Personalgoals

Health Personalchallenges

Familysituation

Dating life Politics Relgion

Recognition

47% chose recognition

by the CEO in front of

the whole company

53% chose a $500 cash

bonus with no

recognition at all

Nearly 40% of Millennials said that dislike of their boss would be a bigger factor in their decision to quit, than dislike of their job

Value Most in a Boss

27% said, “A willingness to be a mentor”

• Trustworthiness (18%)

• An expert (15%)

• Kindness (15%)

• Shares credit / takes blame (10%)

• Provides autonomy (10%)

Most Want to Avoid in a Boss Micromanager

Incompetence

Mean

Narcissistic / selfish

Unreasonable

Perception of Your Boss

0%

10%

20%

30%

40%

50%

I'm continuallylearning from

my boss

My boss haslots to teach,but we rarely

interact

I've learned asmuch as I'm

going to

I know morethan my boss

Oversight: Actual vs. Ideal

0%

10%

20%

30%

40%

Check on everydetail of every

project

Daily check in Weekly check in Monthly check in Check in onlywhen I needsomething or

have a question

Actual

Ideal

Feedback Frequency: Actual vs. Ideal

0%

5%

10%

15%

20%

25%

30%

Daily 2-3 Timesa Week

Once aWeek

2-3 Timesa Month

Once aMonth

Less thanOnce aMonth

Never

Actual

Ideal

Constructive Criticism

0%

10%

20%

30%

40%

50%

60%

Face-to-face from my directsupervisor

Via email from my directsupervisor

Face-to-face from a co-worker I trust

Conclusion

How Do You Manage Indiana Jones?

You can’t

How Do You Manage Indiana Jones? Channel his energy and talents

1. Give him big problems to solve and

remove obstacles from his path

2. Pay him

3. Make his work an experience worth

sharing, not just a job to get done

4. Mentor, don’t micromanage

5. Let him run fast and give him room to

fail

Provide the Playing Field

Qualtrics 360 Employee Development Made Simple

With Qualtrics 360, you can:

1. Save time with our intuitive, point-and-click interface

2. Configure your 360s with our flexible form

development

3. Access real-time, customizable reports

4. Automate management of the 360 process

5. Integrate with your existing HRIS through our open

API

qualtrics.com/360

Qualtrics Employee Engagement Employee Surveys Made Simple

With Qualtrics Employee Engagement, you get:

1. Real-time results

2. Sophisticated hierarchical reporting

3. Individualized, custom dashboards

4. Organizational structure

5. Action planning

6. Flexible form creation

qualtrics.com/ee

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Questions?

you can't manage millennials

Leadership & Management