millennials as supervisors: strategies for success sxsw 2014

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Millennials as Supervisors: Strategies for Success

Jennifer H. Selke, Ph.D. @jennselke

#GenYWorker

workstrengths.com

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About Me: Millennial Expert

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About Me: Gallup Certified Strengths Coach

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Keeping Millennials Engaged

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Fighting Stereotypes

Entitled Narcissistic

Needy Lazy

Job Hoppers

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Looking-up to find out information Rules, regulations, and policies Authority Hierarchy

Work: The Old Way

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Consensus building Ideas from anyone Empowering Think Differently Individualize

The New Way

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By 2020, 46 of all employees in U.S. will be in the Millennial Generation.

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Generation Y / Millennials

(1980 - 2000)

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Millennial Supervisors Confident Make an Impact Learner Driven to Innovate Tech-Connected

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The Cost of Turnover

Society for Human Resource Management

30-50% of the annual salary of entry-level employees

150% of middle level employees

up to 400% for specialized, high level employees

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Get the most out of them for as long as they stay

Over 25% expect to have 6 or more employers in their career

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Managing them to Leave

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45 Strategies for Success as a Millennial Supervisors

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Actually I have

7

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Age Diversity

1

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Generations

The Greatest Generation (1901-1928) The Silent Generation (1928 - 1945) The Baby Boomers (1946 - 1964) Generation X (1965 - 1980) Generation Y / Millennials (1980 - 2000) Generation Z (Early 2000's - present)

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The Silent Generation (1928 – 1945)

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The Silent Generation

”Great Depression" by buckle1535 is licensed under CC BY 2.0

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The Baby Boomers

(1946 – 1964)

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Baby Boomers

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Pension

Individual

Hierarchical

Apprentice

Structured Work

Baby Boomers

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“Each generation imagines itself to be

more intelligent than the one that went before it, and wiser than the one

that comes after it.”

~ George Orwell

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Generation X

(1965 - 1980)

Lost Generation Cynical Under Socialized Slackers Latch Key Kids 

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Generation X Generation X

Value Ideas

Degrees

Better Offers

Move up

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Diversity Training

Cross Generational Work Teams Training: “Generation Shock”

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“The Ys told us they were so happy to learn why the baby boomers were so

conservative and why Gen X didn’t want to share information with them.”

Marjolaine Rompré, director of learning for development at

L’Oréal Canada.

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Education Oriented Desires Feedback Wants to Grow

Learner-centric

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Growth and Development 2

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#lifeskills training

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360 degree feedback

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Engagement 3

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Strengths Based Management

4

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PEOPLE WHO FOCUS ON USING THEIR STRENGTHS MAXIMIZE THEIR POTENTIAL

People who learn to use their strengths every day have 7.8% greater productivity.

Teams who receive strengths feedback have 8.9% greater profitability.

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PEOPLE WHO FOCUS ON USING THEIR STRENGTHS …

are three TIMES as likely to report having an excellent quality of life

are six TIMES as likely to be engaged in their jobs

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n  look forward to going to work

n  have more positive than negative interactions with coworkers

n  treat customers better

n  tell their friends they work for a great company

n  achieve more on a daily basis

n  have more positive, creative, and innovative moments

PEOPLE WORKING IN THE STRENGTHS ZONE …

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Finding a coach at work

5

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goal oriented immediate

impact

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Challenge Norms Equality not Heirichy

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Tech Savvy | Fast Pace | Connected

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6 Communication Skills

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Adaptable Positive Playful

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Love Working as a Team

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After-hours Work 7

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The Challenge

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The Cost of Turnover

Society for Human Resource Management

30-50% of the annual salary of entry-level employees

150% of middle level employees

up to 400% for specialized, high level employees

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"To love what you do and feel that it matters -- how could anything be more fun?”

~Katharine Graham