managing millennial employees...managing millennial employees: how to attract tomorrow’s talent...
TRANSCRIPT
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®
SOUTH DAKOTA SAFETY & HEALTH
CONFERENCEWednesday, October 2, 2019
MANAGING MILLENNIAL EMPLOYEES:HOW TO ATTRACT TOMORROW’S TALENT
STEVE BENCH
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T H E
T H E
T H E
T H E
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VETERANS
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IDENTITY THROUGH WORK
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BABY BOOMERS
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MILLENNIALS
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THE CHALLENGE: BUILDING CULTURE
YOUNG EMPLOYEES ARE DISENGAGED BUILDING CULTURE TAKES TIME! LIVING IN THE SMARTPHONE AGE SOON, MILLENNIALS WILL BE IN CHARGE
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SOON THE TABLES WILL TURN!
MILLENNIALS IN CHARGE?
MILLENNIALS INTERVIEWING BOOMERS!
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MILLENNIALS IN CHARGE?
Adapt to Change
Tech Savvy
Tolerance
Think Outside the Box
STRENGTHS
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WEAKNESSES
Unrealistic Expectations
Not as Committed?
Aloof about Responsibility
Quick to be the “victim”?
MILLENNIALS IN CHARGE?
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MILLENNIALS IN CHARGE?
Mailing a Letter
Using Tools
Writing a Check
Fixing Things
WE MIGHT NEED HELP!
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HOW MILLENNIAL ARE YOU?
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MILLENNIAL LOGO QUIZ
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THE GENERATIONSThe Veterans 1925-1945 (73-93) 2%
The Baby Boomers 1946-1964 (54-72) 29%
Generation X 1965-1980 (38-53) 34%
Millennials 1981-1995 (23-37) 35%
Generation Z 1996-2010 (22-8) ??
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BUILDING CULTURE
Am I Thriving Here? - Engagement
Millennial Segmentation - 23-38y/o
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MILLENNIALS IN CHARGE?
HOW INFORMATION IS HELD NOT AT THE TOP! IT’S EVERYWHERE ORG CHART WOULD BE GONE! IT’S ALL ABOUT THE NETWORK —>CAN YOU HELP ME CONNECT?
CEO
MGR
Staff Staff
MGR
Staff
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MILLENNIAL REALITY - NOT BOSSES YET!ENTRY LEVEL HARD TO HIRE & RETAIN WORK = IDENTITY MILLENNIALS ARE DISENGAGED?
OLDER GENS ARE RESENTFUL?
CULTURE MAKES THE DIFFERENCE!
/
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HOW DO YOUBUILD
CULTURE?
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WIN OVER MENTORS
BUST STEREOTYPES
HOW DO YOU BUILD CULTURE?
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WIN OVER MENTORS
What’s In It For Me?
Cards Close to Chest?
Why Should I Help Them?
Figure it out on their own
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UNWRITTEN RULES
Show Up Early, Stay Late
Must Be Seen to Be Counted
Pay Your Dues
Not Special - Follow The Rules
Never Go Above Your Boss
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ADVICE TO OLDER GENERATIONS
Your Experience Matters
Share What You Know
We Need You!
Tell Your Story!
You Built Our Reputation
Delegate = Less Stress
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MILLENNIAL STEREOTYPES
#2 Can’t Handle Criticism
#1 Too Much Feedback
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KEYS TO SUCCESS Old Rule
Supervised & Validated 24/7
Constant Dialogue
“No News is Good News” Not Anymore!
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KEYS TO SUCCESS TRUST
Feedback Is Key!
Feedback Builds Trust
Trust Builds Loyalty
Trust Enables Criticism
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HOW DO YOU
MANAGE
MILLENNIALS?
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MILLENNIAL MANAGEMENT
CONTROLVOICE
ACCESSTRUST
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KEYS TO SUCCESS Access
OpportunitiesAm I Thriving?
PeopleInformation
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KEYS TO SUCCESS THRIVING
Job Hop Here?
New role, more responsibility
More Frequent Milestones
Shorter Time Horizons
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KEYS TO SUCCESS TRUST
Validation
MentoringBad Day?
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WAYS TO BUILD MY TRUST
Be Authentic!
Work alongside me!
Do it Yourself - Show Me!
Is This My Work Family?
Show Me you’re Vulnerable
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KEYS TO SUCCESS CONTROL
Context & Significance
Process Control
Empower Me!
Let Me Make the Rules
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KEYS TO SUCCESS VOICE
Offer Choices
Decision Making
Peer Mentors
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TALENT RETENTIONMy First Day - Valued
Am I Comfortable? - Teach Me!
Am I Thriving Here? - Engagement
Why Should I Work Here? - Tell Story!
Do I Have a Future? - Pathways
Millennial Segmentation - 23-38y/o
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Millennial Engagement
Delegate Special Projects
Offer Fun Experiences to Learn & Train
Quick Ideas
Make It Easy to Participate
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Millennial Engagement
Fir-turnity Leave?
Gameification
Company Book Club
Mom & Dad Company Swag
Quick Ideas
Peer Nominated Award
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GENERATION Z
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GENERATION Z At Work
Life Stage
Decision Profile
Work Family
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THINK KIDS TODAY DON’T GET IT?
Be the Patient Mentor You’d Want for Your:
These are OUR kidsWe Need Your Help!
Be a Multiplier Not a Divider
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®
SOUTH DAKOTA SAFETY & HEALTH
CONFERENCEWednesday, October 2, 2019
THANK YOU!
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®
SOUTH DAKOTA SAFETY & HEALTH
CONFERENCEWednesday, October 2, 2019
SOURCES ▸ “Millennials in Adulthood”, Pew Research
▸ “Taking Stock with Teens”, Piper Jaffray
▸ Maximizing Millennials in the Workplace, Jessica Brack, UNC
▸ Millennials at Work: Reshaping the Workplace, PWC
▸ “Mindset List”, Beloit College 2002-2018
▸ “Millennial Survey”, Deloitte
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Q&A: MILLENNIAL ATTRACTION & RETENTION
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10 QUESTIONS
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WHO IS A MILLENNIAL?
#1
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young professionals aged 23-38
kids born in 80s, raised in the 90s-early 2000s
high expectations, perhaps less committed
aloof about responsibilities and consequences?
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WHY IS IT SO HARD TO ATTRACT AND RETAIN MILLENNIAL TALENT?
#2
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Millennials have lots of choices (demographics)
Millennials aren’t in a hurry to “grow up” (support)
Millennials are delaying adult stages (no roots)
Millennials are defined by our lifestyle, not “work”
(What we do for work isn’t who we are)
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HOW DO YOU ATTRACT & RETAIN MILLENNIALS?
#3
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work-life balance that enables my lifestyle
meaningful work with a sense of purpose
teaching & tools that set me up for success
process control so I’m invested in outcomes
career development so I engage, thrive & stay
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WHY DO MILLENNIALS CHANGE JOBS SO OFTEN?
#4
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delayed life stage - no “roots”, high mobility
lots of options - “now hiring” across the country
no longer loyal to employers (childhood experience?)
job hopping is “how you move up” (status quo)
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WHY DO MILLENNIALS HAVE UNREALISTIC EXPECTATIONS?
#5
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kids during economic boom, saw success as the norm
inflated sense of self importance?
expect things right away - never had to wait
accustomed to instant access to opportunities
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WHY ARE MILLENNIALS SO ALOOF ABOUT
ACCOUNTABILITY?
#6
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“protected” from failure as kids - no consequences
always had a do-over, second chance, extra credit
give up, quit, change teams, blame the ____
issues with commitment and follow through
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HOW DO YOU CRITICIZE A MILLENNIAL?
#7
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grew up in supportive “helicopter” culture
constant feedback is normal to Millennials
feedback increases understanding & builds trust
trust enables criticism
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WHY DO MILLENNIALS HATE “TOP-DOWN” ORG CHARTS?
#8
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conditioned to expect accessible authority figures
expect to be involved in the discussion & valued
information isn’t held “at the top”, it’s everywhere
reward performance over seniority
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SHARING VS CARDS CLOSE TO CHEST
#9
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Older Gens withhold teaching for self preservation
Younger Gens expect access to information
Can lead to toxic work culture - both groups are upset
Create culture that values tenure, rewards loyalty and fosters teaching/sharing of knowledge