The Millennials Are Coming!

The Millennials Are Coming!

Jimmy Johnson and Jana Markowitz
Small Planet Works, Inc.

www.smallplanetworks.com

The Millennial Test
Do you know what a Millenial would say?
Question 1
You wear flip-flops to:
A) The beach
B) The pool
C) The shower
D) The White House

2

The Millennial Test
Question 2
You completed a small assignment correctly
and on-time. You should get:
A) Your paycheck
B) An atta-boy/atta-girl from the boss
C) An extra day of vacation
D) Recognition and substantial monetary award at the
next business unit meeting

3

The Millennial Test
Question 3
When you want to see if friends can join you
for dinner out, you:
A) Pick up the phone and call them
B) IM them
C) Text them
D) Post an invitation on their “Wall”

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The Millennial Test
Question 4
Email is:
A) The best way to communicate with co-workers
B) An annoying waste of time when you’re trying
to work
C) A great way to communicate with friends
and family who live far away
D) Only for “Old People” and frankly not much
better than “snail-mail”

5

Generations in the Workforce


Generational Groups in the Workforce
• 1925-1945 – Traditionalists
• 1946-1964 – Baby Boomers
• 1965-1981 – Generation “X”
• 1982-2002 – Generation “Y” (Millennials)

7 www.smallplanetworks.com

The “WE” Generation

Watch Video GenerationWE The Movement Begins...
YouTube at blinkx.flv


Generational Differences
Traditionalists Baby Boomers Generation “X” Generation “Y”
1925-1945 1946-1964 1965-1981 1982-2002
Work Style By the book; “How” is as Get it done; Whatever it Take fastest route to Work to deadlines and
important as what gets takes (Including nights results; Protocol is goals – not necessarily to
done and weekends) secondary schedules
Authority / Leadership Command and Control; Respect for power and Egalitarian; Rules are Value freedom and
Rarely question authority accomplishment flexible; collaboration is autonomy; Less inclined
important to pursue leadership
positions
Communication Formal yet personal; Somewhat formal through Casual, direct, and Fast, casual, direct, and hi-
Through proper Channels structured network; mix of electronic; sometimes tech; Eager to please
electronic and face-to-face skeptical

Recognition / Reward Personal Public acknowledgement A balance of fair Individual and public
acknowledgement and and career advancement compensation and ample praise (exposure);
satisfaction for work well time off Opportunities for
done broadening skills
Work/Family Work and family should Work comes first Value work/life balance Value blending personal
be kept separate life into work
Loyalty To the ORGANIZATION To the importance and To individual career goals To the people involved
meaning of work; To the with the project
function or profession
Technology Complex and challenging; Necessary for progress Practical tools for getting What else is there?
“If it ain’t broke, don’t fix and achievement things done
it.”

Source: VISIONPOINT from an article by Jenna M. Aker 2009 Buildings magazine
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Recruiting Gen Y

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Recruiting Millennials

Parents
Parents
Parents

11

Engaging and Retaining Gen Y

12

Millennial Motivators

• Balance
• On the leading edge
• Make contributions immediately
• Stability

13

Millennials – The Numbers
According to a global PwC study published in 2009:

• 61% of CEOs say their organization has challenges recruiting
and integrating younger employees
• 98% of recent college graduate respondents said that working
with strong coaches and mentors is important to their personal
development
• 80% of respondents want to work internationally
• 85% are members of social networking sites such as
Facebook and LinkedIn

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Millennials – The Numbers
According to a global PwC study published in 2009:

• 88% will seek employers with corporate social responsibility
(CSR) values that reflect their own
• 86% would consider leaving an employer whose CSR values
no longer reflect their own
• 75% expect to have between 2 and 5 employers in their lifetime
• 66% would embrace the provision of personal services – such
as housing, food and health appointments – by their employer,
blurring the line between work and home

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Examples of Perks

Solar Panel Array
on Google’s HQ
Building


Examples of Perks

Free in-house
cafeteria with
gourmet food


Examples of Perks

Relaxation area, exercise equipment,
pool tables and video games --- and
you can bring your dog to work


Examples of Perks

And just for fun – there
are slides available to go
between floors if you
prefer them to stairs, an
elevator or fire station poles


Engaging and Retaining Millennials
Millennials want:
• inclusion in the decision-making process
• challenging work assignments that make
an impact on the business
• training and professional development
opportunities – including mentors and coaches
• benefits and perks that match their life-stage
• supervisors who give ample feedback, recognition
and support to them
• rapid progression “up the ladder”
Source: MetLife “Engaging the 21st Century Multi Generational Workforce”
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Retaining all Generations

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The Five A’s
1. Accepting your “mutual rightness”
2. Acknowledging your interdependency
3. Appreciating what you have in common
4. Assuming responsibility for making your
relationships better
5. Adopting “The Platinum Rule”


Small Planet Works

Thank You!
For more information please contact:

Jana Markowitz Jimmy Johnson
jmarkowitz@smallplanetworks.com jfjohnson@smallplanetworks.com
901-682-0830 901-521-1129


The Millennials Are Coming!

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