Do you know what benefit Millennial employees want 3 TIMES MORE than cash bonuses? Millennials, or the Gen Y workforce born between 1982 and 2002, are success-oriented but can be very high maintenance. They don’t adapt to corporate cultures. Your company must be “Millennial-friendly” or risk a high turnover rate with this not-so-tolerant generation. With mass Boomer retirement starting, and the smaller number of Gen X workers replacing them, smart employers are currently scrambling to determine not only how to recruit their next generation of young employees, but how to retain the Millennials they have now. Join us as Lisa Orrell, author of 2 best-selling books, Millennials Incorporated and Millennials into Leadership, explains the eight critical retention requirements Millennials seek from an employer. Lisa’s insight is backed by recent research into the Millennial generation and her years of experience working with multi-generations in organizations large and small. In this presentation you will learn: What makes the Millennial worker tick? Where do you find and recruit this next generation worker? How can you motivate, inspire and retain your Millennial workers? Learn how your company can keep its best & brightest future leaders. For more on recruiting and retaining Gen Y workers, visit http://www.monsterthinking.com

1. For more, visit
MonsterThinking.com
Millennial Retention
Requirements
8 Key Things Gen Y Requires to Stay at
Your Company
Presented by:
Lisa Orrell
The Generation Relations Expert
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2. Webinar Agenda
1 Why Is This Important?
2 Understanding the Generations
3 8 Strategies for Retaining
Millennial Talent
4 Q&A

3. Millennial Overview: 1
The Generational Snapshot
Millennials/
Generation
Boomers: Jones: Gen Y:
Gen X: ~ 1980
~1942 ~1954
to to ~1966 to
1953 1965 to
2002
1979
3

4. Why Is This Important? 1
“Generationally determined lifestyles & social
values exercise as much influence on buying and
purchasing as more commonly understood
demographic factors like income, education, and
gender do – maybe even more.”
Rocking the Ages by J. Walker Smith, Ph.D. and Ann Clurman

5. Why Is This Important? 1
 1 Boomer is retiring every 8 seconds
 At a typical large company in the U.S.
30-40% of employees will hit retirement
age in the next 5-10 years
 Challenges U.S.- based companies to
sustain their growth & competitive edge
 Boomer Brain Drain
 Generational Dynamics: Diversity
 Millennials = 52% of the US population

6. Understanding the Generations 2
“63% of top executives say that most managers’
careers are stalled because they simply do not
understand others.”
Across the Board Magazine for Business Leaders

7. Our History = Our Perceptions/Values 2
 Assumptions & Biases
 Personal Filters Affect Our
Perceptions & Ability to Interact
With Others
 Everyone Expects People to
Think the Way They Do
 Being Inflexible Causes Conflict

8. Meet the Boomers 2
“We wanted what they want. We just felt we
couldn’t ask. Herein lies the truth: what young
workers want isn’t so different from what everyone
else wants. However, young workers are
asking for it.”
“Mastering People Management” Article in Financial Times

9. Boomers: How They Came to Be 2
GROWING UP POSITIVE TRAITS
 Dr. Spock  Service Oriented
 Nuclear Families/  Optimistic
Stay-At-Home Moms  Go the Extra Mile Attitude
 “Your voice matters!”  Loyalty/Longevity
 Economic Boom  Great Rapport Builders
 Wake of WWII
CHALLENGING TRAITS
 Parents Stayed At One Job
 Technology (some)
 Put Process Ahead
of Results
 Can Be Judgmental

10. Meet Generation Jones 2
“Many believe the concept of jonesing is among this
generation’s key collective personality traits. Jonesers were
given huge expectations as children in the optimistic 1960’s,
and then confronted with a different reality as they came of
age in the pessimistic 1970’s, leaving them with a certain
unrequited, jonesing quality.”
Jonathan Pontell, Leading Social Commentator
Coined the Term “Generation Jones”

11. Gen Jones: How They Came to Be 2
GROWING UP POSITIVE TRAITS
 Easy Bake Ovens  Relationship Oriented
 Pong  Career Focused
 MTV  Optimistic
 The Brady Bunch  Strong Work Ethic
 Torn: Nuclear Families/  Loyalty/Longevity
Divorce Rates/Working Moms
CHALLENGING TRAITS
 Vietnam
 Hybrid of Boomer/Gen X
 Civil Rights
 Workaholics
 Watergate
 Yearning For More

12. Meet the Gen Xers 2
“It’s no wonder the Xers are angst-ridden. They feel
America’s greatness has passed. They got to the
cocktail party twenty minutes too late, and all that’s
left are those little wieners and a half-empty bottle
of Zima.”
Comedian Dennis Miller

13. Gen X: How They Came to Be 2
GROWING UP POSITIVE TRAITS
 Working Moms  Adaptable
 Soaring Divorce Rates  Independent
 Latchkey Kids  Creative
 Survival & Independence
 “Family” Ties With Friends CHALLENGING TRAITS
 “Be careful out there!”  People Skills
 “Pro Kid” Disappeared  Cynical
 Economic Bust of 70s  Solo-Nature

14. 2
Meet the Millennials
“A Millennial’s psychological contract is with the
relationships embedded within the organization,
not the organization itself.”
Professor of HR Management at the
University of Wisconsin at Milwaukee

15. Millennials: How They Came to Be 2
GROWING UP POSITIVE TRAITS
 Told Valued From Day One  Multi-taskers
 Laws to Protect Them  Team Players
 Raised to Express Feelings  Confident & Optimistic
 “Pro Kid” Society  Aware of Others
 Told to Experience New Things  Entrepreneurial
 “Don’t make the same CHALLENGING TRAITS
mistakes we did!”
 Raised to Embrace Team Work  Get Bored Fast
 9/11, Enron, Wall Street  Don’t “Get” the Old Way
& Save the Planet  Impatient With Advancement

16. 8 Retaining Millennial Tips 3
“Do unto others…keeping
their preferences in mind.”
The Titanium Rule – Created by Claire Danes

17. 8 Retaining Millennial Talent 3
“This is the most high-maintenance workforce
in the history of the world. The good news is
they’re also going to be the highest performing
workforce in the history of the world.”
Bruce Tulgan, Author of Managing Generation Y

18. MILLENNIAL RETENTION TIP #1 3
Set-Up an Environment for Idea Sharing

19. MILLENNIAL RETENTION TIP #2 3
Communicate Often

20. MILLENNIAL RETENTION TIP #3 3
Training & Mentorship

21. MILLENNIAL RETENTION TIP #4 3
Structured Path for Advancement

22. MILLENNIAL RETENTION TIP #5 3
Reward with Increased Responsibility!

23. MILLENNIAL RETENTION TIP #6 3
Map Personal Goals to Tasks

24. MILLENNIAL RETENTION TIP #7 3
Find Out What Motivates Them

25. MILLENNIAL RETENTION TIP #8 3
Become A Praise Culture

26. Presentation Recap
Millennials expect a lot from their leadership
Millennials want to communicate with managers often
Respect their opinions & provide mentorship
Training, training and more training!
Reward & praise your Millennial Talent
(and other age groups) often
Challenge them!
Have fun & enjoy the new generation!

27. SPECIAL OFFER FOR ATTENDEES!
RECEIVE A 10% DISCOUNT ON ANY OF THE
SEMINARS & WORKSHOPS LISA OFFERS!
SIMPLY MENTION THIS MONSTER.COM WEBINAR!
CONTACT LISA FOR HER PRESENTATION OVERVIEW PACKAGE!

28. Time for Questions!
Lisa Orrell, CPC
The Generation Relations Expert
Speaker • Author • Leadership
Coach for Millennials
www.TheOrrellGroup.com
Join Lisa Online:
LinkedIn & Facebook
Twitter @GenerationsGuru
Blog: TheOrrellGoup.com/Blog