The document provides guidance on mentoring the next generation of millennial workers. It outlines key differences between millennials and other generations, including that millennials desire meaningful work and seek challenge. The document recommends gaining understanding of what motivates millennials and identifying effective strategies for connecting with them through mentoring. It emphasizes that millennials value rapid learning and networked relationships determined by needs rather than long-term, one-on-one mentoring relationships.

1. Mentoring the Next Generation of Workers

2. 1. Gain an understanding of Millennials and
learn what makes them different from the
rest of us.
2. Identify effective strategies for connecting
with your mentee this summer
3. Learn effective questions to help you get to
know your mentee and develop a solid
relationship

4. • Desire to be in a position of responsibility
• Resents being looked at as though they have
no experience
• Tends to be more job mobile
• Less respectful of authority
• Looking for meaningful work
• Seeking challenge
• Chance to prove themselves and show they
can perform well
Who does this describe?

5. Training and Development Journal
Sorry Boomers, the other generations in the workforce
didn’t like you when you started working!

6. Every generation that enters the workforce makes waves!

7. Veterans Boomers Gen Xers Millennials
Career Build a legacy Build a stellar Build a portable Build parallel
career career careers
Goals
Rewards Satisfaction of a job Money, title, Freedom is the Work that has
well done recognition, ultimate reward meaning for me
corner office
Work-Life Support me in Help me balance Give me balance Work isn’t
shifting the balance everyone else and now! Not when everything. Need
Balance
find meaning I’m 65 flexibility to
myself balance my other
activities
Job Carries a stigma Puts you behind Is necessary Is part of the daily
routine
Changing
Training I learned the hard Train ‘em too The more they Continuous
way, you can too! much and they’ll learn, the more learning is a way
leave they’ll stay of life
Source: When Generations Collide

12. • Helicopter parents
• They’ve been told they were special their
whole lives
• More confident than generations before them
• Team-oriented
• High achieving

14. • Under more pressure to perform than other
generations
• Compared to 20 years ago
• More ethnically diverse
• More affluent
• Technologically proficient
• Connected with peers

16. What Make’s Millennials Different?

20. 94% of Millennials state they
respect older generations

23. Know What Millennials think of
Mentoring!
Mentoring Program Baby Boomer Run Millennial-Run
Purpose Career Advancement Primary Learning
Value Mentee/learner gains understanding and skills Rapid dissemination of knowledge
Mentors/Advisors People with higher status and knowledge Anyone with knowledge the learner needs
Design One-to-one mentoring: Long-term relationships Networked relationships: Time determined by needs
Method Face-to-face Virtual
Mentoring
98% of Millennials believe working with a mentor is a
necessary component in development.
Matters! PowerhouseCoopers Global CEO Survey cited in “If You Want to Retain
Your Best Young Workers, Give Them a Mentor Instead of Cash Bonuses”
by Vivian Giang, July 2011

32. Jennifer Fisher, Program Manager
jfisher@fwchamber.org
Derrick Sherck, Field Rep
dsherck@fwchamber.org
Graduate Retention Program