Managing Millennials Webinar Slides

1. Desktop Education for Parks And Recreation Welcome and Sign-In 0 Please sign in with: 0 Your Agency Name and the number of people watching/attending the webinar from your agency today 0 What is the name of the person who will be inputting answers into the webinar application 0 Have you watched the pre-webinar assignment video? 0 If possible PLEASE show it to your group before we begin. The video is about 2 minutes long. 0 Go to YouTube and Search: Microsoft Surface Pro Commercial “The Vibe.” We have also posted the link in the chat box AND included it in your pre-webinar assignment/handout. 1

2. Managing Millennial’s; The “Y” Factor presented by Lori A. Hoffner Speaker ~Trainer ~ Consultant SupportingCommUnity, Inc. Littleton, CO Phone720-353-2863 www.SupportingCommUnity.com Lori@SupportingCommUnity.com

3. Lets make a list of Resources using our webinar attendees When you think of Millennials what is the first word that comes to mind? Small Group Discussion 1 minute to discuss and share 3

6. 4+1 Generations 0Traditionalist/Builders – 1930-1945 0Baby Boomers – 1946 - 1964 0Gen X – 1965-1979 0Gen Y/Millennials – 1980-1996 0Gen Z – 1997… What generations are represented in your group today? 6

7. They are the true digital natives – nearly all waking hours they are “connected" 0Typically send & receive over 3,000 text messages per month 0Rather text than talk 0 bosses, friends, coaches, teachers, parents... 0Rarely use email 7

8. The Way the Generations See the World Outlook Work Ethic Leadership Relationship 8

9. Generational Differences 0Traditionalist – Practical 0Boomers – Optimistic 0Gen X – Skeptical 0Gen Y - Hopeful yet realistic 0Gen Z - Pessimistic Outlook 9

10. Generational Differences Work Ethic 0Traditionalist – Dedicated 0Boomers – Driven 0Gen X – Balanced 0Gen Y – Ambitious 0Gen Z – Necessity Refer to Your Make and Take Activity Page 9 of your Handout, Item #1 What is YOUR work ethic? 10

11. Globalization, diversity, tolerance 11

12. Leadership • Traditionalist– Hierarchy • Boomer – Consensus • Gen X – Competence • Gen Y – Collaboration • Gen Z – Individualism Please discuss and share… Do you agree with these generalizations Why or why not? 12

13. Current Millennial Employment Trends 13

14. Current Millennial Employment Trends 0There are over 78 million twenty- something’s worldwide. 0By 2006 the millennial generation comprised 21% of the workforce in the United States alone. Currently there are 32 million “Y” workers and by the end of the decade, they will be “all-in”. 14

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16. Today’s Employment Trends (that will impact the Millennial workforce) 0Exit of Baby Boomers, although slowed by recent economy will begin with a fury. 0Next 5 years, 50% of company executives will retire. 02-5 positions with companies will be right behind them. 16

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18. Recruitment “Today is the tomorrow that you worried about yesterday” 0Ask yourself; are you just wanting to get a job done or do you want to build an effective work staff? 0Stay true to your organizational culture while recognizing what attracts the “Y“ Consistently Share Your Mission 18

19. 0 Fun 0 Creativity 0 Opportunity 0 Ethics 0 Entrepreneurship 0 Lifestyle 0 Diversity 0 Technology 0 Mission Being “Cool” (or recruitment Hot Buttons) 19

20. Applicant Process • If possible, interact with each young person who turns in an application? – Opportunity to have current employees give their assessment • Have a review process – Criteria for application/resume’ review • Make every effort to thank all who apply by card, letter, email or text 20

21. POSITIVE HIRING PRACTICES •When hiring a teen or twenty -something employee, be clear as to why. • Connect their talents or your impression of their gifts to the mission of your organization 21

22. Please Discuss and Share…WHAT ARE YOUR POSITIVE RECRUITING/HIRING TACTICS? 22

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24. NOW THAT YOU’VE HIRED THEM WHAT DO YOU DO? 24

25. NOW THAT YOU’VE HIRED THEM WHAT DO YOU DO? Nationally, one of the top complaints of Millennial employees is the lack of a relationship with their immediate supervisor. 25

26. The Way the Generations See the World Outlook Work Ethic Leadership Relationship 26

27. Relationships 27

31. Based on the previous slides, do you think these relationship generalizations are accurate? Why or why not? Discuss and share in your chat box… 31

32. Leadership: Rationale Based vs. Emotional Based 0Transactional and competitive 0 Emphasis on salary over appreciation 0Work/life success 0 Establishing trust through relationships 32

33. Parasitic relationship – feeding off of each others lifeblood “as long as I’m getting something for this.” 33

34. Mutualistic relationship – when one person benefits, everyone benefits 34

35. WHAT THEY ARE SAYING In a recent survey of 16 – 24 year old employees; on their top three reasons for leaving a job: • 31% Did not like working with loud or obnoxious co-workers • 37% Would leave if they did not feel supported by their immediate supervisor • 48% Said being reprimanded in public by their supervisor would cause them to leave 35

36. In the Workplace 0Millennials do not know how to build relationships with their managers or authority figures. 0Older generations have not had the experience of reaching downward. 36

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38. Facilitating Success 0Millennials desperately want mentors or career advocates 0They are constantly seeking feedback about “how they are doing” 090 day “stay reviews” 0Creative challenges 0Small goals with tight deadlines 38

39. Being Effective 0Choosing to villainize, tolerate or engage. 39

40. Effective Leadership Challenged Effective 0Turnover 0Complaints 0Absenteeism 0Communication 0Low Productivity 0Rather than changing “them”, being willing to adapt 0See this time as a transfer of knowledge 40

41. They are high performance (and a possibility of high potential) with high maintenance. For some managers, the high maintenance clouds the potential 41

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43. PERCEPTIONS Colin Kapernick 1987 43

44. PERCEPTIONS 44

45. PERCEPTIONS Mark Zuckerberg 1984 45

46. Make and Take Question 2 What is your hook? What will you do to change that perception? 46

47. Colorado Park and Recreation District, the number one complaint from employees 16-24 was a lack of training. 47

48. SO WHY DOES THIS MAKE A DIFFERENCE???? 48

49. Training = Retention Explain your expectations and the expectations of the organization Include peer/mentor leadership Relationships Relationships Relationships Fun Interactive Challenging 49

50. Training is successful when it is… Thorough and Inclusive 0Explain what your work ethic is and find out how similar it is to theirs 0Job responsibilities need to be clear and concise 0Work to increase employee ownership 50

51. 0All expectations with the organization and the job should be explicit rather than implicit 51

52. Policies, Procedure and Practices Help or Hindrance? 0Dress code 0Decision making practices 0Staff Development 0Scheduling 0Reporting practices 0Evaluations 0 What 52

53. ARE THESE PRACTICES IN PLACE IN YOUR ORGANIZATION? Generational Understanding Positive Recruitment Positive Hiring Practices Mentoring Training Make and Take Question 3 and 4 3. What are TWO practices, policies or procedures that your organization has in place to support the Millennial workforce? 4. How will you reach DOWN and OUT for access to leadership and knowledge? 53

54. CELEBRATE YOUR SUCCESS Thank you! Lori A. Hoffner Supporting CommUnity, Inc. Lori@SupportingCommUnity.com 54

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