Millennials are disrupting the status quo in nearly every arena – from the music and food industries to politics to how we interact socially. Nowhere is their influence more keenly felt, however, than in the workplace – especially because it’s impossible to manage them. Join us on this webinar to find out how to attract, engage, and retain Millennials in today's ever changing workplace.

1. You Can’t Manage Millennials:
Recruiting, Engaging, and Retaining Millennials in Today’s Workplace

2. Mike Maughan
Employee Insights

3. Agenda
• Millennial Disruption
• Old School vs. New School Business
• Qualtrics Millennial Survey
• Questions & Answers

4. Millennial Disruption
Music
Food
Politics
Transportation
Workplace
Social Interaction
Dating

5. The World Has Changed

6. State of Millennials in the Workforce
By 2025, Millennials will
make up 75% of the workforce
52% of Millennials in developed
markets anticipate working for
themselves
Deloi&e
Millennial
Survey,
January
2014
and
Intelligence
Group
Millennial
Survey
64% of Millennials said they
would rather make $40K at a
job they love than $100K at a
job they think is boring

7. Innovating to Address Global Challenges
Businesses and
Individual Entrepreneurs
Deloi&e
Millennial
Survey,
January
2014
Universities
Government
44%
23%
22%

8. Millennials want to work for
organizations that:
1. Foster innovative thinking
2. Develop their employees’ skills
3. Make a positive contribution to
society
Deloi&e
Millennial
Survey,
January
2014

9. Who is Qualtrics?
The Global Leader in Enterprise Survey Technology
Leader in Enterprise
Customers
Leader in Growth
and Innovation
Leader in Colleges
and Universities

10. Leading Institutions Choose
Qualtrics Employee Insights

11. Top 5 Ways to Use Qualtrics
to Gather Employee Insights
1. Employee Engagement Surveys
2. 360-degree Employee Feedback
3. Employee Satisfaction
4. Employee Feedback
5. Exit Interviews

12. Old School vs. New School

13. Individual Contributors
Job description
with a clearly defined role
Self-directed
without much guidance
Old School Businesses
New School Businesses

14. Oversight
Old School Businesses
New School Businesses
Overseers, Bosses, and Managers
Mentors, Coaches, and Leads

15. Employment
Employees want a job
Employees want an experience
Old School Businesses
New School Businesses

16. Feedback
Annual performance reviews
Continual feedback
Old School Businesses
New School Businesses

17. Adoption
Top down implementation
Grass roots adoption
Old School Businesses
New School Businesses

18. Mission / Purpose
Do well
Do well while doing good
Old School Businesses
New School Businesses

19. Individual v. Group
Individually focused
Group focused
Old School Businesses
New School Businesses

20. Qualtrics Millennials in Tech Survey
• Millennials: Born between 1982 and 2000
• All respondents have some college with 55% college
graduates and another 30% with a graduate degree
• 48% of respondents have 4+ years of work experience

21. Recruit

22. Millennials Want to Do Good
h&p://beta.dogoodvolunteer.com/

23. Millennials Want
It All

24. Most Important Thing When Looking for a Job
Professional
Growth
CompensaIon
Flexible
Hours
Mission
/
Purpose
Industry
Company
Leadership
Mentorship
50%
40%
30%
20%
10%
0%

25. Recruiting Millennials
Compensation
Company
Culture

26. CompensaIon

27. When Considering a Job Offer Which is Most
Important: Title, Compensation, or Mission
29.5%
60.5%
10%
CompensaIon
Mission
/
Purpose
Title

28. Salary Expectations for First Full-time Job
30%
25%
20%
15%
10%
5%
0%
Less
than
$20K
$20K
-­‐
$34.9K
$35K
-­‐
$49.9K
$50K
-­‐
$64.9K
$65K
-­‐
$80K
Over
$80K

29. How Important are the Following to You in a Job?
• Recognition
• Resources
• Having close friends at work
• Getting paid well
• Flexible work schedule
• Organization's mission
• Opportunities for professional growth

30. How Important are the Following to You in a Job?
10
9
8
7
6
5
GeZng
paid
well
Having
the
resources
to
do
my
job
OpportuniIes
for
professional
growth
Receiving
recogniIon
Flexible
work
schedule
OrganizaIon's
mission
Having
close
friends
at
work

31. Culture

32. All The Amazing Free Food At Facebook’s HQ
Gives Some Employees The ‘Facebook 15’

33. Company Culture
Collaborative Work
Environment
This was ranked most important by 51%
of respondents and first or second by
74% of respondents

34. Company Culture
Transparency and
meritocracy tied for second
Dress code and free food
were ranked very low
(Free food ranked lowest or second
lowest by 71% of respondents)

35. Company Provided Cell Phone Plan vs. Free Meals
59% prefer a free cell
phone plan
41% prefer free meals

36. Charitable Activities
How important is it to you that a potential employee engage in charitable
activities (donations, corporate sponsored volunteer work, etc.)?
44% said it was very or
extremely important
56% said it was not important to
their decision making

37. Work Schedule: Required vs. Ideal
60%
50%
40%
30%
20%
10%
0%
I
manage
my
own
schedule
In
the
office
during
set
hours
I'm
allowed
to
work
remotely,
but
during
set
hours
Generally
in
the
office,
but
can
work
remotely
on
occasion
Required
schedule
Ideal
schedule

38. Company

39. Culture vs. Company
Company culture:
The organization’s norms,
mission, values, and systems
Company strategy and
trajectory:
The organization’s plans and
opportunities for growth

40. Company vs. Boss
When considering where to work, which is more important to you?
54% said the company’s reputation
and trajectory were most important
to them
46% cared most about who they
would be working for and learning
from

41. Engage

42. How Engaged Are Employees?
According to Gallup’s 2013 State of the American Workplace
only 30% of employees are engaged in their work.
If your company were a 10-person crew team, statistically speaking:
• 3 employees are rowing with all their hearts
• 5 are just along for the ride, looking at the scenery
• 2 are trying to sink the boat

43. Diagnosing Disengagement:
Stop the Infection From Spreading
• Actively disengaged employees
cost the US economy ½ a trillion
dollars per year
• They are more likely to:
• Steal from their employers
• Negatively influence co-workers
• Drive customers away
Gallup,
State
of
the
American
Workplace:
Employee
Engagement
Insights
for
US
Business
Leaders,
2013

44. Why Organizations Care About
Employee Engagement
Employee Engagement
is a proven driver of:
• Quality
• Revenue
• Customer Service
• Retention
• Productivity

45. Most Exciting Part About Coming to Work
40%
35%
30%
25%
20%
15%
10%
5%
0%
Challenging
projects
How
much
money
I
can
make
Co-­‐workers
I
enjoy
Opportunity
to
make
a
difference
RecogniIon

46. Challenging Projects
Millennials are not
content to sit on the
sidelines

47. Individual Contributors
Job description
with a clearly defined role
Self-directed
without much guidance
Old School Businesses
New School Businesses

48. Challenging Projects
Provide the
right playing
field and let
them play

49. Biggest Challenge to Motivation
20%
15%
10%
5%
0%
Not
compensated
fairly
Unchallenging
projects
Challenging
co-­‐
workers
My
boss
shows
no
interest
in
me
I
rarely,
if
ever,
receive
recogniIon
I
am
in
over
my
head

50. On a Daily Basis, What is Most Important For
You to Receive?
30%
29%
28%
27%
26%
25%
24%
Challenging
opportuniIes
Meaning
from
my
work
CompensaIon

51. Non-work-related Social Media
0%
10%
20%
30%
40%
Less
than
30
minutes
30
to
59
minutes
Between
1
and
2
hours
Over
2
hours

52. Retain

53. Average Time Per Job
50%
40%
30%
20%
10%
0%
Over
8
years
Between
4
and
8
years
Between
2
and
4
years
Less
than
2
years

54. Work Life Balance vs. Work Life Integration

55. Work / Life Integration
• 62% count at least one co-worker among their closest friends
Regarding non-work-related social media accounts
• 75% are connected to at least 2 co-workers
• 35% are connected to their boss
• 57% are likely or very likely to accept a request sent by a boss
• 26% are likely or very likely to send a request to their boss

56. What is Most Important to You?
Family
Ranked 1st by 61%
and 1st or 2nd by 71%
2. Professional success
3. Education
4. Travel
5. Volunteer work
6. Religion

57. Personal Life at the Office
60% are comfortable talking with their boss
about their personal life
40% prefer their boss stick solely to work
related matters

58. Comfort Talking About at Work
8
7.5
7
6.5
6
5.5
5
4.5
4
Personal
goals
Health
Personal
challenges
Family
situaIon
DaIng
life
PoliIcs
Relgion

59. Recognition
47% chose recognition
by the CEO in front of
the whole company
53% chose a $500 cash
bonus with no
recognition at all

60. Nearly 40% of Millennials
said that dislike of their
boss would be a bigger
factor in their decision to
quit, than dislike of their job

61. Value Most in a Boss
27% said, “A willingness to be a mentor”
• Trustworthiness (18%)
• An expert (15%)
• Kindness (15%)
• Shares credit / takes blame (10%)
• Provides autonomy (10%)

62. Most Want to Avoid in a Boss
Micromanager
Incompetence
Narcissistic / selfish
Mean
Unreasonable

63. Perception of Your Boss
50%
40%
30%
20%
10%
0%
I'm
conInually
learning
from
my
boss
My
boss
has
lots
to
teach,
but
we
rarely
interact
I've
learned
as
much
as
I'm
going
to
I
know
more
than
my
boss

64. Oversight: Actual vs. Ideal
40%
30%
20%
10%
0%
Check
on
every
detail
of
every
project
Daily
check
in
Weekly
check
in
Monthly
check
in
Check
in
only
when
I
need
something
or
have
a
quesIon
Actual
Ideal

65. Feedback Frequency: Actual vs. Ideal
30%
25%
20%
15%
10%
5%
0%
Daily
2-­‐3
Times
a
Week
Once
a
Week
2-­‐3
Times
a
Month
Once
a
Month
Less
than
Once
a
Month
Never
Actual
Ideal

66. Constructive Criticism
60%
50%
40%
30%
20%
10%
0%
Face-­‐to-­‐face
from
my
direct
supervisor
Via
email
from
my
direct
supervisor
Face-­‐to-­‐face
from
a
co-­‐
worker
I
trust

67. Conclusion

68. How Do You Manage Indiana Jones?
You can’t

69. How Do You Manage Indiana Jones?
Channel his energy and talents
1. Give him big problems to solve and
remove obstacles from his path
2. Pay him
3. Make his work an experience worth
sharing, not just a job to get done
4. Mentor, don’t micromanage
5. Let him run fast and give him room to
fail

70. Provide the Playing Field

71. Qualtrics 360
Employee Development Made Simple
With Qualtrics 360, you can:
1. Save time with our intuitive, point-and-click interface
2. Configure your 360s with our flexible form development
3. Access real-time, customizable reports
4. Automate management of the 360 process
5. Integrate with your existing HRIS through our open API
qualtrics.com/360

72. Qualtrics Employee Engagement
Employee Surveys Made Simple
With Qualtrics Employee Engagement, you get:
1. Real-time results
2. Sophisticated hierarchical reporting
3. Individualized, custom dashboards
4. Organizational structure
5. Action planning
6. Flexible form creation
qualtrics.com/ee

73. 73
Questions?