Half day open training event on managing/engaging/motivating young people in the workplace held in Toronto.

1. Young people, millennials and
graduates
by Toronto Training and HR
June 2013

2. CONTENTS
3-4 Introduction to Toronto Training and HR Inc.
5-7 Definitions
8-9 Common views, statements and myths
10-11 How many?
12-14 Connected or not?
15-16 Improving the transition of PINEs into the Canadian workforce
17-19 Enhancing communication
20-21 Career development
22-24 Interview questions for young people
25-26 Engaging with young people
27-28 Creating a satisfying work environment and maximizing talent
29-30 Reasons for investing in young people
31-33 Skills, strengths and the benefits of young people
34-36 What excites leaders about young people?
37-39 What concerns leaders about young people?
40-43 The state of play in Canada
44-45 Young people around the world
46-47 Be willing to leave the shore and…
48 Case studies
Page 2

3. Page 3
Introduction

4. Page 4
Introduction to Toronto Training
and HR
Toronto Training and HR is a specialist training and
human resources consultancy headed by Timothy Holden
10 years in banking
10 years in training and human resources
Freelance practitioner since 2006
The core services provided by Toronto Training and HR
are:
Training event design
Training event delivery
Reducing costs, saving time plus improving
employee engagement and morale
Services for job seekers

5. Page 5
Definitions

6. Definitions 1 of 2
• Generation Y
• Millennials
• ME generation
• Generation Next
• Net Generation
• Echo Boomers
Page 6

7. Definitions 2 of 2
• Traditionalists
• Baby boomers
• Generation X
Page 7

8. Page 8
Common views,
statements and myths

9. Common views, statements and
myths
• ?
Page 9

10. Page 10
How many?

11. How many?
STATS CANADA
• 15-19 2.2M
• 20-24 2.4M
• 25-29 2.4M
Page 11

12. Page 12
Connected or not?

13. Connected or not? 1 of 2
POTENTIAL DISCONNECT
• What they want
• What the Canadian workplace
in 2013 offers
Page 13

14. Connected or not? 2 of 2
• Connection
• Influence
• Stability
• Variety
Page 14

15. Page 15
Improving the transition
of PINEs into the Canadian
workforce

16. Improving the transition of PINEs
into the Canadian workforce
• What is a PINE?
• Canada v the world
• Barriers to labour market
integration
• Initiatives
• Strategies
Page 16

17. Page 17
Enhancing communication

18. Enhancing communication 1 of 2
• Contextualize learning: “the Big
Picture”
• Provide realistic expectations of how
they can add value in the work world
• Explain WHY! What’s in it for them?
• Engage in frequent and informal
conversations
• Ask for their suggestions, insights,
opinions
• Involve them in new initiatives
• Provide frequent and direct feedback
Page 18

19. Enhancing communication 2 of 2
• Create space for intergenerational
collaborations
• Encourage collaborative decision
making
• Invite divergent views to the table
and LISTEN
• Be courageous enough to step into
“tough” conversations
Page 19

20. Page 20
Career development

21. Career development
• Create a learning environment
• Invest in training differently
• Include learning & development in
role requirement
• Establish accountability
• “Walk the talk”
Page 21

22. Page 22
Interview questions for
young people

23. Interview questions for young
people 1 of 2
• How do you or did you balance a full
course load, part time job,
extracurricular activities and a healthy
social life?
• What is your most memorable
accomplishment and what did you do
to reach that goal?
• What is your most memorable mistake
and what did you learn from it?
• How do you stay motivated?
Page 23

24. Interview questions for young
people 2 of 2
• What would be an ideal work
environment for you? (expand on this
with):
• What do you want to learn?
• What hours do you expect to
dedicate?
• What motivates you to come to work
as opposed to have to come to work?
Page 24

25. Page 25
Engaging with young
people

26. Engaging with young people
• Personal competencies
• Interpersonal relationships
• Community support
• Organizational support
Page 26

27. Page 27
Creating a satisfying work
environment and
maximizing talent

28. Creating a satisfying work
environment and maximizing talent
• Help me understand what is expected
of me but value my input
• Give me regular and informal feedback
plus recognition for a job well done
• Let me have the right tools and
training to perform the job
• Provide me with autonomy to do my
best work
• ST and LT SMART objectives
• Continuous opportunities to share
ideas
Page 28

29. Page 29
Reasons for investing in
young people

30. Reasons for investing in young
people
• Growing talent and workforce
planning
• The unique skills, attitudes and
motivation of young people
• Workforce diversity
• Employer branding/employer of
choice
• Cost-effectiveness
Page 30

31. Page 31
Skills, strengths and the
benefits of young people

32. Skills, strengths and the benefits of
young people 1 of 2
• Highly educated
• Willingness to learn
• Maximizing inclusion and abandoning
old prejudice
• Wired, aware and collaborative
• Driven by values and relationships
• Expressing passion and politics
differently
• Demonstrating community
commitment
Page 32

33. Skills, strengths and the benefits of
young people 2 of 2
• Lower recruitment costs
• Flexibility
• Creating a shared organizational
culture
• Aiding employee retention
• Insights and connections into the
market
• Energy, enthusiasm and passion
• Innovation and creativity
• Preparing for the future
Page 33

34. Page 34
What excites leaders
about young people?

35. What excites leaders about young
people? 1 of 2
• Their comfort and skill with
technology and social networks for
information or connectivity
• They are creative, open, and bring
fresh ideas
• Their multicultural and global
awareness and tolerance of
difference
• They are adaptable, learning-
oriented, and used to the pace of
change
Page 35

36. What excites leaders about young
people? 2 of 2
• Their confidence and willingness to
take a stand and challenge the
status quo
• Their energy, enthusiasm,
dedication, and work ethic
• They are collaborative and team-
oriented, plus they work across
boundaries
• Their strong sense of ethics, service-
oriented leadership, and desire to
make a difference
Page 36

37. Page 37
What concerns leaders
about young people?

38. What concerns leaders about
young people? 1 of 2
• Their unjustified or unrealistic sense of
entitlement, and need for instant
gratification and affirmation
• They lack the ability to communicate
effectively face-to-face, and are over-
dependent on technology
• They lack a strong work ethic, focus,
commitment, drive and self-motivation
• They lack learning opportunities (for
example, mentoring, positive role
models, and training) adequate to the
future challenges ahead
Page 38

39. What concerns leaders about
young people? 2 of 2
• They need decision-making skills,
long-term perspective, and the ability
to understand complexity
• They lack a strong sense of values,
ethics, and social responsibility
• They lack reflection, self-awareness,
and maturity
• They are overconfident and not open
to input or feedback—their view is
the only view
Page 39

40. Page 40
The state of play in
Canada

41. The state of play in Canada 1 of 3
• A diverse, urban, mobile and
educated group
• Impressive statistics are masking
gaps
• Postponing post-secondary
• Carrying a crippling debt-load and
unable to find work
• Facing stiffer competition that ever
yet faring better than their global
counterparts
• Still hardest hit by the recession and
facing a decade of after-shocks
Page 41

42. The state of play in Canada 2 of 3
• Poverty
• Speed of life takes its toll
• An inactivity/obesity epidemic
• The “at-risk” are on their own
• Disconnected, disempowered and
disengaged from formal institutions
• Alarming trends
• What makes it unique this time
• Amazing opportunities for Aboriginal
youth
Page 42

43. The state of play in Canada 3 of 3
• Are youth equipped to face the most
daunting challenges?
• Safer than ever
• What must our smart and caring
communities do?
• What does successfully walking the
path involve?
Page 43

44. Page 44
Young people around the
world

45. Young people around the world
Page 45

46. Page 46
Be willing to leave the
shore and…

47. Be willing to leave the shore and …
• Suspend judgment
• Think outside the box
• Shift perception
• Look for the second right answer
• Challenge assumptions
• Be illogical
• Look foolish
• Make a mistake and…
• Keep looking through the lens of our
younger colleagues
Page 47

48. Page 48
Case studies

49. Page 49
Conclusion and questions

50. Page 50
Conclusion and questions
Summary
Videos
Questions