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- 4. Generation Why? Cayla D. Jones IHP South Area Intern Capstone Summit July 28, 2016 Atlanta, GA
- 5. Agenda •Who am I? •Who are we? •What do we want? •Let’s talk about Lilly… •What have I learned?
- 6. Who am I?
- 7. Who are we?
- 8. Who are we? 1. Impatient 2. Irresponsible 3. Entitled 4. Self-absorbed
- 9. Comparisons Traditionalists (1925-1945) Baby Boomers (1946-1960) Generation X (1961-1980) Generation Y (1981-present) Practical Optimistic Skeptical Hope Patient, loyal, and hardworking Teamwork and Cooperation Self-reliant Meaningful Work Respectful of authority Ambitious Risk-taking Diversity and change valued Rule followers Workaholic Balances work and personal life Technology savvy
- 10. Who are we? 1. Impatient 2. Irresponsible 3. Entitled 4. Self-absorbed Impatient Time Expectations Irresponsible Dreamers
- 11. Who are we? 1. Impatient 2. Irresponsible 3. Entitled 4. Self-absorbed Impatient Time Expectations Irresponsible Dreamers Entitled Confident Self-Absorbed Human
- 12. Millennials
- 14. What do you want to be when you grow up? Happy!
- 15. What do we want?
- 16. What do we want? •Flexibility/Autonomy •Technology •Experimentation/ New Challenges • Team Support/ Pride • Feedback • Accomplishment Happiness! #goodnewsforLilly
- 18. What have I learned? I have learned that… I learned this when… This matters because… In light of this learning…
- 20. Thank you for listening!
- 22. Works Cited • Brown, Kelly W. “Millennials—Why Are They the Worst?” TEDxTalks. 31 Jan. 2014. YouTube, 2016. Web. 4 July 2016. • Hackel, Evan. “Let’s Take the Mystery Out of Training Millennials.” Professional Safety. American Society of Safety Engineers. May 2016. Academic Search Premiere. Web. 4 July 2016. • O’Rourke, Keevin. “How to Make Millennials Want to Work for You.” TEDxTalks 11 May 2015. YouTube, 2016. Web. 4 July 2016. • Thompson, Charles and Jane Brodie Gregory. “Managing Millennials: A Framework for Improving Attraction, Motivation, and Retention.” Psychology Press. The Society of Psychologists in Management. 2012. Academic Search Premiere. Web. 4 July 2016. • Ware, B. Lynn. “Stop the Gen Y: Revolving Door.” T+D American Society for Training & Development. May 2014. Academic Search Premiere. Web. 4 July 2016. • Wynn, Garrison. “How the Millennial Mind-Set Could Affect the Workforce-for the Better.” Customer Relationship Management. June 2016. Academic Search Premiere. Web. 4 July 2016.
Notas do Editor
- First of all, I would like to thank you all for coming and listening to our presentations today and supporting us in our exploration of new ideas. Growing up my mother raised me to question, to be bold, and to dream. And later to her surprise, I questioned everything and everyone; and I have gone to places that neither of us could have ever predicted. I say all this to communicate the fact that I and other children
- I say all this to communicate that my generation was raised to wander into a world of uncertainty. We are better known as Generation Y. The most feared forces to be reckoned with, millennials. For today’s Agenda…
- For today’s Agenda…I’m gonna start by talking more about myself and my peers, before giving you all more insight on what we truly want. I will wrap up this talk with some Lilly highlights and some learning outcomes from my time over the duration of this internship. __________________________________________ Millennials with questions (pic)
- I am supposed to be forever glued to my phone and laptop. I am supposed to be out of touch, unexperienced, and outrageously selfish. And apparently I want a pat on the back for every effort given. Unfortunately, I don’t fit into those categories. And my goal for today is to show that there is more diversity within this group and give you all advice on how to work with millennials.
- We were born generally between 1980 and late 1990s. We are often called impatient, irresponsible, entitled, and self-absorbed. All of which are negative descriptions of the talented, individuals being groomed for our workforces. _______________________________________ Media/ texting images of the young
- We were born generally between 1980 and late 1990s. We are often called impatient, irresponsible, entitled, and self-absorbed. All of which are negative descriptions of the talented, individuals being groomed for our workforces. _______________________________________ Media/ texting images of the young
- American psychological association Generation stereotypes Baby Boomers think that Xers are too impatient. Traditionalist may think that Millennials are too crazy and wild. I’ll pause here to open up the floor to feedback. Do you identify with these stereotypes? Have you witnessed this? How do you respond?
- We have high expectations for our time. It’s not that we don’t know how to wait. The question is WHY SHOULD I WAIT? What is so valuable that I have to put the things and people I love on pause? We are dreamers! We are the boldest risk takers and we are in tuned with one another. We are more likely to support companies which support social causes and help solve world issues. We have used technology to literately flatten the global. We connect people and ideas with small hashtags. The most recent example being the #orlandounited, which is being used by billions of people in the LGBT, alphabet, & allies community. We are forever creating within our world.
- We are confident. I was raised to hold my head high, I was raised to be the best that I could be, and I was raised to believe in myself, because very few people in this world would do so for me. Many of us grew up in one of the hardest transitions in American history: from 9/11 to the recession, we didn’t have much more than hope to rely on. We were groomed to be the most independently, curious to take on a future of uncertainty. If you don’t learn anything else from this talk just know that we arehuman beings. And we would like to be viewed and treated as such. Now why does this matter to you? Millennials
- Now why does this matter to you? We make us > a quarter of the U.S. population. By 2020 we are expected to occupy more than half
- By 2020 we are expected to occupy more than half of the U.S. Workforce (Pew Research Center, 2010). Yet, when it comes to big corporations…we don’t want to take part in them. #badnewsforLilly So I have a question!
- Has anyone here been asked this before? Would you like to share? I always want to be happy.
- So what do we want? I found this infographic that I loved, but it’s a little hard to see. So I’ve picked the three that I thought were the most interesting. Half of millennials say they’d rather be jobless than have a job they hate. 4 out of 5 millennials say they want regular feedback from their bosses. 7 out of 10 millennials claim that they need “me time” at work. So a nut shell, these are things we want from the work place…
- We want to know that we can remain mobile, we want to be in control of our daily tasks, we want to keep up with new trends (regardless if we use new technology), and we want to try new things! We crave new challenges, crave strong team support, crave feedback, crave passion in the work place and its mission, and we want to do great things! All of these things leads to one thing: a happiness in work life and its environment. #goodnewsforLilly Over the past three weeks, I’ve noticed quite a bit about Lilly’s culture. Here are my top four inferences.
- It appears to be adaptable to current trends and the needs of its customers. Although the brand and mission statements are old, its family and leaders are young. Lilly seems to be open to changes in its markets, policies, etc. Lilly has also shown great interest in what we (new sales interns) think. Finally, Lilly has proven to be very accommodating to various lifestyles of individuals. I think that what Lilly does with adapting, questioning, and involving the younger generation with the care that it shows to its employees works. And this also would reap benefits like a great Millennial retention rate.
- I learned that it’s important to write your life in pencil. I learned this when I was exploring the adult world as undergraduate freshmen, through internships and workshops with artists. This learning matters because with such a dynamic economy and complex lifestyle, nothing is ever promised. In light of this learning, I hope to always remain creative and adaptable, in order to fill new needs presented in a future that looks like this…unknown.
- , in order to fill new needs presented in a future that looks like this…unknown.
- 10-15 minutes with Q & A Notes: Stereotypes of the xers and some managers Extra notes for what we’d like for training? Thrus morning present