Opinions about millennials in the workplace are abundant, and often provocative. While there is ample discussion about this generation, its differences, and its challenges, very few organizations have a plan for improving intergenerational relationships in the office.
By grounding your plans in research rather than rumor, you can establish an effective strategy for retaining, motivating, and maximizing the potential of millennials.
As millennials ascend to leadership positions, it is critical for every organization to develop an inclusive, research-based approach to developing the next generation of leaders. Watch the webinar for revealing research that will help your organization harness the potential of millennial talent.
2. Type a question here.
Click the red arrow to expand the
Control Panel.
Host
Lucy Sullivan
Head of Marketing, MRG
3. A Brief Introduction
Tricia Naddaff
President, MRG
Management Research Group is a global leader in designing assessments that foster a deep
self-awareness and impact people in profound and meaningful ways with solutions for Leadership,
Personal Development, Sales and Service.
MRG conducts extensive research on effective leadership behavior, leveraging a database of more
than 1.2 million assessment participants.
4. A generation is
“…a group of individuals, born during the same period of time,
having the same approximate age,and assumed to share similar
ideas,problems,attitudes,interests, and values.”
5. Which Generation are you?
• Silents: 1925-1945
• Baby Boomers: 1946-1964
• Gen X: 1965-1980
• Gen Y (Millennials): 1981-1999
• Gen Z: 2000-2015
6. “The young people of today think of nothing but themselves.
They have no reverence for parents or old age.
They are impatient.
They talk as if they alone knew everything and what passes
for wisdom with us is foolishness with them.”
~ Socrates
470-390 BC
8. Source:
Every Every Every Generation
Has Been the Me Me Me Generation
Elspeth Reeve | The Atlantic | May 9, 2013
LIFE
May 17, 1968
9. Source:
Every Every Every Generation
Has Been the Me Me Me Generation
Elspeth Reeve | The Atlantic | May 9, 2013
NEW YORK
August 23, 1976
10. Source:
Every Every Every Generation
Has Been the Me Me Me Generation
Elspeth Reeve | The Atlantic | May 9, 2013
NEWSWEEK
December 30, 1985
“There they are, those
preening narcissists
who have to document
every banal moment
with their cutting-edge
communications
technology.”
11. Source:
Every Every Every Generation
Has Been the Me Me Me Generation
Elspeth Reeve | The Atlantic | May 9, 2013
TIME
July 16, 1990
“They have trouble making
decisions. They would rather
hike in the Himalayas than
climb a corporate ladder… They
crave entertainment, but their
attention span is as short as one
zap of a TV dial… They postpone
marriage because they dread
divorce.”
12. Source:
Every Every Every Generation
Has Been the Me Me Me Generation
Elspeth Reeve | The Atlantic | May 9, 2013
TIME
May 20, 2013
13. [Footer text to come] Page No 13
5 Generations
at Work
Silents 1925-1945
Baby Boomers 1946-1964
Gen X 1965-1980
Gen Y (Millennials) 1981-1999
Gen Z 2000-2015
14. What influenced you as a teenager?
What were the
hairstyles and
fashions?
What was happening
in the world?
What were your
parents’ expectations?
How did your
upbringing affect your
identification with
your generation?
16. What’s it like to be a Boomer?
Most mothers at home full time
Cold War, Cuban missile crisis
Vietnam, Watergate, Peace Movement
Civil Rights
Women’s Rights
Space Travel
Assassinations of JFK, RFK, MLK
A time of dramatic social change
17. Work Ethic Characteristics
Baby Boomers
Work IS life
Ambitious
Wait to be noticed and rewarded
Question authority
Loyal
Key relationships at work
Political Correctness
Redefining “retirement”
19. What’s it like to be a Gen X-er?
More TV channels
Dual household income, latchkey kids, divorce
Collapse of communism
Spread of AIDS
Energy crises
Long term employment is less certain
Wary of institutions but hesitant to challenge them
Work/life balance is important
20. Work Ethic Characteristics
Generation X
Free agents
Side step "the rules”
Self reliance
Work is a contract
Work smarter
Emphasize “life” in work/life balance
Outcome oriented
Less formal
Pragmatic
22. What’s it like to be a Millennial?
Fastest growing workforce
Very tech savvy, highly connected, global citizens
Rise in Social Media
Busy scheduled lives
9/11
Great Recession
Increase in school violence
Socially and environmentally conscious
Expect to be highly successful
23. Work Ethic Characteristics
Millennials
• Energetic
• Goal oriented
• “What’s next?”
• High expectations
• Want inclusion
• Entitled and impatient
• Want managers they admire
• Seek jobs that match their values and
encourage teamwork
• Want constant feedback
• Looking for life/work balance
24. [Footer text to come] Page No 24
Generational
Differences in
Approaches to
Leadership
25. Page No 25
What drives differences?
Is it generation or is it age?
A Global Study
37. Millennials: the Bottom Line
Much of what you observe is related to personal and
professional maturity.
See and understand the uniqueness of each
individual… remembering the brain’s preference for
stereotyping.
38. Six Tips for Helping Millennials Thrive
√ Ask them questions to draw out deeper insights
√ Give them opportunities to be in the spotlight
√ Challenge them with stretch goals
√ Help them feel connected to the organization and to their teams
√ Coach them on persuasive skills
√ Provide good training on Delegation and Feedback
41. Upcoming Events with MRG
Certifications
Presentations
MRG Summit
Thursday, June 20 | Portland, Maine
Master Class: LEA 360™
Wednesday, June 19 | Portland, Maine
Master Class: IDI
Friday, June 21 | Portland, Maine
LEA 360™
Online
Starts July 9
LEA 360™ Full Suite
In Portland, Maine
Starts August 19
LEA 360™
Online
Starts September 10
MEECO
San Diego, CA
October 15-18, 2019
IDI
Online
Starts June 11
IDI
In Portland, Maine
August 21
IDI
Online
Starts September 5
Events
42. [Footer text to come] Page No 42
Thank you.
Stay in touch.
research@mrg.com