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How to Engage Millennials in the Workplace

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How to Engage Millennials in the Workplace

  1. 1. www.yourdomain.com
  2. 2. A study called Stress in America compiled several key findings about millennials: • Millennials and Gen-Xers report the highest levels of stress • Millennials are the most likely of all generations to say their stress has increased in the past year • Millennials are more likely than any other generation to say they have felt a sense of loneliness/isolation due to stress in the past month. • Millennials are more likely than other generations to say that stress has a very strong or strong impact on their physical and mental health. The average age for the onset of depression has dropped from late forties or early fifties, where it was 30 years ago, to mid twenties, and it’s expected to drop further. (Source: HBR)
  3. 3. (Source: The Millennial Manual”)
  4. 4. Bachelor degree isn’t special. Need to pursue advanced education. In response to the changing world of work. Average age of marriage postponed from 20 for women and 22 for men to 27 for women and 29 for men in 2015. With ever-increasing choices and options, emerging adults face incredible pressure and paralysis analysis
  5. 5. They have frequent changes of residence—moving to go to college or to live with friends or a romantic partner. Young people are in a period of exploration with respect to all aspects of their life— education, career, relationships. They do not want to prematurely limit their freedom to explore. Most emerging adults believe that they will be living "better than their parents did." They expect to find well- paying and personally- fulfilling work, Still in the process of deciding who they are and what they want out of life. Emerging adults do not completely feel like an adult. (Source: Arnett, Jeffrey, “The Emerging Adulthood”)
  6. 6. 1990 1997 20161994 2004
  7. 7. Millennial Mindset: Millennials desire feedback, making a difference, and diverse collaboration thanks to gaming. Innovation Influencer: Nintendo (Source: “The Millennial Manual”)
  8. 8. Millennial Mindset: Millennials approach differently how they learn, work, socialize, buy, communicate, and play due to technology. Innovation Influencer: AOL (Source: “The Millennial Manual”)
  9. 9. Millennial Mindset: Millennials are early adopters (ex: social media, cell phones, and texting) and seek opportunities to innovate. Innovation Influencer: Facebook (Source: “The Millennial Manual”)
  10. 10. Millennial Mindset: Millennials demand transparency from leaders, employers, and brands. Innovation Influencer: Glassdoor (Source: “The Millennial Manual”)
  11. 11. Millennial Mindset: Millennials work/life behavior and values continue to be shaped by technology. Innovation Influencer: Netflix, Amazon, Uber, Snapchat, Airbnb,Slack (Source: “The Millennial Manual”)
  12. 12. How to Engage Millennials in Your Organization (Source: Gallup)
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  14. 14. What is the most important thing you look for when applying for a job? Millennials do need to be convinced why and how an organization will help them learn, grow, and develop, and further their careers. (Source: Harvard Business Review)
  15. 15. Online retailer provides all the training and mentorship for any employee to have the opportunity to become a senior leader within 5 to 7 years. It also offers a system that allows employees to get certified and receive a pay bump with each new skill set acquired. 2000+ company with motion- picture hits like Shrek, Rise of the Guardians, Antz. Allows employees to pitch a movie idea to members of the executive team. Offers workshops and mentoring on how to make the movie pitches successful. Two examples of development and growth
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  17. 17. 1. Pick one behavior you’d like to change. 2. Describe your goal in one-on-one conversation with anyone – it could be a friend, co-worker, your supervisor or even a stranger. (“I want to be a better listener.”) 3. Ask for feedforward – two suggestions for the future that might help you achieve a positive change in their behavior. (Do not give ANY feedback about the past) 4. Listen attentively to suggestions and take notes. The only thing you can say in response is “thank you.” Step-by-Step Process
  18. 18. www.yourdomain.com
  19. 19. This is Your Subtitle
  20. 20. www.yourdomain.com
  21. 21. (Source: The Millennial Manual) 7 Step Process to Reverse Mentor Meet and mentor. Step 7 Prepare by identifying a set of questions before the first meeting (Don’t be afraid to be ask naïve questions) Step 6 Clarify where to meet, frequency, expectation s etc. Step 5 Ask the junior colleague to mentor you. Step 4 Identify a junior colleague who has the expertise you need. Step 3 Identify 1 or 2 items from the list that you are least likely to learn on your own or during work. Step 2 Make a list of five things you don’t know but need to know. Step 1
  22. 22. Focus on Experiences Utility Productivity Engagement Employee Experience
  23. 23. Appointed “Chief Employee Experience Officer”.” Responsibilities include, building a healthy and satisfying food program, providing employees with latest technology, recruiting the best and brightest talent, ensuring buildings are spaces for optimal work. Launched a global listening tour to better understand what is effective and ineffective in its employee experience. Based on the findings, the Ford HR team delivers high- impact, innovative workforce solutions and experiences that improve workers’ lives. Two examples of compelling employee experiences
  24. 24. This is Your Subtitle
  25. 25. This is Your Subtitle
  26. 26. pauljsohn paul.j.sohn paulsohn@qara.org @pauljsohn Qara.org

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