This document discusses how the future of work is being shaped by Millennials and their priorities and expectations. It summarizes the author's experience working in startups from 2012 to 2016, noting that Millennials increasingly value personal growth opportunities, work-life balance through flexibility, and finding purpose and impact in their work. The document cites several studies showing that over 50% of the US workforce will soon be Millennials, who are less engaged and change jobs more often than previous generations, prioritizing benefits like training, flexible hours, and the ability to make an impact through their work. It suggests employers should focus on these priorities to attract and retain Millennial talent.

1. The Future Of
Work(ers)
Lessons learned from one millennia's journey in
the startup world
Shem Magnezi

2. 1. Why is it relevant?
2. What changed?
3. What can we do?

3. 1. Why is it relevant?
2. What changed?
3. What can we do?

8. By 2020, 50% ofthe
U.S.workforce isexpectedtobe
madeupof Millennials
*Source: The Bureau of Labor Statistics 2014-24 Employment Projections

9. Millennials aretheleast
engaged generationinthe
workforce
*Source: Gallup- How Millennials Want to Work and Live

10. Millennialschange jobs
moreoftenthanother
generations
*Source: Gallup- How Millennials Want to Work and Live

11. Nearly half ofmillennials
plantoleave a job within
two years
*Source: Deloitte’s seventh annual Millennial Survey

13. DifferentGame
DifferentRules

14. 1. Why is it relevant?
2. What changed?
3. What can we do?

15. 2012 2015 2016
MyJourney

16. 2012 Personal
Growth

21. >

22. How important is pay? (%)
BABY BOOMERS
(BORN 1940 TO 1960)
GENERATION X
(BORN 1961 TO 1982)
GENERATION Y
(BORN 1983 TO 1995)
GENERATION Z
(BORN AFTER 1995) 40
41
47
51
*Source: Hays- What Workers Want (2017)

23. Woulddeclinea
jobifitdidn’toffer
professional
development
39%
*Source: Hays- What Workers Want (2017)

24. #1 Factor: Personal development (65%)
*Source: PWC- Millennials at work
#1 Compromise: Salary (32%)

25. Employeessaid
cashorequitywas
aprimaryreason
theyjoinedtheir
company
1/10
*Source: First Round- State of Startups (2019)

26. Millennials don’t want bosses -
They want coaches.
*Source: Gallup- How Millennials Want to Work and Live

27. 2015
Work-Life
Balance

33. Most valuable benefits (%)
TRAINING
AND DEVELOPMENT
FLEXIBLE
WORKING HOURS
CASH BONUSES
FREE PRIVATE
HEALTHCARE 8
14
19
22
*Source: PWC- Millennials at work

34. Wouldswitchtoa
jobthatallows
themflextime+50%
*Source: Gallup- How Millennials Want to Work and Live

35. Wouldswitchtoa
jobthatallows
themtoworkoff-
siteatleastpart
ofthetime
37%
*Source: Hays- What Workers Want (2017)

36. Wouldliketowork
remotelyatleast
someofthetime
fortherestof
theircareers
99%
*Source: Buffer- State Of Remote Work (2019)

37. Workingfrom
homegave
employeesa
productivity
boost.
41%
*Source: First Round- State of Startups (2019)

38. 2016
Meaningful
Work

45. Stay with their organizations
Employees who derive meaning
from their work
+3x
*Source: Fast Company

46. Wouldconsider
leavinganemployer
thatdidn’thavethe
valuesthey
expected.
56%
*Source: PWC- Millennials at work

47. Employee wish list (%)
ABILITY TO MAKE AN IMPACT
THE PROBLEMS
THE MISSION
THE TEAM
THE CULTURE 30
39
40
42
55
*Source: First Round- State of Startups (2019)

48. Millennials don’t just work for a
paycheck -
they want a purpose
*Source: Gallup- How Millennials Want to Work and Live

49. 1. Why is it relevant?
2. What changed?
3. What can we do?

50. CV out
Actual Projects in

62. WIIFM

63. 1. Personal Growth
2. Flexibility
3. Purpose & Impact

64. Thank
You
@shemag8