1.
Millennials -
Incorrigible or Innovative
A Fresh Look at Generation Y
Minnesota Mentoring Conference
October 2010

2.
What is a Millennial?
Individuals born during the
1980’s and 1990’s. Mainly
consisting of teenagers
and 20 something’s.

3.
What is your motivation behind
engaging millennial
volunteers?

4.
Discuss some Millennial
attributes and some
challenges in working with
Millennials. What change
can Millennials bring to
your organization?

5.
Millennial Attributes

6.
Individuality within one
cohesive group

7.
Potential to succeed just because
‘you’ are ‘you.’

8.
Diversity-
Not just expected but assumed

9.
 The Millennial Generation will continue to
become even more diverse due to immigration
Millennial Difference: Diversity
Millennial Strategy Program® Source: US Census, 2006
99

10.
World Travel and Mobility-
The New Normal

11.
Inclusivity and Equality

12.
Innovative Technology

13.
13
Adult Millennials Drive Social Network Use
Based on weekly or more frequent users, ranked by Adult Millennials
 General or broad
social networking sites
52%
 Niche or focused
social networking sites
25%
 Social play sites
28%
Gen Xers
 General or broad
social networking sites
29%
 Niche or focused
social networking sites
14%
 Social play sites
13%
Boomers
 General or broad
social networking sites
13%
 Niche or focused
social networking sites
7%
 Social play sites
9%Millennial Strategy Program® Source: US Census, 2006
Q. 40-42 The following are types of social sites online. How often, if ever, do you use the following online
sites – accessing the Internet with any device (computer, laptop, smartphone, PSP, etc)?
 General or broad
social networking sites
44%
 Niche or focused
social networking sites
19%
 Social play sites
29%
Pre-Teens/Teens
Adult Millennials
Millennial Tapestry.
2008 Frank N. Magid
Associates, Inc.

14.
14
Word-Of-Mouth Dominates As Source Of Coolest, Hottest, Latest
Based on Adult Millennials who say the source applies to them
Millennial Strategy Program® Source: US Census, 2006
Q. 60(A-L) How important are each of the following in helping you keep up with the latest trends, the
coolest things to do, or the hottest things to buy? *Asked of those 18 or older with kids
My friends
My kids*
My parents
Magazines
Web sites
Programs on Cable TV
Programs on Network TV
Social networking sites
TV commercials
Newspapers
Blogs
Billboards

15.
Generational Comparison
Traditionalists Boomers Xers Millennials
Outlook Practical Optimistic Skeptical Hopeful
Work ethic Dedicated Driven Balanced Determined
Leadership by Heirarchy Consensus Competence Pulling
Together
Relationships Personal
Sacrifice
Personal
Gratification
Reluctant to
Commit
Inclusive
Zemke, Raines, Filipczak. Generations at Work, 2000.

16.
Generational Clash Points
Traditionalists Boomers Xers Millennials
Career
Goals
Build a legacy Build a
stellar
career
Build a
portable
career
Build
parallel
careers
Rewards The satisfaction
of a job well
done
Money, title,
recognition,
the corner
office
Freedom is
the ultimate
reward
Work that
has
meaning
for me
Job
Changing
Job changing
carries a
stigma
Job
changing
puts you
behind
Job
changing is
necessary
Job
changing is
part of my
daily
routine
Zemke, Raines, Filipczak. Generations at Work, 2000.

17.
Millennial Volunteering

18.
Trends and Highlights
• In 2009, 10.8 million Millennials dedicated
1.1 billion hours of service to
communities across the country.
• 21.6 percent of Millennials volunteered in
2009 (21.5% in 2008).
• Religious institutions are the most
popular places through which Millennials
volunteer.
Corporation for National and Community Service,
www.volunteeringinamerica.gov, 2009.

19.
Millennial Volunteer Trends
Corporation for National and Community Service,
www.volunteeringinamerica.gov, 2009.

20.
How do Millennials Volunteer?
Corporation for National and Community Service,
www.volunteeringinamerica.gov, 2009.

21.
Pinpoint Motivation
Why would a Millennial choose to
volunteer their time?
• Opportunity to make an impact, see real results
and be CHALLENGED
• See volunteering as a part of their
Work Life Balance
• Professional development and resume building
opportunities

22.
Are Millennials volunteering with
your organization? What could be
the reason they aren’t currently
volunteering?
(Handout)

23.
Section 5-
Best Practices

24.
Rethink the structure of your
position design.
• Do you allow for schedule flexibility and
varied forms of commitment (episodic
volunteers, seasonal internships)?
• Do you provide opportunities for
Millennials to engage in leadership roles?
• Do you provide a continuous system of
feedback and supervision?
• Do you allow for Millennials to gain
ownership of project based assignments?

25.
Recruitment & Position Design
Pointers:
• Choose your words carefully
• Emphasize benefits(flexibility, professional
development, etc.)
• Get the word out

26.
Position Design
Learn from Corporate Job Design and
Recruitment Tools
• Cardinal Health-Youth Intern Program
(Handout)

27.
Working with Millennial Volunteers
Boundaries
•Ground rules
•Expectations
•Room for Ownership

28.
Working with Millennial Volunteers
Make feedback a priority
• Timely and up to date
• Measurable
• Build trust

29.
Retention
• Find multiple ways to support volunteers
• Feedback, Feedback, Feedback
• Provide opportunities to learn new tasks and
tackle challenges
• Emphasize their effectiveness as a volunteer
• Never underestimate a written or verbal thank
you

30.
Wrap Up
How does YOUR organization
measure up?
(Handout- Organizational Assessment)