M3Managing

& MentoringMillennials

Born 1980 – 1995 ~ Currently 14 – 29

Born 1980 – 1995 ~ Currently 14 – 29

Myths and Realities

This is a rebellious generation

RealityGen Y is fundamentally conservative

They look like risk takers because of their “job-hopping” but the impetus for this is

new opportunities to learn

Born 1980 – 1995 ~ Currently 14 – 29

Myths and Realities

They don’t fit in

RealityThis is a generation of team players

Work environments that use teams well outperform those that don’t

Born 1980 – 1995 ~ Currently 14 – 29

Myths and RealitiesGen Y is unproductive

RealityGen Y is more productive than the other

generations (it is to believe but true).They set their own priorities – boomers often

set priorities based on their inboxGen Y chooses their own productivity tools,

rather than waiting for the IT

Born 1980 – 1995 ~ Currently 14 – 29

general characteristicsgoal orientedlifestyle centereddetermined

connected … 24/7

multitasking

tech savy

en

tre

pre

ne

uri

al

hopeful

success driveninclusive

optimisticadaptable

Born 1980 – 1995 ~ Currently 14 – 29

Motivating & Managing

The old rules don’t matter.

Techno-savy ~ Connected 24/7 ~ Self Confident

Motivating & Managing

They need a sense of ownership

You need to invest in their sense of desire to contribute in meaningful ways

Optimistic ~ Hopeful ~ Independent ~ Self-Reliant

Paying Their Dues

After the interview, they’re expecting to be embraced

and considered part of the team.

Some have spent a lot of time volunteering – this

they consider “experience”

Determined ~ Goal Oriented ~ Lifestyle centered

A little bit goes a long way

Take time to be a mentor

Let them absorb some of your tricks of the trade

Provide encouragement

Diverse ~ Inclusive ~ Community/Global/Civic Minded

Motivating & Managing

Millennials are asserting themselves on the global

stage and attempting to show that they want to participate at

the “big kids table.”

They don’t want what you wanted

Pulling together ~ Service Oriented ~ Entrepreneurial

Motivating & Managing

Personal Development as a Success Component

You do have a role in helping guide successful people under your direction

to the pursuit of their success.

Generation Y ~ Generation WHY ~ Generation Next

gen Y @ work

Desire to be a heroexpect respect

impatient

comfortable w/ speed & change

partners well w/ mentors

collaborative, resourceful, innovative

seek to make a difference

work well w/friends & on teams

value

guidance

wants toproduce

something worthwhile

thrive onflexibility &Space to explorelove a challenge

“Seeing the opportunity & path” – Is IN

Leveraging Strengths 2.0

You have the ability to grow your business on the knowledgebase of young people

who might understand the digital marketplace better than you do.

Generation Next ~ Nexers ~ Millennials

Leveraging Strengths 2.0

Success-driven millennials understand the rules better than ever before.

If you give them the keys, let them drive

Baby Busters ~ I Generation ~ Net Generation

Y’s Desire for Big Important Tasks

They are not deterred in the slightest by what older workers might perceive as

lack of experience or qualifications

They enjoy the challenge of important task and tackle them with confidence

Netizens ~ Gaming Generation ~ Echo Boomers

Y’s Attitude About for Big Important Tasks

I’m doing something that has valueI’ll figure it out

They gave me full responsibility - cool

“Interactivity & Real Time Information” – Is IN

Working with Gen Y

Happy to do the task, but not the time

Long hours are not daunting to Gen Y but they want to work to their schedule, not yours

“One size fits all” – Is OUT

Working with Gen Y

If not “Task”, then “Flex”

They are not usually happy with conventional

schedules

Consider flexible shifts, 4 days weeks, etc …

“Do it because it makes sense” – Is IN

Working w/ Gen Y

Upgrade Your Technology Where Possible

Y’s feel old technology gets in the way of effectiveness

and efficiency

They do not like to “unlearn”the latest technology to

get the job done

“Customized and targeted” – Is IN

Mentoring WorksMany Y’s like working with

Boomers

Mentoring relationships with Boomers

are valued

“Authentic Behaviour” – Is IN

It takes a village

Manager

HR

Outsideinfluencer

Mentors

Peers

New Employee

Despite the village,Managers still

have to manageHR

Outsideinfluencer

Mentors

Peers

New Employee

It takes a village

Attracting & Retaining Y’sCommunicate in “Y-

friendly” ways

Shift performance management to task, not

time

Leverage technology to create efficient

processes

“Streamlined & Efficient” – Is IN

Attracting & Retaining Y’s

Coach first-line managers on the essentials of managing Y’s

Create a collaborative, team-based environment

Encourage Boomers in your midst to mentor Y’s

“Playing Games” – Is OUT

Attracting & Retaining Y’s

Challenge Y’s with tasks that require “figuring it

out”

Re-design career paths: frequent, lateral moves –

not necessarily up“NOW” – Is IN

Mark R. Thompson

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