Leading Millennials

Pew Research Center, 2015

94 years and older today

73-93 years old today

54-72 years old today

37-53 years old today

18-36 years old today

17 years old and younger today

Rise of Millennials and decline of

Baby Boomers?

http://www.google.com/url?sa=i&rct=j&q=&esrc=s&source=images&cd=&cad=rja&uact=8&ved=0ahUKEwi2-7n9uLLXAhUO5mMKHTYpCcIQjRwIBw&url=http://motifri.com/tensionboom/&psig=AOvVaw3w2El70WULP7i8upLXvXgc&ust=1510349593834452http://www.google.com/url?sa=i&rct=j&q=&esrc=s&source=images&cd=&cad=rja&uact=8&ved=0ahUKEwi2-7n9uLLXAhUO5mMKHTYpCcIQjRwIBw&url=http://motifri.com/tensionboom/&psig=AOvVaw3w2El70WULP7i8upLXvXgc&ust=1510349593834452

By 2030, Millennials will be 75% of the workforce

Citi, 5/15/16

The World is changing

Business Insider, 2017

Funeral of Pope John Paul II Announcement of Pope Francis I

Digital media has changed how we live

KPCB, 2015

Millennials engage with their smartphones more than with

their significant others

Bank of America, 2016

Millennials view of authority?

http://www.google.com/url?sa=i&rct=j&q=&esrc=s&source=images&cd=&cad=rja&uact=8&ved=&url=http://www.humanresourcesonline.net/8-ways-bosses-can-get-themselves-fired/&psig=AOvVaw0K33PfVYcVxmdn3r0j0DiB&ust=1510349499186169http://www.google.com/url?sa=i&rct=j&q=&esrc=s&source=images&cd=&cad=rja&uact=8&ved=&url=http://www.humanresourcesonline.net/8-ways-bosses-can-get-themselves-fired/&psig=AOvVaw0K33PfVYcVxmdn3r0j0DiB&ust=1510349499186169

Millennials view parents more as friends than

authority figures

UBS, 4/2016

Generational differences in work relatedcharacteristics and expectations

https://www.google.com/url?sa=i&rct=j&q=&esrc=s&source=images&cd=&cad=rja&uact=8&ved=0ahUKEwi969LPt7LXAhVSy2MKHVnTAWYQjRwIBw&url=https://www.linkedin.com/pulse/classroom-technology-through-eyes-my-10-year-old-nephew-aj-sanders&psig=AOvVaw1LKYMhj7KI0lB6hRxJLPq_&ust=1510349264413531https://www.google.com/url?sa=i&rct=j&q=&esrc=s&source=images&cd=&cad=rja&uact=8&ved=0ahUKEwi969LPt7LXAhVSy2MKHVnTAWYQjRwIBw&url=https://www.linkedin.com/pulse/classroom-technology-through-eyes-my-10-year-old-nephew-aj-sanders&psig=AOvVaw1LKYMhj7KI0lB6hRxJLPq_&ust=1510349264413531

Karp et al. (2014); Jorgensen (2015)

Table 1. Generational differences in work related characteristics and expectations

Baby Boomers Generation X Generation Y

Work ethic Workaholic Work as hard as needed Work well when motivated

Attitudes towards

authority/rules

• Some may still be

uncomfortable interacting

with authority figures

• They are comfortable

with authorities and are

not impressed with titles

or intimidated by them

• They find it natural to

interact with their

superiors

Expectations

regarding respect • Deference

• Special Treatment

• More weight given to their

opinions

• They want to be held

in esteem

• They want to be held in

esteem

• They want to be

listened to

• • • • • • Feedback and

supervision

May be insulted by continuous

feedback

Immediate and

continuous

Immediate and continuous

Baby Boomers Generation X Generation Y

Attitudes regarding

loyalty to their

employer

• They value company

commitment and loyalty

• Less loyal to

companies than

previous generations

but

loyal to people

• Committed and

loyal when

dedicated to an idea,

cause or product

Work/life balance Sacrificed personal life for

work

Value work/life balance Value work/life

integration

Perceived elements

of success in the

workplace

• Willingness to learn new

things (80%)

• Get along with people

(78%)

• Willingness to learn new

things (74%)

• Speak clearly and

concisely (72%)

• Willingness to learn new

things (58%)

• Speak clearly and

concisely (55%)

Preferred

leadership

attributes

• Credible (74%)

• Trusted (61%)

• Farsighted (57%)

• Credible (71%)

• Trusted (58%)

• Farsighted (54%)

• Listens well (68%)

• Dependable (66%)

• Dedicated (63%)

Boomers/Xers vs. Gen Y on employment

For Millennials, life and work blend together.

Not work/life balance, butwork/life integration.

How we see millennials vs. how they see themselves

https://www.google.com/url?sa=i&rct=j&q=&esrc=s&source=images&cd=&cad=rja&uact=8&ved=0ahUKEwiOnJTkprLXAhVG6WMKHUpNB7gQjRwIBw&url=https://sheltongrp.com/posts/hey-millennial-whats-your-deal/&psig=AOvVaw0UEXhrzarkQZEVSdLiI8lF&ust=1510344685433626https://www.google.com/url?sa=i&rct=j&q=&esrc=s&source=images&cd=&cad=rja&uact=8&ved=0ahUKEwiOnJTkprLXAhVG6WMKHUpNB7gQjRwIBw&url=https://sheltongrp.com/posts/hey-millennial-whats-your-deal/&psig=AOvVaw0UEXhrzarkQZEVSdLiI8lF&ust=1510344685433626

Millennials View Themselves More Positively Than Non Millennials Do

They are comfortable in

networks/groups

They realize life could end at any moment, so they want to make a

difference.

They were raised with positive reinforcement and lots of choices.

They live by the motto: "Believe in yourself."

Values & Behaviors of

The Wrap, 3/2017

Source: A Beyond.com survey of 6,361Job seekers and veteran HR professionals, from April U - May 9, 2013.

What do Millennials want at work?

https://www.google.com/url?sa=i&rct=j&q=&esrc=s&source=images&cd=&cad=rja&uact=8&ved=&url=https://www.linkedin.com/pulse/what-do-you-want-your-life-answers-included-tam-pham&psig=AOvVaw2Iw753-BEYOqDmrXzBE6SL&ust=1510349099941155https://www.google.com/url?sa=i&rct=j&q=&esrc=s&source=images&cd=&cad=rja&uact=8&ved=&url=https://www.linkedin.com/pulse/what-do-you-want-your-life-answers-included-tam-pham&psig=AOvVaw2Iw753-BEYOqDmrXzBE6SL&ust=1510349099941155

Most Important Thing to Millennials = Meaningful Work

What Managers Think Is Most Important Thing to Millennials = Money

Managers’and Millennials’View of the Most Important Factor That Indicates Career Success to Millennials

3%

6%

24%

27%

30%

12%

9%

8%10%

11%

48%

11%

0% 10% 20% 30% 40%

Source: “How the Recession Shaped Millennial and Hiring Manager Attitudes about Millennials’

Future Careers,” Career Advisory Board (Levit and Licina), 2011, USA. Survey of 1,023 USA adults.

50%

High Level

of Responsibility

High Level of

Self Expression

Challenging Work

Sense of

Accomplishment

High Pay

Meaningful Work

Managers

Millennials

73% is not about money

Career Advisory Board, 2011

Implications for your organization of

Millennial desire for meaning and

purpose at work?

Gallup: State of the American Workplace (2015-2017)

http://www.google.com/url?sa=i&rct=j&q=&esrc=s&source=images&cd=&ved=0ahUKEwjUqb_1s7LXAhVX3mMKHSmDCp8QjRwIBw&url=http://online.lewisu.edu/maol/resources/tips-for-leading-millennials&psig=AOvVaw1FEBJxRvvKMmEV87WAwyGp&ust=1510348270043436http://www.google.com/url?sa=i&rct=j&q=&esrc=s&source=images&cd=&ved=0ahUKEwjUqb_1s7LXAhVX3mMKHSmDCp8QjRwIBw&url=http://online.lewisu.edu/maol/resources/tips-for-leading-millennials&psig=AOvVaw1FEBJxRvvKMmEV87WAwyGp&ust=1510348270043436

The 2017 Deloitte Millennial SurveyApprehensive millennials: Seeking stability and opportunities in an uncertain world

It’s time to

invest in our

millennials

The Hartford Millennial Leadership Survey, 2015

Personal recognition has changed

•How do Millennials receive positive feedback today outside of work?

•How often do they receive this feedback?

http://www.google.com/url?sa=i&rct=j&q=&esrc=s&source=images&cd=&cad=rja&uact=8&ved=0ahUKEwjR09-us7LXAhUO0WMKHeuaDsIQjRwIBw&url=http://www.globoforce.com/gfblog/2011/recognition-is-so-personal-lessons-from-dilbert/&psig=AOvVaw0oGIbT0xKDfWHDLaq3T2fB&ust=1510348015752127http://www.google.com/url?sa=i&rct=j&q=&esrc=s&source=images&cd=&cad=rja&uact=8&ved=0ahUKEwjR09-us7LXAhUO0WMKHeuaDsIQjRwIBw&url=http://www.globoforce.com/gfblog/2011/recognition-is-so-personal-lessons-from-dilbert/&psig=AOvVaw0oGIbT0xKDfWHDLaq3T2fB&ust=1510348015752127

JQ Public

http://www.google.com/url?sa=i&rct=j&q=&esrc=s&source=images&cd=&cad=rja&uact=8&ved=0ahUKEwiB14ewoLLXAhUMzmMKHcEdBJsQjRwIBw&url=http://www.hungertv.com/feature/russia-creates-vending-machines-for-instagram-likes-followers/&psig=AOvVaw2vq-KCXVA50Wa6xOkcWWHk&ust=1510343021208770http://www.google.com/url?sa=i&rct=j&q=&esrc=s&source=images&cd=&cad=rja&uact=8&ved=0ahUKEwiB14ewoLLXAhUMzmMKHcEdBJsQjRwIBw&url=http://www.hungertv.com/feature/russia-creates-vending-machines-for-instagram-likes-followers/&psig=AOvVaw2vq-KCXVA50Wa6xOkcWWHk&ust=1510343021208770https://www.google.com/url?sa=i&rct=j&q=&esrc=s&source=images&cd=&cad=rja&uact=8&ved=0ahUKEwiH093OoLLXAhUM2WMKHcjBDukQjRwIBw&url=https://www.youtube.com/watch?v%3DL5q713xuTXU&psig=AOvVaw2iEZlZvgOlm0Rk4a8Gi9dC&ust=1510343074714231https://www.google.com/url?sa=i&rct=j&q=&esrc=s&source=images&cd=&cad=rja&uact=8&ved=0ahUKEwiH093OoLLXAhUM2WMKHcjBDukQjRwIBw&url=https://www.youtube.com/watch?v%3DL5q713xuTXU&psig=AOvVaw2iEZlZvgOlm0Rk4a8Gi9dC&ust=1510343074714231http://www.google.com/url?sa=i&rct=j&q=&esrc=s&source=images&cd=&cad=rja&uact=8&ved=0ahUKEwi7lvqUobLXAhUR0mMKHR7VDE0QjRwIBw&url=http://www.googlefollower.com/product/buy-twitter-likes&psig=AOvVaw2kp3oso8wqML7P0TpHQJW5&ust=1510343234998497http://www.google.com/url?sa=i&rct=j&q=&esrc=s&source=images&cd=&cad=rja&uact=8&ved=0ahUKEwi7lvqUobLXAhUR0mMKHR7VDE0QjRwIBw&url=http://www.googlefollower.com/product/buy-twitter-likes&psig=AOvVaw2kp3oso8wqML7P0TpHQJW5&ust=1510343234998497https://www.google.com/url?sa=i&rct=j&q=&esrc=s&source=images&cd=&cad=rja&uact=8&ved=0ahUKEwjUle6qobLXAhVI7WMKHRxWC8AQjRwIBw&url=https://www.indiatimes.com/technology/apps/whatsapp-has-now-introduced-coloured-emoji-does-that-make-us-more-racist-244575.html&psig=AOvVaw0fttJON08ypNHWiqAd9aGc&ust=1510343278477240https://www.google.com/url?sa=i&rct=j&q=&esrc=s&source=images&cd=&cad=rja&uact=8&ved=0ahUKEwjUle6qobLXAhVI7WMKHRxWC8AQjRwIBw&url=https://www.indiatimes.com/technology/apps/whatsapp-has-now-introduced-coloured-emoji-does-that-make-us-more-racist-244575.html&psig=AOvVaw0fttJON08ypNHWiqAd9aGc&ust=1510343278477240

We need to let them know where they fit in.

So, How to Lead Millennials?

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Franklin Covey: Resolving Conflict between Generations (2017)

What Motivates Human Beings?

Purpose

Autonomy

Mastery

Source: Drive by Daniel Pink

What Do Millennials Want?

Freelance Flexibility …

… with Fulltime Stability

The 2017 Deloitte Millennial SurveyApprehensive millennials: Seeking stability and opportunities in an uncertain world

Source: Millennials at Work Reshaping the Workplace - PwC

What’s the problem with

giving unlimited flexibility?

What are we afraid might

happen?

THE CHALLENGE

To give limited autonomy and flexibility that

engenders trust, loyalty and personal

engagement but also includes accountability?

What Autonomy is NOT

• It’s not doing whatever you want, whenever you want.

• It’s not working in isolation.

• It’s not working without a net.

6 Ways to Encourage Autonomy

1. Mistakes will be made. It’s OK!

2. Hire autonomous people

3. Build trust

4. Create choices within boundaries

5. Grant employees ownership

6. Provide tools to help them reach their goals

Source: 6 Ways to Encourage Autonomy by Tracy Maylett

WARNING!

Taking away autonomy after you’ve given it is a surefire way to

kill motivation.

Micromanaging demotivates

millennials. What does it

communicate to them?

Note: Millennials prefer to learn by trial and error then by rules and guidelines that stifle their creativity.

Giving Autonomy and Flexibility:

• Ask employees what kind of freedoms they want and be prepared to act on their requests.

• Be clear about your work policies and expectations related to freedom and autonomy.

Source: Let Employees Choose When, Where, and How to Work by Nathaniel Koloc

Effective Coaches

• Emotionally intelligent

• High concern for others

• Focus primarily on development not compliance

• Initiate coaching conversations

• Inspire action

Source: Millennials at Work Reshaping the Workplace - PwC

We get better at

most things by

trying something

and then evaluating

the results.

Sometimes

we need an

outside

perspective

How am I doing?

But giving and receiving feedback is not so easy.

Feedback Session

• Unpack the feedback

• Process any feelings they have

• Identify two areas to improve

• Create a specific action plan

Ongoing Coaching Conversations

Opening

• “Hey, can I give you some feedback?”

• “Deb, I’d like to talk to you about something.”

Observation

• “I’ve noticed …”

Impact

• “I don’t think that will give you the results you want ….”

Suggestions

• “What do you think about doing it this way …?”

• “In my experience, I’ve found …”

Source: Millennials at Work Reshaping the Workplace - PwC

Millennials Want to be Mentored

A Framework for Mentoring

Where are you now?

Where do you want to be?

How can I help you get there?

Initial Mentoring Conversation

• If your life were perfect and your dreams came true, what would

your life and work be like in 5-10 years?

• What values and virtues are most important to you? What kind of

person do you want to be?

• Who has helped you the most to become who you are or to get

to where you are? Describe that person.

SOURCE: Boyatzis, R.E., Smith, M. & Van Oosten, E. (2010). Coaching for Change: Coaching with Compassion versus Coaching for Compliance. People Matters, 68-71.

Facilitate Growth and Development

• Have regular check-ins

• Provide lots of feedback and encouragement

• Give challenging assignments

• Give them the freedom to fail (but also help them learn from it)

Takeaways on what Millennials want at work

•Millennials want to self‐actualize at work

•Millennials want:

•Meaningful work; a sense of purpose

•Coaching and mentoring; real‐timefeedback

•Flexible working arrangements for work/lifeintegration

•Millennials have the desire and capacity to make the work world better for all generations