Millennial Managers Managing millennials Clear expectations Voice at the table Meaningful...
Embed Size (px)
Transcript of Millennial Managers Managing millennials Clear expectations Voice at the table Meaningful...
Thursday, May 17, 2018
Introducing Our Presenters
Director of Admissions
Director of Admission
Before we begin…
Who is tuned in? Are you:
1. A millennial manager managing other millennials.
2. A manager managing millennials.
3. An aspiring manager who is also a millennial.
Baby Boomers Gen X Gen Y (Millennials) Gen Z (Homeland)
Born 1946-1964 Born 1965-1980 Born 1980-1994 Born 1995-2010
Our Parents Parents of Current College
Us Current College Students
Philosophy: hard work
essential to success
from a young age and
distrust of institutions
expectations for career
including pay, opportunities
for advancement, fulfilling
work, and work-life balance
Philosophy: Find solutions to
problems; similar work ethic
to Boomers with resiliency
of GenX, and techier than
Driven to succeed, advance,
and earn. Traditional 8am
to 5pm work ethic.
Driven to balance work and
family, and play an active and
supportive role in their
Most educated generation
to date, always connected
Highly technological, smart,
efficient, and in tune with
the world; Most diverse
generation to date
Data courtesy of Bridging Generational Differences in the Workplace, Avilar
▶ There are 79.8 million millennials in the US
▶ Millennials make up one third of all employees in the workforce at present.
▶ They will represent 75% of the workforce by 2025
▶ Millennials hold about 20% of all leadership roles, and that percentage will only grow as they “grow up”.
Data courtesy of Forbes.com and Workflexibility.org
▶ Motivated by meaning
▶ Fresh perspective
▶ Technological competence
▶ Civic-minded and socially conscious
▶ Want feedback
▶ Preference for a collaborative work culture
▶ Like to understand the big picture
▶ Raised with structure; want to know how they’ll be judged
Information sourced from the Pepperdine University School of Business & Management
▶ Making demands instead of requests
▶ Exhibiting over-confidence
▶ Communication: all text, no face-to-face
▶ Too much talking, not enough listening
▶ Too casual: Timeliness, dress code, etc.
▶ Multitasking to a fault
▶ Staying plugged in
Source: 7 Bad Workplace Habits Millennials Need to Stop Making; entrepreneur.com
How Does This Relate to Our Field?
▶ Admission Offices tend to hire younger staff who then
can be promoted into managerial roles.
▶ Many recent college graduates are a part of this
▶ As mission-driven, social justice oriented institutions,
higher education can provide an appealing workplace.
The Millennial Philosophy - Unpacked
Salary expectations ▶ Competitive pay ▶ Opportunities for raises &
Career advancement opportunities ▶ Clear career paths ▶ Distinction between positions ▶ Cross-training & liaisonships
Meaningful Experiences ▶ Committees ▶ Secondary roles ▶ Communicating and sharing impact ▶ Professional Development
Work-Life Balance ▶ Retreats ▶ Flex schedules ▶ Opportunities to work from home
Millennials: Advantages & Challenges
▶ Proactively seeking professional development opportunities
▶ Seeking to make an impact
▶ Age of social media
▶ Extent to which you can offer PD opportunities
▶ Opportunities for impact and recognition
▶ Possibly seeking rapid advancement
▶ Managing personal and organizational brand (i.e.
Being a Millennial Manager
▶ The trials & tribulations of advancing your career at a younger age.
▶ Managing staff members your age, or older!
▶ The further up the food chain you advance, the further removed you get from direct task management, the students, and all the reasons you joined the profession to begin with.
Day In & Day Out
▶ Managing millennials ▶ Clear expectations ▶ Voice at the table ▶ Meaningful experiences
▶ Managing baby boomers or Gen X ▶ Positions to succeed ▶ Empower/Independent
▶ Leadership philosophy
▶ Extending Trust ▶ Character ▶ Competence
▶ Casting vision/Aligning with goals ▶ The Where ▶ The Why ▶ The When
▶ Support with career advancement or continued growth
▶ Team & Division ambassador/advocate
Millennials are Transforming the Workplace
1. New Standards for Leadership - Prioritizing values,
ethics, flexibility, and feedback.
2. They’re Prepping for Gen Z - In tune with differences and
ready to change it up with new approaches to be
3. Diversity and Inclusion - Matters deeply to millennials,
and they’ll push to do something about it; they’re the
most diverse generation we’ve seen yet.
4. Their Workplace is Changing - Automation and
technological enhancements will have millennials
▶ Aligning with Strategic Plan
▶ Value of transparency
▶ Manage/Lead up, down and across
▶ Critical role of office & community culture
▶ Millennials like feedback. In a Forbes survey, 85% said they’re feel more confident if they could have more check-ins with their manager.
▶ They’re afraid of performance reviews. 62% feel blindsided by reviews and 74% feel ‘in the dark’ about how their managers think they’re doing.
▶ Consider having bi-monthly performance meetings to reduce anxiety and stress.
Statistics courtesy of Fast Company.
▶ Lead by example:
▶ Be on time
▶ Don’t use cell phone in meetings
▶ Dress for success
▶ Avoid talking shop via text messages
▶ Get up and talk face-to-face
▶ Be mindful of what time you send emails to the staff
▶ Set social media norms and expectations
▶ The Importance of Millennials in the Workplace: An Infographic; Pepperdine University School of Business & Management
▶ Here’s What Millennials Want from Their Performance Reviews; Fast Company, 2015.
▶ Bradberry, T. & Graves, J. (2009). Emotional Intelligence 2.0
▶ Hadeed, K. (2017). Permission to Screw Up
▶ Lencioni, P. (2007). The Truth About Employee Engagement
▶ Maxwell, J.C. (2005). The 360 Leader
▶ Sinek, S. (2009) Start With Why
Director of Admissions
Director of Admission