Millennial Managers Managing millennials Clear expectations Voice at the table Meaningful...

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Transcript of Millennial Managers Managing millennials Clear expectations Voice at the table Meaningful...

  • Millennial Managers

    Thursday, May 17, 2018

  • Introducing Our Presenters

    Sara Brookshire

    Director of Admissions

    Brandeis University

    DJ Menifee

    Director of Admission

    Butler University

  • Before we begin…

  • Quick Poll

    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.

    4. Other

  • Landscape

    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

    Students

    Us Current College Students

    Philosophy: hard work

    essential to success

    Philosophy: Independent

    from a young age and

    distrust of institutions

    Philosophy: High

    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

    millenials

    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

    children’s lives

    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

    https://blog.avilar.com/2018/04/11/bridging-generational-differences-in-the-workplace/

  • Landscape

    ▶ 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

    https://www.forbes.com/sites/larryalton/2017/12/28/5-ways-millennials-will-transform-the-workplace-in-2018/#3d560cbe558d https://www.workflexibility.org/the-importance-of-millennials-in-the-workplace-an-infographic/

  • Positive Stereotypes

    ▶ 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

    https://www.workflexibility.org/the-importance-of-millennials-in-the-workplace-an-infographic/

  • Negative Stereotypes

    ▶ 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

    https://www.entrepreneur.com/article/301069

  • 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

    generation.

    ▶ 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 &

    promotion

    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

    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.

    social media

  • 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

    ▶ Self-development

  • 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

    adaptable.

    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

  • Advice

  • Supportive Words

    ▶ Mentorship

    ▶ Recognition

    ▶ Aligning with Strategic Plan

    ▶ Value of transparency

    ▶ Manage/Lead up, down and across

    ▶ Critical role of office & community culture

  • Tips

    ▶ 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.

    https://www.fastcompany.com/3052988/heres-what-millennials-want-from-their-performance-reviews

  • Tips

    ▶ 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

  • Q&A

  • Resources

    ▶ 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

  • Contact Us

    Sara Brookshire

    Director of Admissions

    Brandeis University

    sbrookshire@brandeis.edu

    DJ Menifee

    Director of Admission

    Butler University

    dmenifee@butler.edu