Not Everyone Gets a Trophy: Building Your Team in a Millennial World

Tuesday, April 7 - 9 a.m.

Presenters Contact us atJennifer ZiegenfusTowson University, MD jziegenfus@towson.edu

Dave FedorchakTowson University, MD dfedorchak@towson.edu

Mariah McLane GiardinoRochester Institute of Technology, NY mamadm@rit.edu

OBJECTIVES AND OUTCOMES

• Generation Identification1

• Leadership by Generation2

• A look at our institutions and yours3

Baby Boomers (1946-1964)

Generation X(1965-1979)

Generation Y/Millennials(1980-1995)

Generation Z(1996-TBD)

Are you a cusper?Boomers (1946-1964)

Gen X (1965-1979)Millennials (1980-1995)

Gen Z (1996-TBD)

Diverse Tech-SavvyCollaborativeSocially Accepting

OptimisticIdealisticQuestion AuthorityWant to put their stamp on the worldCompetitive

IndependentResourcefulEntrepreneurialSkeptical

Multi-taskersFlipped LearnersIndividualisticTolerantHopeful

I identify with……BoomersMillennials

Gen X Gen Z

• Baby Boomers: – Sharing personal stories that might relate to their parents. – You both are optimistic. Capitalize on it.

• Generation X: – Support their desire to have work-life balance– Helping them understand the independence you appreciate

• Millennial: – Give sincere praise often and constructive criticism privately– Create bonding outside of team building

Leadership by Generation

• 75% of the workforce by 2025

• 83% want a job where creativity is valued

• 40% think they should be promoted in 2 years (regardless of performance)

• 72% say making an Impact is important

• 45% choose work flexibility over pay

• 69% believe office attendance is unnecessary on a regular basis

• 88% want to work in a more social environment where their co-workers are their friends

Millennials by the Numbers

1. Millennials are the future of the workforce.

2. Golden rule is out, Platinum rule is in.

Acceptance Fosters Success

Strategies (what to do)

Failures (what NOT to do)

Challenges

A Look at Our Institutions

Accept that retention is low

Scheduling checkpoints

Set expectations for feedback

Orientation ≠ Onboarding

Do you have a plan?

Strategies

ONBOARDING

Socialize and celebrate

Team collaboration

Facebook “like” and “Tweet” them

Legacy projects

DAILY ROUTINE

Presentation of core values

Transparency with job applicants

HIRING PROCESS

One Size FitsAll treatment

Failures

Forcedteam bonding

Lack ofhonesty

(employer and employee)

Judgments on:commitment, work ethic,

dress, WFH

Challenges

Crowdsourcing

Generationalconflicts

Questions• Who makes the decisions?

• Which of the talking points can make your office more efficient/effective?

• Could a re-structure make you more successful?

Analyzing Your Structure

Suggestions• Incorporating health and fitness into the workplace

• More comfortable attire on designated days

• Flexible hours or days to work from home

• Addressing the fear of failure

• Oldest Gen Z (22 years old) have just entered the workforce

• First generation to be majority non-white

• Stereotypes: smartphone-addicted, social media obsessed, short attention spans, lack of interpersonal and communication skills

• Defining qualities: tech-dependent, open-minded, multi-taskers, individualistic, teachable, innovative, creative, tolerant, entrepreneurial, hopeful, confident

• Concerns: social justice, mental health, wellness, sustainability

• Expectations: access to instant information, flexibility, salary/benefits over perks, mentorship from senior leaders

Looking Ahead: Generation Z

How to Cultivate Gen Z• Teach the basics of office culture and good work habits – stop

assuming they should know everything already

• Communicate regularly, give clear direction, and offer specific feedback

• Be patient, supportive, respectful, caring, and available

• DON’T be vague or rude and avoid micro-managing

• Remind them they are valued and offer chances for them to contribute meaningfully

• Send them off with goodwill and positive encouragement if they decide to move on

SourcesClark, K. R. (2017). Managing Multiple Generations in the Workplace. Radiologic Technology, 88(4), 379-398.

Diversity’s New Frontier – Diversity of Thought and the Future of Our Workforce https://www2.deloitte.com/insights/us/en/topics/talent/diversitys-new-frontier.html

Don’t Call me a Millennial – I’m an Old Millennial (http://nymag.com/scienceofus/2017/04/two-types-of-millennials.html?mid=fb-share-scienceofus)

Everything You Need to Know About Your Millennial Co-Workers (http://fortune.com/2015/06/23/know-your-millennial-co-workers/)

Generation Z Enters the Workforce (https://www2.deloitte.com/insights/us/en/focus/technology-and-the-future-of-work/generation-z-enters-workforce.html)

How Higher Education is Outdated for the Millennial Generation (http://elitedaily.com/life/higher-education-getting-millenials/838649/)

Millennials in the Workplace: They Don’t Need Trophies but They Want Reinforcement (https://www.forbes.com/sites/jefffromm/2015/11/06/millennials-in-the-workplace-they-dont-need-trophies-but-they-want-reinforcement/#7ee5b67d53f6)

Millennials: Understanding the Generation (https://www.slideshare.net/urbanbound/millennials-understanding-the-generation)

Simon Sinek on Millennials in the Workplace (https://www.youtube.com/watch?v=hER0Qp6QJNU)

Steele Flippin, Dr. Candace. Generation Z in the Workplace. 2017. Print.

Twenge, Jean M. iGen: Why Today’s Super-Connected Kids Are Growing Up Less Rebellious, More Tolerant, Less Happy - and Completely Unprepared for Adulthood. 2017. Print.

Ubl, Hannah L., Lisa X. Walden, and Debra Arbit. Managing Millennials for dummies. Hoboken, NJ: John Wiley & Sons, Inc., 2017. Print.

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