Is There an App for That?

Beau Johnson. 2011

Working with Millennials

Copyright © Beau Johnson, 2011

There is an App for…

There is an App for…

There is an App for…

There is an App for…

300,000 + apps7 Billion downloads

3 x more than 1 year ago

20 x more than 2 years ago

Direct quotesFrom people who manage Millennials

“If you correct them, they quit”“They think there is always an excuse that can make being late okay”“They want a trophy for just showing up”“They assume it is okay to call me by my first name like we are buddies. I am their boss”“Anything extra nice I do, they act as if I owed it to them”

Direct quotesFrom Millennials about work

“We are not defined by our job.”“We want to have a say about when/how we work.”“We do not expect you to be our best friend, but when you evaluate or critique us, we want you to do it in a friendly way”“Give us directions, and then get out of our way”

LeadershipThe question is not whether this is a difficult generation – but whether you are a good leader.

Common theme among good managers of Millennials – they volunteer with youth

-Ability to initiate a relationship -Set expectations from where they are

In any relationship – the person who sees themselves as the most mature adapt first.

Two Mindsets

“They need to change to make it in the real world”

“I’m the victim, I can’t do anything about Millennials”

Punish subordinates for challenging them Feel their only power is in their title “Millennials make me feel old” “They hinder my success – they make me

look bad”

Two Mindsets

“I need to change to manage in today’s world”

“I can do something about these problems”

Allow people to challenge them Use the power of relationship more than

the power of position “Millennials make me feel younger” “I am the key to their success”

“Millennials Go to College”Strauss and Howe (2003)

Special Sheltered Confident Team-oriented Conventional Pressured Achieving

Special“I can expect this unique thing from you”

They don’t want to let anyone down

Doing something “wrong” is hard

Include mom and dad

Recognize them, use their unique strengths

Sheltered“Help me help you”

Get rid of unnecessary red-tape and hierarchy

Increase accountability

Small communities (i.e. RLCs) breed success

Confident“This will help you reach your big dreams”

Stress the positive outcomes of _______

Develop professionals

Encourage personal progress plans

Team Oriented“Who can you work with to make this successful?”

Over-connected group hug

Used to and accepting of diverse groups

Show off your team’s accomplishments

Allow time for the group to connect

Conventional“What do you think we should do?”

Not rebels, they have conventional goals

May recognize the failure of parents’ rebellion

Create milestones to celebrate achievements

Seek to create consensus

Pressured“This is what I expect you to do, it’s okay that you aren’t perfect”

High stress academics, want to relax at work

Need structure, even during “free time”

Have long-term goals and are frustrated by what gets in the way (i.e. Gen eds)

Achievers“What are your goals and how can I help you reach them”

You are what you can prove you can do

Expectation of quality and customer service

Pad the resume and application (sacrifice quality)

Millennials, Values, and BossesPerception Value Manager

Competency

AutonomousEntitledImaginativeSelf-AbsorbedDefensiveAbrasiveMyopicUnfocusedIndifferent

Millennials, Values, and BossesPerception Value Manager

Competency

Autonomous Work-life balance

Entitled RewardImaginative Self-

ExpressionSelf-Absorbed AttentionDefensive AchievementAbrasive InformalityMyopic SimplicityUnfocused MultitaskingIndifferent Meaning

Millennials, Values, and BossesPerception Value Manager

Competency

Autonomous Work-life balance

Flexing

Entitled Reward Incenting

Imaginative Self-Expression Cultivating

Self-Absorbed Attention Engaging

Defensive Achievement Disarming

Abrasive Informality Self-Differentiating

Myopic Simplicity Broadening

Unfocused Multitasking Directing

Indifferent Meaning Motivating

Inventory Graph

Red areas -Possible crisis if not addressed

Yellow-Managerial concern

Green- Managerial strength

Generational Rapport Inventory Graph, from Managing the Millennials, Espinoza, et al (2010).

Three trendsand themes among Millennials

• The battle for self-esteem• Special me vs. what I can do

• Friends = family• Support and team vs. flying solo

• Experts, Authority, and Bosses• No “wrong” vs. do it right and fast

Three ways to connectand communicate

Say thank you

Coaching v. bossing

Explicitly clear directions

Three ways they need to growand things we can do to get them there

•Move from independence to interdependence• Self-authorship and responsibility• Recognize support and others strengths

•Improve balance, set goals• Involvement vs. overcommitment

•Develop worldview• Compass for integrity, life decisions, purpose

Three things to remember

Develop and communicate clear expectations with defined progress

Say thank you, celebrate milestones, value individual strengths

Have patience, recognize high pressure, develop professionals

thanksany questions?

Copyright © Beau Johnson, 2010

thoughts?