Engaging Millennials

Katherine WorthenVP Purchasing and Supply Chain, EU

General Motors

AgendaWhy This Matters…

Generations Overview

Tips for Engagement

Closing Discussion points and perspective

Why This Matters…

Well…why does it?

Why engaging millennials is important…9 out of 10 millennials expect to stay with a company less than 3 years.

--National Association of College Educators (NACE)

Nearly half of surveyed millennials will choose workplace flexibility over pay.

--2014 Universum Study

At GM, our Millennial population

is 25% (20% in USA, 30% non-USA).

--GM Talent Analytics

What does the future hold?They are the largest

generation.

By 2025, young

professionals will be

75% of the global

workforce

Millennials15-32

Gen X33-45

Boomers46-64

Traditionalists65+

Gen Z0-14

As of 1/1/11, 10,000 Boomers per day turn 65!

This will continue for the next 19 years!

**U.S. Statistics

Generations Overview

Baby Boomers

Boomer Overview

• Team Orientation

• Health and wellness

• Personal gratification

• Involvement

• Personal growth

Core Values

• Driven

• Good at relationships

• Good team players

• Uncomfortable with conflict

• Overly sensitive to feedback

• Judgmental of those with differing ideas

Work Qualities

• Challenge Them

• Replace Them

Attitude Toward AuthorityBo

om

er

(46

-64

)

How to communicate w/. BoomersBoomers are the "show me" generation, so your body language is important when

communicating.

Speak in an open, direct style but avoid controlling language.

Answer questions thoroughly and expect to be pressed for the details.

Present options to demonstrate flexibility in your thinking.

Generation X

Gen X Overview

• Diversity

• Technical Literacy

• Fun and informality

• Self-reliance

• Pragmatism

Core Values

• Adaptable

• Unintimidated by authority

• Creative

• Impatient

• Poor people skills

• Cynical

Work Qualities

• Ignore Them

• Remain Independent

Attitude Toward Authority

Ge

n X

(3

3-4

5)

How to communicate w/. Gen XUse email as a primary communication tool.

Talk in short sound bites to keep their attention.

Ask them for their feedback and provide them with regular feedback.

Share information with them on a regular basis and strive to keep them in the loop.

Use an informal communication style.

Millennials

Millennial Overview

• Optimism

• Civic duty minded

• Confident

• Achievement oriented

• Respect for diversity

Core Values

• Optimism

• Tenacity

• Multi-tasking capabilities

• Technologically savvy

Work Qualities

• Networking Team

• Casual

• Leaders must respect you

Attitude Toward Authority

Mill

en

nia

ls (1

5-3

2)

• Optimism

• Civic duty minded

• Confident

• Achievement oriented

• Respect for diversity

Core Values

• Optimism

• Tenacity

• Multi-tasking capabilities

• Technologically savvy

Work Qualities

• Networking Team

• Casual

• Leaders must respect you

Attitude Toward Authority

Mill

en

nia

ls (1

5-3

2)

“Work Life Balance”

Older generations separate

work and play...

...Millennials are looking for

work life integration

The term “work life balance” is often used when discussing millennials. Each generation

defines this term very differently. The pictures below illustrate these critical differences.

Millennial PrioritiesThe top responses cut

across regions and

demographics:

• To spend time with family

• To grow and learn new

things

Perceptions of Millennials

Easily distracted / bored

Unrealistic expectations

Used to getting their way

Take their business (talents) elsewhere

Have trouble dealing with ambiguity

High maintenance

How to communicate w/. MillennialsUse action words and challenge them at every opportunity.

They will resent it if you talk down to them.

They prefer email communication, but also value personal interaction.

Seek their feedback constantly and provide them with regular feedback.

Use humor and create a fun learning environment. Don't take yourself too

seriously.

Encourage them to take risks and break the rules so that they can explore new

ways of learning.

Closing Discussion Points What generational differences do you have in your work team?

In what ways are the Millennials in our workforce different from the other

generations? In what ways are they the same?

What specific actions can we take to help make GM a workplace of choice for

Millennials?

Stories @ GM

A Need to Experience HopThe Trend: Millennials want to experience hop, not organization/company hop

@GM: Among many other programs, we offer Rotational Development Programs (TRACK) for new

college graduates, and offer company movement based on learning and development experiences

Spotlight: Laurie Asava, a Talent and Development Specialist, with one year of experience as a

direct hire, shares her experience and the shift in her perception: “I went to school for hospitality

business. I never thought of the auto industry as a place where my passion and heart would go.

Once I came in to GM I met amazing people. They [GM] really put a lot of responsibility on my plate.

For a young college grad to come in and have those responsibilities...I don’t think you’d be able to

find that anywhere else.”

From: CEB report on millennials

A Quest for Meaning and ValueThe Trend: Millennials want to do meaningful work, and have alignment between their company’s

values and their intrinsic values.

@GM: This March, GM created a new organization focused specifically on community outreach in

order to exceed our core value of serving and improving the communities where General Motors

employees live and work. We want to commit not only dollars but people resources to address

community issues for maximum impact.

Spotlight: From Sabin Blake, a Community Outreach Manager: “As someone who has seen and

experienced need – I promised no matter what type of job or role I had I would find a way to give

back to others. This opportunity is a dream come true because I can help others channel their

talents and passions into the greater good for our society. When people see that we are serious

about improving our communities and not looking for a photo opportunity – that’s when the real

magic of deep connections and engagement begin to form.”

From: Universum, other sources

More Networked, but Under Leverage Peer Connections to do WorkThe Trend: Millennials are more connected, but under leverage peers at work. They have the

connections but don’t trust their peers’ input to complete projects, assignments,

@GM: We maximize employee connections and help millennials (and all) grow their networks

through engagement activities, like the Professional Managers Network and GM2020 initiatives.

Spotlight: Kristin Weber, Professional Managers Network Coordinator, shares her insight about the

importance of PMN: “Allowing young employees to grow their networks, connections, etc., is what I

strive for with the PMN and the membership. Employees who work in the plants often feel

stuck...this Network allows them to see what else is out there and gain skills to move their career

forward.”

From: Pew Research

Virtual Career Fair—OPEL Companies and Applicants meet virtually in the Web

and communicate via chat

Applicants upload their CV’s, Requisitions,

Videos, etc.

Companies send links to specific postings

directly to the candidate

The visitors were mainly millennials

(based on the CV’s received)

Q&A