Millennia˛ Majorit˝€¦ · The Millennial Majority – Voices of Millennials in the Workplace event was a success beyond our expectations. All of the planning and preparation set

�e Millennial MajorityVoices of Millennials in the Workplace

Wednesday, June 3, 2015

Executive Summary

Report

Sue Burdette, Consultant,

Organizational Development and Learning

Megara Kastner, Ph.D, Consultant,

Organizational Development and Learning

Alyssa Leonas, SPHR-CA, Consultant,

Human Resource Services

© Copyright 2015, Mountain States Employers Council, Inc.

Introduction The Millennial Majority – Voices of Millennials in the Workplace event was a success beyond our expectations. All of the planning and preparation set the stage for a day filled with excitement, amazing conversations, and an energy that filled the entire building. There were 68 Millennials, representing 36 MSEC member companies. Some admittedly came to the event skeptical. Others expected they were going to be “lectured to.” We surprised them! After the brief introduction by Deborah Brackney, Executive Vice President, we gave brief instructions, called time for each session, and let the small groups do all the talking. This report represents the event. It explains its evolution from a small conversation in 2013 to a “first-ever” MSEC event on June 3, 2015. Our goal is to give you, as the reader, the information in an easy-to-follow format. The first section explains our purpose, methodology, and statistics. The second section gives you the individual questions, corresponding narrative summary, and themes. The appendix is all the raw data representing what the group said and wrote. The voices of these 68 Millennials only represent their individual and collective perspectives. It is not meant to generalize or characterize all people born between 1981 and 2000 that are in the current workforce. Please take this information, adapt to your workplace, and remember Millennials love and thrive on feedback. Check in, ask questions, discover who your employee is and how to best support their efforts to succeed, collaborate, and contribute to your Organization. Enjoy and thank you for taking time to better understand these Millennials. Sue Burdette, Consultant Organizational Development and Learning Megara Kastner, Ph. D., Consultant Organizational Development and Learning Alyssa Leonas, SPHR-CA, Consultant Human Resource Services “I would just like to thank you for what you put together last week. I, for one, enjoyed it much more than I expected. I was one of the participants that had to leave mid-afternoon, but I was sad to not be able to finish out the session.”

Cliff Thompson “I truly enjoyed the Millennials Majority seminar. It’s something I have never experienced and loved the dedication I saw in all you ladies. The passion you let out. That, in itself, was inspiring. I came out of that seminar feeling like I can take the world on - thank you. “

Reyna B. Alderete


Table of Contents

Purpose __________________________________________________________________________ 1

Methodology _____________________________________________________________________ 1

Statistics _________________________________________________________________________ 3

Millennial Forum Questions _________________________________________________________ 4

World Cafe ____________________________________________________________________________ 5 What Is Your Experience In The Workplace As A Millennial? ____________________________________________ 5 What Does Being a Millennial Mean to You? ________________________________________________________ 6 How Could Your Employer Best Support You In Your Day-to-Day Work? _________________________________ 8 How Could Your Employer Best Support Your Professional Development? _______________________________ 9 How Do You Deal With Stress At Work? ___________________________________________________________ 10 What Is Your Ideal Work Environment? ___________________________________________________________ 11 What Is Most Important To You In Terms Of Relationships At Work? ____________________________________ 13 What Methods Of Training Work Best For You? _____________________________________________________ 14 What Does Leadership Look Like To You? _________________________________________________________ 15 What Is Your Preferred Way For Finding Information? _______________________________________________ 16

Open Space ___________________________________________________________________________ 17 If The 30-Year Career Is Dead, What Is Your Future? _________________________________________________ 17 The Future Is Not Certain and Loyalty Doesn’t Matter ________________________________________________ 18 How Do Millennials Feel About Gender Equity? ____________________________________________________ 19 Why Are Millennials Perceived As “Being Lazy”? ____________________________________________________ 20 How Do We Change The Perception That We Are Lazy? ______________________________________________ 21 How Do Millennials Perceive & Manage Baby Boomers?______________________________________________ 22 What Are Some Of The False Stereotypes You Hear About Millennials? _________________________________ 23 Where Do You Want To Be In Five Years? What Do You Expect? _______________________________________ 24 How Realistic Is This? _________________________________________________________________________ 24 What Does Compensation Look Like For Millennials? ________________________________________________ 25 What Could Be Included in Onboarding That Would Entice You To Start and Stay With a Company? __________ 26

Data Summary ___________________________________________________________________ 27

World Café Data _______________________________________________________________________ 27 What Is Your Experience In The Workplace As A Millennial? ___________________________________________ 27 What Does Being A Millennial Mean To You? ______________________________________________________ 31 How Could Your Employer Best Support You In Your Day-to-Day Work? ________________________________ 35 How Could Your Employer Best Support Your Professional Development? ______________________________ 37 How Do You Deal With Stress At Work? ___________________________________________________________ 41 What Is Your Ideal Work Environment? ___________________________________________________________ 44 What Is Most Important To You In Terms Of Relationships At Work? ____________________________________ 46 What Methods Of Training Work Best For You? _____________________________________________________ 49 What Does Leadership Look Like To You? _________________________________________________________ 51 What Is Your Preferred Way For Finding Information? _______________________________________________ 54

Open Space Data ______________________________________________________________________ 57 If The 30-Year Career Is Dead, What Is Your Future? _________________________________________________ 57 The Future Is Not Certain And Loyalty Doesn’t Matter _______________________________________________ 58 How Do Millennials Feel About Gender Equity? ____________________________________________________ 59 Why Are Millennials Perceived As “Being Lazy”? ____________________________________________________ 60 How Do We Change The Perception That We Are Lazy? ______________________________________________ 61 How Do Millennials Perceive & Manage Baby Boomers ______________________________________________ 62


What Are Some Of The False Stereotypes You Hear About Millennials? _________________________________ 63 Where Do You Want To Be In 5 years? What Do You Expect? How Realistic Is This? ________________________ 64 What Does Compensation Look Like For Millennials? ________________________________________________ 65 What Could Be Included In Onboarding That Would Entice You To Start & Stay With A Company? ____________ 66

© Copyright 2015, Mountain States Employers Council, Inc. 1

Millennial Majority: Voices of Millennials in the Workplace Background The idea for a Millennial event was conceived in 2013 when two trainers, Sue Burdette and Megara Kastner, in the Organizational Development and Learning Department were discussing how to best work with “younger leaders and managers.” The styles of learning, how these younger leaders interacted in the trainings, and their general presence was different than Sue and Megara had experienced. Their conversations continued and they both agreed that it would be best to ask Millennials rather than trying to guess what would work best. Yes, they could read the research, however, Megara and Sue thought asking the MSEC members would give them the most applicable information. Eventually they decided it was time to bring their idea to fruition. Alyssa Leonas, a Millennial and consultant in the Human Resource Services Department has a passion for her group of peers. Alyssa joined Sue and Megara as part of the team in the winter of 2014. Their meetings progressed and the “Millennial Majority: Voices of Millennials in the Workplace” event was set for June 3, 2015. These three women took on the task of creating a “first of its kind” event for MSEC, on many levels. One, gathering a group of emerging leaders to listen to their perspectives would be a first. Two, utilizing a one-day comprehensive event of inquiry and networking had not been previously done. Three, feed the Millennials breakfast, lunch, and happy hour to keep them engaged was going to be new. Four, convening a leaderless event where organized chaos and creativity were crucial to include all perspectives was an atypical MSEC strategy. Purpose The Millennial Majority had three components:

1. As the emerging leaders of the MSEC member community, ask Millennials what their experiences and needs were in the workplace.

2. Determine how MSEC could best serve our members’ up-and-coming leaders through the information gathered.

3. Bring a diverse set of Millennials together for a day of self-generated conversation and connection to network and understand all perspectives.

Methodology The most important goal was to make the environment appealing enough that everyone would stay engaged. To keep them all day, there needed to be plenty of food, give them a fun and interactive space to create and talk, and “hold the container” for their conversations (stay out of their way). This was accomplished with the two distinct small group discussion models. Each small discussion group was 6 to 7 people.


The Morning The morning was a World Café model. The model was developed in the early 1990’s as a way of gathering the “collective wisdom” of a large group through small group discussion sessions. There were 10 – six person tables in the Colorado/New Mexico rooms, each with a different question. The group was given five 20-minute discussion sessions. During each of the leaderless discussion sessions, one person usually acted as a facilitator to keep everyone on track and took notes on the flip chart. Another person volunteered to take notes on a computer. The notes were emailed immediately after each session was completed. The event coordinators aggregated all the data. After each discussion session ended, everyone was encouraged to move to a new table and question. One person stayed at the table and acted as the “host or thread” to summarize the previous discussion and move it forward adding in the current group’s thoughts. In essence, each of the 10 questions had five rounds of different people who added more information to each previous group – gathering the collective wisdom. The morning had two other components after the small table discussions. During a break, all 25 flip charts from the sessions were posted around the room, filling the walls. The large group was divided into four smaller groups. Sue, Alyssa, Megara, and Eric Schram (ODL Consultant – volunteer for the day) each took a group and simultaneously led the groups in debriefing/summarizing two or three of the questions. It was important to see how the group could synthesize their discussions. The second component was a large group discussion about the morning process – what did they think of the discussions, the format, the ability to roam, write, and draw. The purpose of this component was to make sure their learning styles and interacting needs were being met. The Afternoon The afternoon utilized the second model titled Open Space. This model, too, was developed in the 1990’s as more of a “virtual” concept. In other words, whatever question or topic is in the room, at the moment, could be discussed in the same small group format. This model seemed most pertinent to give the Millennials an opportunity to determine what they wanted to talk about that wasn’t discussed in the morning. There were two 25-minute rounds in the afternoon. Prior to the first round starting, eight different people stood up and wrote their question or topic on a flip chart. They became a small group discussion convener. Their task was to explain their topic, facilitate the discussion, and take notes. Once all eight questions/topics were written, the large group was directed to move to the table topic they wanted to discuss. People could move around at any point during the session acting as “bees and butterflies” pollinating any conversation in which they had something to add. There was a second 25-minute round, where four more topics/questions were posted – again, people moved to the topic they were most interested in discussing. As with the morning, at the end of Round #2 – the collective wisdom had been gathered. The afternoon had two additional components. First, each of the conveners led a short discussion to summarize and theme their topic. Then each briefly reported out to the entire group. Second, the large group was directed to write a short Individual Action Plan with no more than two steps. These plans were to be taken back to their work. Once each plan was written, all shared the plans in a small table discussion. The Action Plans ended the formal discussion portion of the day.


Overall Environment A key component to both of these models is making the environment as festive and creative as possible. There was music and a continuous PowerPoint slide show filling the room. Each of the 10 tables was completely covered with brown butcher paper. There were flowers, crayons, colored markers, play-dough, stickers, bubbles, post-it notes, and pencils on each table. Millennials were encouraged to write, draw, and create whatever they wanted on the tables to symbolize their thoughts, ideas, and creative sides. Every table was completely “decorated” by the end of the day. Breakfast, lunch, and an afternoon happy hour were provided. These “food and beverage” opportunities allowed for more informal networking amidst the formal discussions. During lunch all 68 Millennials were seen in the hallways, the courtyard, outside the building, the mezzanine. They filled the building with a buzz of interactions. Most everyone stayed for the happy hour where the craft beer appeared to be the drink of choice. Statistics • 68 Millennials • 36 member companies represented:

1. APC Construction CO, LLC 2. A-Train Marketing Communications, Inc. 3. Aurora Mental Health Center 4. Boulder Creek Builders 5. CHA 6. Cherry Creek Athletic Club 7. CHFA 8. City of Lakewood 9. Colorado Library Consortium 10. Colorado Nonprofit Development

Center 11. Community Financial CU 12. Compassion International 13. Denver Metro Chamber of Commerce 14. Denver Rescue Mission 15. Developmental Pathways, Inc. 16. FirstBank Holding Company 17. Flightsafety Services Corporation 18. Food Bank of the Rockies

19. GCC of America 20. Image Projections West, Inc. 21. Inspirato 22. Intermountain Electronics 23. Mountain States Employers Council, Inc. 24. Numerica Corporation 25. Panarama Orthopedics & Spine Center 26. Parker Adventist Hospital 27. Payzone Directional Services, INC. 28. Pella Windows & Doors, Inc. 29. Powdr-Copper Mountain 30. Rocky Mountain SER/Jobs for Progress 31. Saunders Construction, Inc. 32. Sooper Credit Union 33. The Crawford Hotel Denver Union

Station 34. Volunteers of America Colorado Branch 35. Webroot Inc. 36. World Venture

• More than half of the attendees had never been to MSEC – approximation by show of hands • Each company was allowed to send only four employees to create a very diverse set of participants.


Millennial Forum Questions World Café - Morning Event

1. What is your experience in the workplace as a Millennial? 2. What does being a Millennial mean to you? 3. How could your employer best support you in your day-to-day work? 4. How could your employer best support your professional development? 5. How do you deal with stress at work? 6. What is your ideal work environment? 7. What is most important to you in terms of relationships at work? 8. What method of training works best for you? 9. What does leadership look like to you? 10. What is your preferred way for finding information?

Open Space - Afternoon Event

1. If the 30-year career is dead, what is your future? 2. The future is not certain and Loyalty doesn’t matter 3. How do Millennials feel about gender equity? 4. Why are Millennials perceived as “being lazy”? 5. How do we change the perception that we are lazy? 6. How do Millennials perceive and manage baby boomers? 7. What are some of the false stereotypes you hear about Millennials? 8. Where do you want to be in 5 years? What do you expect? How realistic is this? 9. What does compensation look like for Millennials?

a. Example: Is it salary based or are there other important factors? 10. What could be included in onboarding that would entice you to start and stay with a company?


World Cafe What Is Your Experience In The Workplace As A Millennial? Narrative: Millennials are the IT experts bridging the generational gap for older workers. They are IT. Millennials prefer to use technology to communicate rather than in person. Millennials are looking for efficiency versus producing data and reports. Millennials are challenged with gaining respect because of their age from both management and customers. Millennials want to be viewed as individuals and not stereotyped. Millennials want to know what is expected of them and given flexibility to complete the task. Themes:

1. Technology a. We are the go to people for older workers b. Old school ways not efficient c. We are willing to train

2. Generational Issues a. Change is good b. Give us structure and let us go c. Treat us with respect d. More efficient to use technology than to talk in person e. Give us praise to keep us motivated f. Dress code allow for more diversity

3. Workplace Environment a. Make it fun, light and bright b. Feed us c. Ability to individualize our workspaces d. Bring dog to work e. Wellness programs f. Bright colors that stimulate creativity

4. Diversity a. Compassion and accepting of different lifestyles b. We are not all the same


World Café What Does Being a Millennial Mean to You? Narrative: Millennials have been shaped by the times in which they have grown up. Events like 9/11 and the Great Recession along with real-time access to information about war and politics have made them skeptical and less trusting of institutions. They are tech-savvy and also remember dial-up Internet and the advent of the iPhone. They value happiness and are less focused on material success than other generations. Work-life balance and having a community of friends is of great importance to Millennials. Millennials are activists. They want to know how things work and then fix the problems. Millennials are also adaptable. They like adventures and new experiences and are accepting and tolerant of differences. Millennials are informal. They are often a few minutes late and tend to dress more casually than other generations. They want information and they want it fast. Millennials want their mobile devices with them at all times to find information quickly and easily and to stay connected via social media. Themes: 1. Adaptable and Activists

a. Change agents b. Adventurous c. We like to try new things d. More accepting than other generations e. More tolerant and compassionate f. We want to know how things work and fix the problems

2. Instantaneous information a. Attached to our mobile devices b. We want quick transfer of data c. Instant communication d. Connectivity and sharing information are imperative e. Social media f. Expect instant information, give us info ASAP!

3. Entitled and Informal a. We are often five minutes late b. We dress casually c. We are more entitled than other generations, but aware of it d. Think we’ll be CEOs tomorrow

4. Value happiness a. Work-life balance is important b. Having a community of friends c. Won’t stay in a job if there is no incentive to stay d. Don’t value material success as much as other generations, more focused on happiness


5. Our values have been shaped by external factors a. 9/11 b. The great recession – layoffs c. Advent of the iPhone d. Climate change e. Social media f. Events caused us to be skeptics. g. Information about war and politics at our fingertips with technology h. We have opinions i. Tech-savvy, but not overly dependent like younger generations j. Less trust in institutions – we’ve seen a lot of corruption


World Cafe How Could Your Employer Best Support You In Your Day-to-Day Work? Narrative: Millennials want constant and continuous feedback. They want to know where they are hitting the mark and how they could improve. Constructive feedback is most preferred because it helps them grow professionally. Regular face time with their supervisor, through goal-setting and/or regular meetings is very important. They like leaders to have an interest in them as individuals with opportunities for training and development to acquire new and diverse skills. They also want to feel that their boss and the organization on the whole care about them. Organizational leaders can show Millennials that they care by knowing their names, being genuine, and creating a culture that supports employees’ quality of life. Examples of a culture that shows a concern for lifestyle includes: a) allowing employees to bring pets to work, b) providing opportunities for fitness and relaxation, and c) creating opportunities to socialize, such as regular happy hours. Millennials also care deeply about balance on several levels: a) work-life balance, b) balance at work, c) balance of both structure vs. freedom, and d) guidance and autonomy. Themes:

1. Constant and continuous feedback a. Help us grow, but don’t micromanage us b. Help us set goals and check in with us monthly c. Both positive and constructive feedback; we just want to know how we’re doing

2. Leadership a. Have an interest in me as a person; know my name b. Be consistent and follow-through; do what you say c. Be available and friendly d. Weekly or bi-weekly meetings e. All employees should be held to the same level of accountability despite age, seniority or

level of employment 3. Balance

a. Structure and Freedom b. Guidance and Autonomy c. Work-life balance (flexible schedules, allowed to work from home) d. Focus on my career now, but also what I might like to do (that is different) in the future

4. Opportunities for training a. Invest in technology updates and me as an employee b. On-line c. Sit in with other department

5. Care about me as a person a. See me as an individual b. Opportunities for fitness c. Happy hours

d. Free chair massages e. Let us bring our dogs to work f. Be genuine


World Cafe How Could Your Employer Best Support Your Professional Development? Narrative: Millennials believe that work should provide a platform and opportunity to explore who they are and what they want to be, both personally and professionally. They want coaches and mentors at work. People they can look up to and learn from on a professional and personal level. Exploring many different opportunities using a variety of platforms gives the Millennials diversity for their learning. They don’t want to be pigeonholed or feel that they are seen as only being able to do one type of work. It’s important to feel empowered, taken seriously, and trusted. They want to be challenged and have an opportunity to be use their creativity to better themselves and their organization. If these Millennials don’t see opportunities for growth with their current employer, they will look elsewhere.

Themes:

1. Opportunities for Growth a. Lateral and/or upward b. On-line learning c. Job Shadowing/Mentoring d. Informal time with supervisor e. Help us learn more about ourselves and explore future opportunities (personality

assessments, discussion of five year plan…etc.) 2. Flexibility/Options

a. We all want to develop our careers with different goals b. We want different options to be able to achieve our goals c. We want diversity of opportunities; we don’t want to be pigeon-holed in one area

3. Empower us a. Cross-training b. Help us create our own goals c. Coach us d. Have faith in us to grow e. Take us seriously f. Provide a platform (committee, focus group…etc.) for us to talk to our colleagues about how

the organization can improve – and really listen and implement our ideas 4. Creativity

a. We want to be creative – so let us be b. We want a create and inspiring work environment

5. Retention a. Keep me challenged and growing or I will look elsewhere b. Expect me to stay about four years, unless I feel I have some amazing opportunities if I stay

longer 6. Long-term employees will become the exception – not the rule


World Cafe

How Do You Deal With Stress At Work? Narrative: Millennials place great value on work-life balance and the need to have time away from work - both physically and mentally. They are stressed when they don’t know what is expected of them at work and by things that appear outside of their control. A heavy workload can also be a stressor. Asking for help is also something that can be stressful for Millennials. They deal with stress by taking breaks. Many Millennials feel that getting outside or getting exercise is crucial for relieving the pressure. Millennials prefer a work environment that encourages stress reduction. Employers can help decrease stress for Millennials by providing a flexible schedule and/or work from home. Millennials would also feel less strained if their employers allowed for and encouraged “mental health days”, provided a “relaxation room” and allowed them to occasionally bring pets to work. Talking through their pressure with others can be of great benefit, according to Millennials. Themes:

1. Stressors: a. Things that are beyond our control b. Not knowing the expectations at work c. Learning to ask for help d. Workload

2. Taking breaks a. When off the clock, don’t do work b. Get outside c. Get exercise

3. Getting Outside/Exercise a. Walking b. Be in the sun c. Yoga

4. Change of Scenery/Pace a. Shopping b. Napping c. Relaxing d. Drinking (outside of work) e. Smoking

5. A work environment that helps relieve stress a. Ability to flex hours and/or work from home b. Bring animals to work c. Relaxation room d. Mental health days

6. Venting a. With co-workers b. With partners/spouses c. With a drink in hand

7. Having time away from work a. Not checking emails when away from work b. Having mental health days off from work c. Setting work/life boundaries


World Cafe What Is Your Ideal Work Environment? Narrative: The two key words for Millennials in their work environment are flexibility and freedom. Millennials would like to see flexibility around work-life balance, the ability to work from home, and the development of new ways of doing things. Millennials place a great value on freedom to self-express in how they dress and opportunities to bring their pets to work. Many Millennials have an adventuresome side and a desire to try new things at work. They want to be trusted to get the work done by the end of the day. The work environment should encourage creativity and could do so through buddy rooms and writable walls. Millennials believe a great employer would provide a gym membership and consider a gaming room for breaks. Accountability and work ethic is paramount to Millennials. They want consistency across all departments and would like cross training and promotions offered to those that work the hardest, as opposed to those who have been there the longest. If an explanation is given for policies and processes, the Millennial understands and abides. Millennials want a diverse work environment which, in their minds, is one that supports inclusivity and acknowledges all different personalities and lifestyles. Themes:

1. Updated technology and software a. Connectivity to home to work there b. Latest tech at office

2. Flexibility and Balance a. work hours b. vacations c. work from home d. maternity/paternity leave e. Good life-work balance f. Average age to settle down is older than previous generations

3. Work Environment a. pets to work b. gym or reimbursement for gym membership c. ergonomic desk options d. creative work space with huddle rooms, writing walls e. daycare options f. gaming room g. bright and modernized h. stress reducers

4. Freedom a. Self-expression – tattoos, hair, clothes, makeup b. Mental health day – a.k.a. “too good to come to work” day c. Find different ways to get the same job done d. Adventurous and like to try new things e. Enjoy finding out how the world works f. How to fix things that aren’t working g. Independent thinkers


5. Accountability and Work Ethic a. If you work hard, good employee – promote me b. Incentivize employees c. Cross training d. Consistency and accountability across ALL department e. High morale f. Flex schedule with accountability g. Trust me that I’m getting the work done h. Explain the reasons for the process i. Balancing the results vs. process

6. Colleagues and relationships a. Accepting of different personalities and life styles b. More tolerant and compassionate c. Equality vs. hierarchy

7. Change and Adaptability a. We are more adaptable to change b. If we aren’t happy, we move on to new things c. We want more than to just work for the paycheck


World Cafe What Is Most Important To You In Terms Of Relationships At Work? Narrative: Millennials want to be respected and understood as individuals, not just labeled as Millennials, or put into any other “box”. This makes emphasis on the human aspect and a collaborative environment essential. Millennials want management to let them do their jobs and trust it will be do right. Cutting edge innovation is crucial to Millennials. They want trust, honesty and candor with healthy discussions. Teamwork is also a key component to work relationships. Millennials want to see that the team is moving forward and making decisions together. Management transparency is imperative, which means Millennials want to understand the “Why’s” behind the “What’s”. Themes:

1. Trust 2. The human aspect where it is a collaborative environment 3. Teamwork by moving forward in making decisions together 4. No micromanaging 5. Honesty and candor with healthy discussions 6. Transparency in management where the “Why’s are behind the What’s” 7. Respect 8. Trust we can do it and let us do it 9. Cutting edge innovation 10. We don’t have to be like everyone 11. Feeling heard (and understood)

a. Not condescending to Millennials 12. A mix of work and personal


World Cafe What Methods Of Training Work Best For You? Narrative Millennials want flexibility in their training with many different modalities to learn the same information. It has to remain engaging and progressive. One method Millennials like is the reverse classroom, where lectures are on-line and discussions are in classrooms. In-person training is very important when learning is from a subject matter expert. Keep the trainings short, varied, interactive, with hands-on exercises and a personal touch. The learning environment needs to be a safe place where questions can be asked, where it is okay to make mistakes with no repercussions or retribution. A key component to training for Millennials is information needs to be applicable so it applies to the real world. In other words, Millennials appreciate an explanation of why something is relevant.

Themes:

1. Hands on a. Show and tell b. Applicable to real world c. Interactive – games, questions – especially if online d. Flexibility with several options for same training in different styles e. Can’t write and listen at same time

2. Narrow Focus a. Shorter sessions – 20 minute segments b. Variety of structure and creativity c. Progressive to develop skills d. Only what we need to know

3. Individual attention a. So there is plenty of feedback both give and take b. A personal touch to accommodate the various learning styles c. A safe place to practice where we can make mistakes and learn d. There is no pressure and no retribution e. where you can initiate on your own training f. Engaging and interactive where you can tell your own story and apply to work g. Can ask questions and provide one-on-one opportunities to voice opinions h. Explain why it’s relevant

4. Flipped classroom – lectures on line and discussion in class a. Learn from subject matter experts


World Cafe What Does Leadership Look Like To You? Narrative: Millennials want their leaders to earn their respect. Respect is earned in several ways, according to Millennials: a) transparency, b) the use of constant and open communication, and c) providing regular feedback. Millennials want to be inspired by their leaders. They want their leaders to be passionate and positive role-models. Leaders who are open and receptive to feedback and who are willing to make meaningful changes are on the top of the millennial best list. Millennials thrive in a collaborative environment and they want leaders to place emphasis on the team, not the individual. It is important to Millennials to feel empowered by their leaders. Leaders can empower Millennials through coaching, recognizing employees and their contributions, and valuing them as individuals.

Themes:

1. Transparency a. Communicate constantly and openly – create trust b. Use varied methods of communication c. Diversity in leadership d. Regular feedback is important and better than one annual review

2. Inspire a. Be passionate b. Be positive c. You must be respected by others d. Earn our respect

3. Be open a. Have an “open door” policy and really listen b. Seek our feedback and really listen to make meaningful changes c. Be open to innovation and change d. Ask your employees if you are leading them in a way that works for them

4. Empower a. Recognize employee’s contributions – even if it means you (the leader) don’t get recognized

for something b. Provide structure, but don’t micro-manage c. Hold people accountable d. Know your employees – each should be managed differently e. Include employees in decision-making f. Value us for who we are as people, not just our accomplishments at work g. Coach and mentor

5. Create a collaborative environment a. Less emphasis on me, more on we b. Don’t dictate c. Leadership is earned, not given


World Cafe What Is Your Preferred Way For Finding Information? Narrative: Millennials prefer using a variety of resources and methods for finding information. As tech-savvy individuals, having information at their fingertips is preferred. They have a strong desire for instantaneous information, so whichever method is quickest becomes the source. Because of their comfort-level with the speed of technology, Millennials often begin their information search there. However, Millennials value the traditional face-to-face method of receiving and transmitting information. Investing in and building relationships is very important to Millennials. They are willing to invest time networking and socializing and build a web of subject matter experts with whom they can approach when they need a fast answer. Themes:

1. We like a variety of resources. Generally, we will use whatever will get us the answers the quickest – it depends on the context

a. Internet (Google, YouTube, Wikipedia, feedly, Aps…etc.) b. Subject matter experts (Bosses, MSEC, colleagues) c. Books d. Magazines e. Databases f. Podcasts/Local Radio Stations g. TV (BBC, PBS News, Daily Show, Jimmy Fallon, Jimmy Kimmel..etc.) h. Netflix i. Newspapers (Westword…etc.)

2. It’s worth building relationships up front to have resources for information later a. Networking/Social Events b. Know others’ preferred style of communication and use it Phone calls Face-to-face meetings/conversations IM (Instant Messenger) Email

3. Internet a. Google b. IM (Instant Messenger) c. Twitter d. Wikipedia e. YouTube f. Facebook g. WebMD h. Online learning resources (linda.com)


Open Space If The 30-Year Career Is Dead, What Is Your Future? Narrative: The future for Millennials is less predictable than with past generations. Millennials care about the impact of their work. The corporate ladder is not something they aspire to. Quality of life is very important and the job is more of an accessory. Millennials believe they are unique and want their employers to recognize and honor them as individuals. 20 years of experience as a qualification seems elusive to Millennials. Flexibility is important to Millennials when companies are hiring. Millennials want to learn from the “inside sources” in their current role to help them determine their future. Themes:

1. I care a. About my impact b. Not giving up life to my job c. Drawing parallels and ability to learn d. Learn inside current role to determine future

2. I don’t care a. About corporate ladder

3. Questions I have a. What is “20 years of experience” mean? b. Intelligent vs. qualified – what is qualified?

4. Flexibility in hiring 5. Realities to accept

a. Some job’s require “years” of experience b. People expect “sameness” in “dedication” to company c. Women vs. men applying for jobs – the imposter syndrome


Open Space The Future Is Not Certain and Loyalty Doesn’t Matter Narrative: Millennials generally believe that the connection to the people in a company is the most important aspect of work. They are loyal to the people in the organization. Loyalty to the company itself is secondary. With this in mind, when Millennials leave an organization, they are not worried about the impact on the company. Instead, they are concerned about the potential negative impact on the co-workers and friends they leave behind. Millennials don’t want to let people down. They also don’t believe people should be promoted just because of their longevity with a company. Millennials are questioning what it means to be a “leader” vs. a “manager”. Themes:

1. Candidates need to also interview the companies to find the best fit 2. “Make me feel loyal to the people!” 3. The company isn’t going to suffer if I leave, but my co-workers and friends might 4. I don’t want to let the people down 5. Don’t let people just evolve into management 6. Leader and Manager


Open Space How Do Millennials Feel About Gender Equity? Narrative: Gender equity perception differs between millennial men and women. Many assumptions are made by both genders. Often Millennials are afraid to ask or argue for perks. Millennial men believe that paternity leave is very important. Themes:

1. Paternity Leave 2. Afraid to argue for perks 3. Perception differs between genders 4. Assumptions are made


Open Space Why Are Millennials Perceived As “Being Lazy”? Narrative: The history and culture of the U.S. has changed dramatically for this generation and their parents. From the Millennial perspective, they believe others perceive them as lazy for four general reasons: a) the tech boom makes access to information much easier; b) Millennial values are different from former generations; c) flexibility is key to Millennials because life changes so quickly now; and d) education is as important as life experiences for Millennials. Millennials are more willing to change or leave a job if that job doesn’t align with their personal goals. Money is more elusive for Millennials, as they watched their parents go through the Great Recession and many of today’s company’s don’t have pensions. Millennials believe they are too efficient and because of that, it may appear to other generations that they aren’t putting in the same amount of work. Their desire for instant gratification is fueled by easy access to information because of the tech boom. Themes:

1. History/culture of the U.S. 2. Industrialization 3. Tech Boom 4. Instant gratification 5. Too efficient 6. Differing values 7. Flexibility 8. Money 9. Willingness to change jobs if we don’t meet personal goals 10. Education vs. life experience


Open Space How Do We Change The Perception That We Are Lazy? Narrative: Millennials have been contemplating how to change the perception that they are “lazy”. One idea is to work smarter rather than harder and then include a degree of humility with the “hard work”. It is important to Millennials to be proactive in finding solutions. In some cases, they realize they may have to “check out” both emotionally and psychologically to endure work. They are wondering if there is a way to balance work structure and update the “outdated” models organizations use for operations, procedures, and work compensation policies. Millennials are not opposed to finding new jobs. They also raise the question of whether they are truly ever satisfied with their work. Ultimately, it all boils down to the fact that we all have our own perceptions. Themes:

1. Prove ourselves 2. Balance structure 3. Embrace our non-traditional 4. Think group “processes” 5. Work smarter, not harder 6. Be proactive in finding solutions to resolve issues 7. Develop a new raise policy 8. Update “outdated” operations/procedures 9. Switch jobs 10. Check out emotionally/psychologically 11. Humility and hard work 12. Are we ever satisfied? 13. Boils down to perceptions


Open Space How Do Millennials Perceive & Manage Baby Boomers? Narrative: Millennials view Baby Boomers as traditional. They see them as set in their ways, hierarchical, and “by the book.” They perceive Boomers as liking structure and valuing security exemplified by Boomers following a set career path and working 9 to 5 jobs. Millennials also perceive Boomers as having a “survivor mentality,” where they value work over family and use “tough love.” Millennials tend to perceive that Baby Boomers as not tech-savvy and resistant to new technological efficiencies. Themes:

1. Traditional a. Set in their ways b. Hierarchical c. Prejudiced d. Work 9 to 5 e. Black and white – By the book f. Follow a set path

2. Survivor Mentality a. Tough love b. Loyal c. Work over family

3. Not Tech-savvy a. Don’t know how to use technology b. Won’t embrace new efficiencies


Open Space What Are Some Of The False Stereotypes You Hear About Millennials? Narrative: Millennials hear many false stereotypes about their generation. Those generalizations are often negative such as lazy, unmotivated, ungrateful, narcissistic, and immature. Specifically, Millennials feel wrongly stereotyped when people say “they act entitled and are non-committal.” On the other hand, Millennials realize other generations also have positive stereotypes of them. Examples are: a) tech-savvy, b) entrepreneurial, c) capable, and d) optimistic. Themes:

1. Positive Perceptions a. Tech-savvy b. Entrepreneurial c. Capable of finding answers we need d. Optimistic e. Want to create a “better world”

2. Negative Perceptions a. Lazy b. Unmotivated c. Loud d. Ungrateful e. Immature

3. Entitled a. Narcissistic b. Looking for instant gratification c. Whiners d. Sheltered e. “Everyone’s a winner” f. Over confident

4. Non-committal a. Organizational retention under five years b. Poor attention span


Open Space Where Do You Want To Be In Five Years? What Do You Expect? How Realistic Is This? Narrative: Millennials have a sense that things regularly change and it is hard to anticipate the future. Therefore, their ideas about where they see themselves are not necessarily specific visions of what they will be doing. Pragmatically, all they know is things will be different than they are now. Fate twists and they can’t anticipate. For example, Millennials don’t see themselves working for the same company five years out. Their expectations are to be happy, comfortable, continued personal growth, and have relatively low stress. Themes:

1. Where we want to be in five years a. Not with the same company b. Don’t want to be pigeon-holed c. Don’t want to put all eggs in one basket

2. Expectations a. Be happy b. Be comfortable c. Have relatively low stress d. Personal growth

3. Is this realistic? a. We are not where we thought we would have been five years ago b. Things change, it’s hard to anticipate what will happen


Open Space What Does Compensation Look Like For Millennials? For Example: Is it salary-based or are there any other important factors? Narrative: Millennials don’t see compensation just as money. For Millennials, compensation is the ability to enjoy work-life balance. This means more time and flexibility to focus on life outside of work. Millennials also believe that compensation is when the organization helps them live a healthier lifestyle. Examples are offering health, vision, and dental insurance and a wellness program. By tapping into intrinsic motivation, the intangibles, and feeling that they are needed at work, gives Millennials a sense of compensation. Themes:

1. Work-life balance a. Shorter commute b. 36 hour workweek c. More vacation time (or unlimited vacation) d. Time for family e. Flexibility

2. Health a. Wellness program b. Dental and vision insurance

3. Rewards at work a. Feeling needed b. Feeding people at work (lunches…etc.) c. Intrinsic value


Open Space What Could Be Included in Onboarding That Would Entice You To Start and Stay With a Company? Narrative: Millennials are interested in starting work with an employer who offers flexible scheduling and the ability to work from home. Traditional benefits such as 401k with an employer match, health benefits, paid time off (2 to 3 weeks), and tuition reimbursement are important to Millennials. Discounted daycare and/or gym memberships are desired. Organizations are more attractive to Millennials when there are competitive compensation and career development opportunities. In addition, Millennials are attracted to organizations with positive reputations. Management taking the time to meet with a millennial new hire, one-on-one, enhances a feeling that they are part of the company from the start. That feeling of inclusion and importance definitely entices a Millennial to stay with the company. Themes:

1. Why we would start with a company a. Flexible scheduling/ability to work from home b. Benefits (401k match, health benefits, tuition reimbursement, and discounted daycare or

gym membership) c. Reputation of the organization d. Competitive compensation e. Development and growth opportunities f. Plenty of paid time off (two to three weeks in first year)

2. What could be included with onboarding that would entice you to stay with a company? a. A feeling that we are part of the company from the beginning b. Management one-on-one with the new hire


Data Summary World Café Data What Is Your Experience In The Workplace As A Millennial? Data

• Millennials and older workers can make it all about them • Not a lot of resources for working with Millennials • Generational issues • Millennials in leadership: people older than you work for you • Industry events – older leadership: some embrace Millennials some don’t • Bridging age/technology gap • We’re all “IT” • Slow change • Need assessment • Judgment • Millennials are more vocal about the workplace • Willing to train – shape experience • Explaining decisions • Different views on “importance” • Reports and data vs. functionality • Millennials expect to be management early on • We need to be challenged to stay at job • Creativity • Completely dependent on technology • “Old school” is a hindrance • Traditions vs. innovation • Software – hiring younger workers – young managers • Older generations are condescending • Criticism – always being managed • Millennials need compassion for older workers – can’t expect everything to change for us • Want to retire earlier • Millennials take a lot of initiative – different to train • Bridging Age/Technology • We are teaching our doctors that we work for the technology gap in the computer program we use

on a daily basis including Excel, x ray programs, etc. • We are all I.T. teaching others • Millennials are more vocal about the workplace. Non Millennials seem to sit and do their jobs and

don’t say much to anyone or have an opinion • Millennials are willing to train and share experiences


What Is Your Experience In The Workplace As A Millennial? Data Continued:

• Different views on importance. Upper management being more “baby boomers.” Baby boomers seem to care a lot about money, where as we care about customer satisfaction and if we did our jobs well. We feel like software should have functionality vs. how many reports and what kind of data we run from this software. To us functionality is way more important.

• When Millennials are treated well in the workplace, we will go above and beyond and put forth a lot more effort. If we are treated poorly, we are not going to put in the effort, therefore, resulting in a lot of turnover for their company

• We need to be challenged in our jobs to stay at our jobs. We do not like to be robots. • We have a hard time getting respect because of our age from coworkers and from consumers. • We love to give ideas, but the answer we get when we throw ideas out or try to be creative about a

problem, we get the response “Why fix something that is not broken”? • We are completely dependent on technology. “Old school” is a hindrance • Open workspaces – can be judged for talking and brainstorming

o Feel judgment – like we’re goofing off o A lot of stereotypes – “We need “lol” in our emails, because that’s what Millennials do

• Tradition vs. innovation – can be hard to get people to change and do things differently • We’re sort of the default IT person – things that are natural to us from learning it as we grew up are

not the norm for others • Sometimes you have to go talk to people when they won’t respond to an email. Millennials like to set

at their computer and take care of everything in one place. • We take things literally in the workplace. If we’re tasked with getting something done, we do it, but

then coworkers may sit on it. • Older people – head down, get the work done –mot a lot of recognitions

o Millennial– give me praise, keep me motivated • We need constructive criticism – something to build off of and improve • Come to me if you have a problem vs. waiting for frustration to build up • It is so much about appearances with older generations – if we sit at our desk all day and don’t

criticize • We’re very much more compassionate to different types of people

o More acceptable to different views and creativity • When we first entered the workforce, we liked to get projects knocked out quickly, but as time

moves on, we like to slow down and take our time with projects that we like • Other generations are often condescending towards Millennials • Feel the need to explain ourselves • Desire for flexibility • Don’t want to disappoint our employer • Always trying to prove ourselves • Put a lot of pressure on ourselves



• Want to buy in to the company’s cusses • Aren’t 100% driven by money

o If you have to take a step back in your job to have more happiness in your life, you’ll do it. • Some will embrace us, some will not – we scare them – change scares them. • Some think it’s harder to take “orders” from some who are younger • I wonder how compassionate we are being – “the world is changing get with it”

o Perhaps they need more time to embrace and accept it o Need communication to fill the gap

• Hear a lot of complains about Millennials, but do not hear a lot of viable suggestions on what to change – plan of action

• We need some reminders that it’s not all about us – can’t always do it the way we want to • Need to be transparency – this is why we are doing what we are doing • Change is slow for those older than us

o Millennials tend to be really good at reflecting and thinking about what we can do better and adjusting

o Baby boomer are very good at staying focused and completing the task assigned – doing things how they have always being done, but doing them well

• Onboarding for Millennials versus older generations is very different, Millennials seem to be busy and excited

• Cool to see in the software industry that Millennials are now being hired in “C” roles and managerial roles

• A lot of turnover among Millennials – we expect to have an important role right away o We have a higher expectation of where we want to start

• Where do I go….we know the people above us are staying where they are so we feel stuck • Being flexible • Get what we need done because we can work from anywhere • Hold us accountable but with the freedom to be independent • Benefits at work – having a gym, having a lunch room, break rooms, lounge areas • Vocal in the workplace and about the workplace • Know who each individual is – management style • We all want to be respected for who we are as individuals • Resources online • Need a job to be somewhat challenging in order to keep us engaged and motivated • No expectations to work a crazy amount of hours – no more than 40 in a week • Work/life Balance • Not a fan of open office, like privacy • Options to telecommute/remotely • Dogs to work



• Like some structure, but no micro managing • Culture of wellness (standing desk, yoga ball, chair, fitness classes) – we understand there is liability

for certain things, but okay signing a waiver, et. • Option for on-site fitness • Food nearby – options in the building or around the building –location is important • Modernized environment – bright, windows, exciting, fun with professionalism incorporated into it • Quiet workspace • Dress code is more related to job functions (in the office all day okay to wear jeans, if meeting with

clients dress appropriately • Work to live and live to work • Want to be self-motivated by work • Treat people individually and not as a collective • Want to be able to control the temperature in the office (too cold or hot, hard do work) • Amenities (nap rooms, space to relax, play games on break, etc.) –i.e. Google • Subsidized benefits outside of work (gym membership, toll road membership, races) • Update technology – iPads, etc. • Leadership: Baby Boomer generation • Millennials know workplace is changing; we may not always be cognizant of ‘old guard’ traditions

and how to be compassionate to older workers or to workplace traditions • Millennials in management roles • Millennials: late to meetings because of continuing work; distracted; need to grab coffee/snacks;

expectation not made that meeting should start on time • Millennials: narcissistic in the workplace? • Compassion and technology: Millennial grew up with technology, does it make us less

compassionate? Perhaps in the way that we may become frustrated with older generation who don’t understand the technology that we use every day.

• Keeping is old school: kids these days don’t even learn cursive • Millennial entitlement: after a few years’ experience, we may expect to be put into or step into a

management role. Meanwhile, employers may not see us in leadership/management roles at all. • Mostly: positive experience in workplace, but not without the sh*tty jobs first. Before current career

paths, had to stumble through irrelevant positions (liquor store, food service, landscaping, etc.) Part of graduating college during a recession.

• Stigmas against unconventional looks: tattoos and mohawks/long hair stereotypically means incompetent and apathetic. Older generation sometimes can’t get past unconventional looks

• Experience depends on the sector: nonprofit v. for-profit, corporate vs. community, etc. hierarchy v. horizontal leadership

• Please don’t generalize based on looks, generational identifier, gender, etc.


World Café Data What Does Being A Millennial Mean To You? Data

• Leaving things everywhere • Benefit of being pre-tech boom • Generally more entitled, but aware of it • Social media over connected/shared • In the middle of massive generational gaps • Follow interests • More accepting of diversity • Want our work to work for us • Want flexibility in schedule (work-life balance) value happiness • “Settling down” later (career 1st) • Adventurous – try everything • Want to understand/knowledge • Community/Friend create • Activism/making change • Won’t stay if dissatisfied) • No incentive to stay • Adaptable/willing to change • Quick transfer of data/communication • Individual standards for work/life balance • Work to live, not live to work • Having options • Generation of “gigs” • Social media • Quick dissemination of information • Flexible benefits on life choices • More accepting of different personalities and others life styles • More tolerant and compassionate • Finding more ways to make our work, work for us • Find different ways to the job done • Stereotype that we are all lazy and that we only care about ourselves. • On the defensive with everyone • We see it as having a good work life balance • Average age to settle down is older than other generations • Adventurous and like to try new things • Enjoys finding our how the world works and how to fix things that are not working • More adaptable to change • If we are not happy we are happy moving onto new things


What Does Being A Millennial Mean To You? Data Continued:

• Older generations were more likely to stay in one place regardless of their own happiness. • We want more than just a paycheck • We aren’t even really sure what Millennials are and if we fit into the category • They think they will be CEO’s tomorrow • Why are we lazy? We have higher rate of education • We deal with stress by “not caring”, but we do care • What are the years of Millennials? Undefined. Are our parents Boomers? • What will we have when we retire? That is why we are “lazy” • Many of the “Millennial” jobs were taken by those who were laid off, so we were out • How will I get experience if you want 2-5 years? • After 2 years of experience , doors open • Change is quick with Millennials, not so much with Boomers • Hard to take direction from them, if they give it condescending. We want to be experts and respect

your perspective but don’t be rude about teaching us. We have to put our ego aside. • Knowledge transfer is crucial, especially in a place like MSEC-must be willing to put aside ego • Quicker to ask the boomers than to Google it….too much info on Google • Expect instant information, five us info ASAP! • I will respond to your email at 8pm at night because I want to get it off my plate! • What are our external factors?

o 9/11 and politics, how people/things operate. That event caused us to be skeptics. We have friend with PTSD, war experience

o Plus with our generation is unique with massive technology. Available information. W o We aren’t just seeing this war and hearing about it, we have updates LIVE. We have more

stories and more sides of the conflict. o It is more difficult to be passive right now! We have hundreds of friends telling us about their

opinions on Facebook. Things happen whether you are plugged in or not • We also need to find time to unplug more intentionally. We have to go for a hike or travel to unplug. • Leaving my shit everywhere – we forget things on a consistent basis (glasses, phones, keys) • I was talking to someone on the phone and freaked out – “we have to turn around because I don’t

have my phone!!!” – derp, Do we have too many devices? • We are sometimes late – Chris and Wade are not because they make an effort to be early, but for the

majority of us, we think we have plenty of time and we end up being 5 minutes late and that’s okay. • We are comfortable talking to each other – we are informal – dress is a little more lax and we are

informal • ‘Bring them in with looks and kill them with kindness’ • Work to live, don’t live to work • We are excited by small things like play-doh and other knick-knacks – but needs to walk the line

between being patronizing



• Benefits from growing up without the technology – we are not dependent on the tech, but we are also tech literate – we are the bridge between having tech ingrained in our lives and note being that comfortable with the internet. We remember using dial up and learning how to type on a typewriter, bit we’re very comfortable learning new skills we know both sides

• Values – in general there is less emphasis on having foundational things like a savings account, houses, cars, pensions and retirement accounts

• The majority of our generation don’t see the need to save money because the belief is that Social Security isn’t going to be there when we’re older, we’ll manage

o Less dependence/faith on the institutions o The American trait is to live beyond our means and we have access to that more than our

parents’ generation – we’re also used to things being free (software, services, etc.) • We might be a bit entitled – nope we are and admit that, but we are aware • Some of us aren’t even aware that we are Millennials – are we generation Y and X • We might be more accepting – we’re all people. That box doesn’t matter that much to us • We’re only aware of it when people talk about it or use it as an explanation for our personalities • What momentous event defines us? September 11, Arab Spring, advent of the iPhone, climate

change, social media • BEING A MILLENNIAL means being opinionated! • SOCIAL MEDIA – we share things, the era of over-sharing (YouTube’s video volume, Instagram) –

we’re not as filtered, we’re more bold • We like to poke at things – gets a rise out of people • Our friend groups are less personal – huge groups of friends, but less close friends • NEWS – our connection to the world, shaped by the channels that we get it through (John Oliver, Jon

Stewart, Stephen Colbert, CNN app, REDDIT, BBC, Yahoo News, Google Alerts) o Our hyper connectedness allows us to personalize our connectedness o Can we function all day without our phones? Re-organization of Cassidy’s home-building

company, a baby boomer consultant, suggested that everyone drop their phones in a bucket at the door in order to help productivity – that’s a no go!

• ATTACHMENT TO OUR DEVICES – some of the things we do in our personal and professional lives have become remarkably easier because of our devices

• Is it making us less active? The tech helps with tracking and commoditizing our health, we get sucked into trends really easily we’re constantly upgrading

• We do have a willingness to try new things for the moment, we’re not stuck in a rut • Fewer gender role stereotypes • The term Millennial is not familiar, it’s not something we think about • Bridging the gap is huge – we can mitigate between the super young and older generations at our

companies – some companies have pocket of Millennials in specific area (tech, developers) • That doesn’t mean that our generation is an excuse for bad behavior – we do fight against the

stereotypes



• We’re tired of being old that Millennials are not productive, mentioning hour age can hurt your credibility. STORYTIME: we have an employee that sent an email out to the company that was received badly and the writer walked out. The behavior was written off as ‘just Millennial”

• It is hard to be seen as a leader – sometimes our age hurts our credibility and respect in the workplace, especially if you have older supervisors

• We’re not worthless – dismissive comments are rampant (i.e. video online of “Why working with Millennials sucks”)

• All of these workplace considerations are highly dependent on where you work, what industry, and company culture and those perceptions can change based on who our supervisors are

• It depends on the organization and level whether or not being seen as a Millennial is an asset. Some places see us as an asset – new ideas, new skills, varied skill sets

• Closed door conversations – when you’re the youngest person in the room by 20 years, it can be detrimental

• Baby Boomers – their kids are grown up, whereas Millennials have kids who are still in school. • Work-life balance can be afflicted by double-standards when the cases are different • Family values – in some cases, there is a shift in how we view childcare, might be interpreted as

helicopter parents or over-protective by some • Personal choices – getting married later in life, getting married when you are 27, there are things we

definitely want to do before we have kids and have emphasis on family – some of us had kids younger and have older friends

• Personality cases – hanging out with people who are older than us, some of us don’t identify with the younger half of the generation – it is not a bad thing until someone brings it up

• Sometimes we miss pop culture references – “That show was on before you were even born!” And “I have been at MSEC longer than some of you have been on this earth!”


World Café Data How Could Your Employer Best Support You In Your Day-to-Day Work? Data:

• Investment in tech/updates • Consistency • Constant/Continuous feedback – don’t want to be blindsided about what’s going on and how I’m

doing (positive and negative). Most effective when it’s constructive, areas of improvement. • Open door policy and be in the office • Employees want to be seen as individuals • Know people’s names • Know balance • Working at home vs. working at the office (flex) • Have discipline while working at home • Give freedom, but structure • Provide opportunities for training • Goal Setting and monthly reminders of goals • Online training • Sit along with other departments • Allowing creativity • Choices • Balance between guidance and autonomy – needing support, but given freedom to do it my way. • Being available, not necessarily present, but available. • Don’t want to be micro-managed, but need to check in. • Help, input for creativity. • Weekly/bi-weekly meetings. • Open door policy with bosses, but also other colleagues. (Being available and friendly.) • Willingness to have difficult conversations without retribution. • Work on age gap and seniority issues; treated with the same respect as every level. • Professional courtesy. • All employees held to the same level of accountability despite age, seniority or level of employment. • Learning how I work and how I need to be managed; willing to adjust and adapt based on my

different work style and communication. • We want to be understood as individuals; we don’t all do it the same way; we don’t all fall into the

stereotypes • Training and personal development - Knowing they are interested in me and my career, for the

company, but also beyond what I can do for the company • Work/Life Balance • Allow remote working if needed • Management Presence/Being Available • On-going Training and Development • Encouragement/Positive Recognition


How Could Your Employer Best Support You In Your Day-to-Day Work? Data Continued:

• Cross-Training Opportunities • Feedback needs to be directed towards each individual – not cookie cutter. • Positive reinforcement is great • Flexibility is really important; depends on the generation of your boss as to whether they see

working from home as a “day-off” or productive • Work space: Fitness availability or programs • Use of fitness for a stress-reliever • People are more understanding that a happy employee is a more productive employee. • Nerf-gun wars to help relieve stress • Free chair massages to help relieve stress; lifestyle improvements • Happy hours once a month; create a better relationship between employees and supervisors. • Career development that might not be related to my direct role. • Day-to-day depends a lot on the direct supervisor • Bring your dog to work day; dog-friendly office • Stress is one of the biggest fights in the current workplace; small adjustments can be made that

don’t cost the company anything, but make a change in the culture. • Dislike when boss gets too involved in my work. • Catch up with the boss to make sure they are on the same page. • Every table is talking about flex time and flexibility in the workplace • Feeling guilty if you take time off • Workforce culture has two major shifts: be there to work, work is your life and it should be good. No

in between – two polar opposites • Taking time off – work/life balance vs. work/life integration • The type of job that you are in changes the day-to-day balance of what you’ve got. • Women still have to work harder to get to the same place as men; have to realize that other people

view the work that you put out • “Other duties as assigned” is sometimes more than you think you’d have to do • Help getting mentoring and development is really important • Need to be set up for success and have guidance • Intranet is confusing for some Millennials; it’s outdated • “Take an online class” – when should I do this because I have to work. • We get a lot more of the “trial by fire” sort of stuff because we are flexible • We are viewed that we take more initiative • Extra leniency for people with families and smokers; needs to be fair • We want any concessions, such as flex-time, to be genuine • It's one thing to be given, but if we are then made to feel guilty, it accounts for nothing


World Café Data How Could Your Employer Best Support Your Professional Development? Data:

• Seminars • Conferences/travel • Online learning (Grow) optional • Supervisory trainings • Provided lateral &upward movement • Tuition reimbursement • Flexibility with school/degree seeking • Manager internships/mentorship • On-boarding partner • Allow creativity encouragement • Practice • Allow innovative • Task forces – allow interaction with other employees/departments • Personality assessment • Choices • Options • More man power • Specialized roles – Not a one man show • Responsibility with equal rewards • Recognize personal and professional development coincide • Ability to ask for help • Credit where due • We don’t want you to feel threatened • We need to own our own professional development • Remove stereotypes • Opportunity to prove myself • Train me so I make you look good • 80% job – 20% shadowing • Don’t micromanage • Cross training / support • Trust • Benefits • Moral • Non-specific training • Let me do my work! • Give us flexibility • Communication


How Could Your Employer Best Support Your Professional Development? Data Continued:

• Expect work/life balance • Cross training • Options • Available for all levels • Open training/not pigeon-holed • Freedom of communication & can explore options • Job shadowing/mentor programs • Understand complete organization as a whole • Networking/community service • Task forces/committees – can’t voice opinion, be a part of change • Empowerment • Development goal • Informal and regular coaching • Progress – need an opportunity for growth, especially if vertical movement isn’t available • High-ropes • Zip-lining • Creative work environments, not just the same structure • Have faith in us to grow • Get over the stigmas on Millennials • We are “them” – we want our own path and yes, we want a map with colors • Diversity of opportunities within organization • Quality mentors professionally and in life • Learn more about ourselves, what we want to do and build on our strengths • 5-year plan dialog • Culture to discuss development • MSEC classes and trainings • Travel – conferences /seminars in other states • Online trainings at your leisure that are optional • Room to grow – provide movement • Tuition reimbursement for advanced degrees • Manager internships/mentor program • Take things you’ve learned and be able to put into practice rather than doing things the way they’ve

always been done • Task forces – combining departments to share ideas • Assessments for strengths and weakness, attitude, learn more about yourself (optional, not required

– no repercussions for participating) • Personality tests • Career counseling to see if you are where you need to be • More acknowledgement and recognition for a job well done



• Positive feedback and reinforcements • Allow and encourage creativity – put into action! • Cross training • Options • Available for all levels • Open training/not pigeon holed • Freedom of communication – being able to discuss what I want with my coworkers

o Discussion of things that could be changed to better the business • Job-shadowing, hands-on learning to help feel out a position before transferring

o Develops a much wider understanding of the organization – interconnectivity, how everything comes together

• Knowledge transfer is a problem – there are some things you can learn in school, but others have to be transferred between employees on the job

• Being able to work on community service projects o Interacting with people outside of the office to network and grow professionally

• Task teams or committees to get acquainted with the organization, and feel like I’m contributing – that I’m being taken seriously

• Taking time out of your schedule to work on something that interests you • Informal coaching with getting a beer or lunch with the boss to deconstruct work, improve myself

professionally • Setting more professional goals – at a check in, “Is that still a goal?” – not forcing me to stick with

goals that I’ve previously identified • Employers need to understand that I’m not going to be here for a long period of time – let’s make

the most out of the four years that we have together o Long-term employees will become the exception – not a rule

• If you want me to stay here and be loyal, give me something more • There’s not a lot of room for vertical movement, because older generations continue to occupy those

positions • Choices – Company pays employee to be an intern for another company. Creates commitment to

employer or loses lower hanging fruit • Distribution of hats to more employees. • Companies investing in employee so we can create and be more committed to our company. • We can invest more time to make the company successful if we don’t have to wear so many hats • Responsibility with equal rewards • Recognize personal and professional development coincide • Ability to ask for help • Credit where credit is due • We don’t want you to feel threatened • We need to own our own professional development



• Remove stereotypes • Opportunity to prove myself • How can I develop if I can’t advance at that company? • 80/20 rule – my development shouldn’t be the same as someone else who hasn’t shown initiative


World Café Data How Do You Deal With Stress At Work? Data:

• Flex/work from home • Give and receive praise • Music • Talking to Sig O • Venting to peers • Remember your purpose • Walking • Taking a break from the stressful task & do other work for a bit • Go outside • Get away from co-workers • Allowed to bring pets (pictures of baby animals/petting real animal) • Shopping • Humor • Cross things off a list • Comradery • Friends and family • Imbibing • Delegating • Exercise • Planning for fun to look forward to • Anticipation is half the pleasure • Work social events • Internet fun • Don’t take work too seriously (perspective) • Get out of office • Walk • Standing desks • Wellness programs • Mental health day • Cry/let it all out • Relaxation room • Meditation • Nap • Quiet space • Meeting outside of the office • Maintaining work balance • Making yourself and coworkers laugh- office-wide jokes. Sending pictures/jokes around • Venting at home (over a drink) • Exercise/yoga • Walking dog, playing with animals • Setting work life bounties • When off the clock you are not expected to answer phone • Getting out (outdoors with co-workers as a part of work!)


How Do You Deal With Stress At Work? Data Continued:

• Being apathetic helps us cope • Externalizing • Getting away from screens • Desk alternative/alternative work environments • Positively eliminating stress • Work isn’t always 9-5 for us – but we get ‘er dun • Taking our vacation • Work hard play hard • Being appreciated keeps us changed • Planning ahead for fun things to look forward to • Work events – game night, celebration, happy hour • Spend time with family/friends • Inter-netting • Not taking it too seriously, keeping perspective • Delegating • Asking for help when you need it • Changing directions for a while, switching projects to mix things up • Reevaluating your mission, is the stress worth the reason you’re working there? Does it align with

your life passions? • Receiving positive recognition and giving praise to others • Crossing things off the to-do list • Music • Ability to hang out and have personal relationships with co workers • Leaving it at work. Once the clock stops, putting it behind you. • The thought this job is better than the alternative options and knowing there is flexibility. • We are not apathetic but we take a general notion towards apathy due to being asked to implement

change and knowing that change won’t happen • Until we actually due become decision makers. Being apathetic helps deal with the stress • Seeing the sun! • Positive interaction and communication • Meetings outside of the office (walking, coffee breaks) • Relationships with co-workers • Remind people why they are there- not focus on policy • Crying when angry; get up go to the bathroom, cry it out, and then go back to your desk • Go for a walk every day; otherwise get stir crazy • Standing desk • Talking to significant other/partner; some people don’t do this, some people do • Go shopping/retail therapy • Must leave office for lunch • Power nap at lunch • Relaxation room would be helpful • Wellness challenge/wellness competition/gym check-in reimbursement • Important to use vacation time • Taking sick days is stressful, explaining why you’re sick is stressful


How Do You Deal With Stress At Work? Data Continued:

• Things that are beyond our control • Customers that are angry • Not knowing the expectations at work • Deadlines & needing support • Learning to ask for help • Quantity of workload • Personal days/mental health days would be helpful for dealing with stress


World Café Data What Is Your Ideal Work Environment? Data:

• Being able to work from home and having the technology to do so • Job Security • If you work hard and you are a good employee, promote me • Incentivize your employees • Consistency and accountability across ALL departments • Taking ownership for faults, not playing the blame game or making excuses • Creativity, being encouraged to step outside of the box • Good benefits, health insurance and 401K • Maternity/Paternity Leave • Ergonomics- Stand Up Desk • Gym Membership/Discount • Gym available in the office with a shower • Be able to have Mental Health Day aka Too Good To Come To Work Day • Ability to take a vacation without working on vacation, or feeling overwhelmed about all of the work

you will have on your plate when you come • Flexibility with clock in and clock out • We prefer praise and constructive criticism- appropriate feedback on work performance • Being able to self-express at work (tattoos, hair, clothes, makeup), but keep appropriate • Creative space/comfortable workspaces/huddle rooms • Adaptive/flexible space • Flexible schedule with accountability • Connectivity from home to maintain work if something comes up (sick kid, bad cough) • Daycare Options • Maternity leave/paternity • High moral • Stand up desk/healthy options • Benefits • More accepting of different personalities and others’ life styles • More tolerant and compassionate • Finding more ways to make our work work for us • Find different ways to get the job done • Stereotype that we are all lazy and that we only care about ourselves • On the defensive with everyone • We see us as having a good work-life balance • Average age to settle down is older than older generations • Adventurous and like to try new things • Enjoy finding out how the world works and how to fix things that are not working • More adaptable to change • If we are not happy, we are happy moving on to new things • Older generations were more likely to stay in one place, regardless of their own happiness • We want more than to just work for the paycheck • We aren’t even really sure what Millennials are and if we fit into the category • Update technology (iPads)


What Is Your Ideal Work Environment? Data Continued:

• Flexible hours – no more then 40 • Personal workplace / privacy • Work / life balance • Options to telecommute • Bring pets to work • No micro-manage • Wellness oriented work environment (stand up desks, yoga ball chairs) • On-site fitness • Food options (healthy & multiple choices) • Ok with personal liability • Modernized work environment (bright) • Dress code / related to job functions • Personal temp. control • Amenities (mom’s gamers, places to nap/relax, etc….) • Outside work benefits (gym memberships, RTD, toll, etc.) • Good personal work relationships • Like Facebook • Stress reducers • Gym in office (with a shower) • Trust • Equality vs. Hierarchy • Acceptance to change • Results driven vs. process • Reasons for process • Work from home • Mental Health day aka “Too good to come to work” day • Ability to take a vacation without working • Flexibility with clock-in & clock-out • Feedback on performance • Consistency • Accountability • Creativity • Maternity/paternity leave • Freedom of self-expression & individuality • Less rigid “professionalism” – appearance still with expectations • Benefits (morale, motivate, fun)


World Café Data What Is Most Important To You In Terms Of Relationships At Work? Data:

• Need strong trust in relationships at work • Accountability / honesty • Attempt to be at the same level in conversations • Open communication • Moving egos to the side as much as possible • Not going to be friends with everyone you work with • Work relationships vs. friend relationships in the workplace • Want to be best friends with everybody and difficult when don’t understand why relationships don’t

work • Cutthroat environment (working towards same goals) – need to learn how to work together towards

same goals • All thought that we could rule the world, leads to a competitive environment for relationships • Not lazy, we think we’re efficient • Procrastinate often and rush to meet deadlines • Being friends with your coworkers is important. It is beneficial to connect with other people • “Work life integration”. Being connected all the time makes us integrated to work 24/7 even if we

aren’t in the office at times. Other people commented that when they are done with work they are done. Some say it really depends on the circumstance

• It may be difficult for some people to set their proper boundaries, especially when people get “clicky” like in High School. It can be important to manage your interactions with people who don’t necessarily click with

• Find relationships with older generations can be less buddy-buddy but still respectful and friendly. This can be true even with other millennials if the age gap is big enough

• Often it is extremely important to find a balance with all coworkers, since you see them daily, more than even your family at times

• Social media in the workplace is becoming more and more common - “seen as the new cigarette break”

• Facebook – For direct friends at work. Linked-In – For professional acquaintances • There is a social media difference between the people who grew up on Facebook (younger

millennials) vs. older millennials who integrated it later in life • It becomes extremely important to control your social media account when coworkers have access.

Your personal life can easily affect your professional life through your personal actions which become connected directly to your coworkers

• Supervisor relationships can be personal, but it depends more on the person-person interactions as opposed to they are your supervisor and you must approach them as such only

• It is important to feel included in big company decisions


What Is Most Important To You In Terms Of Relationships At Work? Data Continued:

• We want to make sure our opinions are heard on things that directly and indirectly involve us. For instance, one company was remodeling the building, and the millennial employee felt it was very important to be included in the design decisions, so they can input their opinions on the best layouts/environment options for their environment. The key is it is important to feel like our voice is heard on the things that affect us

• Summary “Friendships are key” • Friendship and work dynamic has changed • Transparency and trust • Honesty in relationships, respect truth vs. what I want to hear. • Candor • Less personal ownership over projects and having to tiptoe around each other all the time • Feel free to disagree and have an actual conversation about it. • Regardless of decisions made must move forward as a team. Even if you don’t agree • Just because a different decision was made doesn’t mean you weren’t heard • Team over individual • Communication • Don’t want to be condescended to, I’m an adult not your child • Let me be an adult. • Trust those you hire, let me prove myself • Blurred line between friendships and coworkers • Open communication • Personal engagement • Friends make work more tolerable, brings up moral, humanizes work • Accepting of mistakes if you own up • Don’t make coworkers scapegoats; don’t blame them. • “Fail” depends on what you’re trying to do, if you’re trying to learn you’re not failing • Collaborative and inventive environment • Hang out outside of work, if appropriate • Community • Knowing someone at work won’t sell you out is really important • Being able to have conversations with people and know that they’re not attacking you as a person—

professional relationships • Value being able to be friends with certain people outside of work • We don’t have to like everyone. Want to be able to pick the people you do like and have similar job

functions/interests, etc.—like to hang out with other millennials • Important to know boundaries—especially men/women relationships • Work travel is hard with boundaries • People making work relationships personal (“I have feelings for you”)


What Is Most Important To You In Terms Of Relationships At Work? Data Continued:

• Being Facebook friends with people from work—know what I did this weekend. How do I set those boundaries?

• When I clock out, I want to be done for the day but I don’t want to be ostracized for it • Sometimes outside of work talk can be toxic (bitching about work with coworkers) • Oversharing personal life can be frustrating—we have a job to do • Making sure that the people that you choose to hang out with understand the relationship

boundaries and/or mirror your expectations • Direct communication is paramount • GenX middle managers can be competitive with millennial generation but they don’t understand

that they need to communicate and be transparent with the millennial generation (we want to be a part of the conversation)

• A great team member isn’t all about their “experience” (years on the job)—there are other factors that are super important (e.g. life experiences, travel, different perspectives, etc.)

• Training aspect is changing. Doesn’t take 6 months to train someone anymore because of high turnover

• Don’t get mad at me for being fast/good at technology • Because we are proficient at many things, we end up being a go-to for lots of people (favors) that

take up a lot of our time • Trust • Friendship • Human aspect, collaborative environments • Transparency in management • Why’s behind what’s • Ego’s “I am the boss of some boomers” • We don’t have to like everyone • Candor • Healthy disagreements • Moving forward in decisions together • Teamwork • Feeling heard • Respect • No condescending (of millennials) • Let people do their jobs – trust we can do it, let us do it • Mix of work/personal • Can make mistakes • Cutting edge – innovation


World Café Data What Methods Of Training Work Best For You? Data:

• Bring people in from different departments for ideas • Hands on, experience • Show and tell • Just dive right on in • Shorter sessions, variety, structure vs. creativity • Taking initiative • Online • Continued training • Interactive training • Put them out in the real world • Individual attention • Prizes, bribes, rewards • Being allowed to give/receive feedback • Setting expectations/timelines • Continual training • Hands on training – most effective • Immersive training, let the employee experience the product and service • Cross training • Understand that people learn differently – identify different learning styles, do this by being very

perceptive… vary the types of training so to cover many basis • (lynda.com) a great training video resource – can go at your own pace, pause, reflect, take in chunks • Ask for feedback from employees about what works best • Realized that one person standing up and doing power point wasn’t the best way to train although

there is some value there • There is no perfect way of training because everyone is different – BE FLEXIBLE • Doing a personality test allows more effective communication • Have an environment where people to ask questions – provide one on one opportunities to voice

opinion • Environment where there are no stupid questions • Making training accessible – training up front is great but often we are exposed to situations down

the road where we cannot remember the initial training • Shorter training chunks • Have training be ongoing and something you can initiate on your own • Company being open to use new methods and outside methods of training • Hands on/interacting/engaging • Immersive training • Identify learning styles • Continued training/refreshers • Flexible training • Personal learning initiative • Supportive supervisors being open to ongoing training


What Methods Of Training Work Best For You? Data Continued:

• In person • Undistracted • Now webinars/PPT • If you have to do a webinar style - need iteration and active participation (chat, video, Q & A) • Ability to keep growing (personal growth) • Show and tell • Setting expectations/timelines • As needs basis • Just dive right on in • Shorter sessions, variety • Structure vs. creativity • Online/interactive • Put them out in the real world • Individual attention • Prizes, bribes, rewards/incentives • Being allowed to give/receive feedback • Outside own company training/other perspective • Practice in safe environment • Performance material • Depends on the position/training • Timing • Flipped classroom • Interactive games/questions • To stay engaged with online training • Learn from subject matter experts • Don’t implement anything new if it’s not relatively initiative • Want to figure it out on our own without much direction • Narrow focus to only what you need to know • Short intervals (20 min) • Acknowledge that everyone learns different • Progressive • Engaging • Personal touch • No pressure


World Café Data What Does Leadership Look Like To You? Data:

• Unification • Transparency • Different personalities • Recognition (bad and good) • Implement/make changed from feed back • Presence (positive) • Innovative • Giving guidance to empower • Diversity • Generating ideas and strategies • Inspire • Track record of success • Open to change • Depends on culture if global • Communicate down for full engagement • Being approachable • Multiple communication methods/platform • Ability to hold staff accountable • More face time with leaders • Verbal newsletter – better technology platforms • Passionate! Respect • Show, not tell • Not standing above telling everyone what to do, but down on the front lines working • Leaders should be someone you can respect and trust • Leaders should be involved with the work • Should show an interest in your development • Knowledgeable enough to make smart decisions • Not micro managing • Positive attitude • Identifies motivators/How people work • Provides feedback/acknowledgement • Flexible management • Interpersonal skills • Adapting to change • Approachable, not authoritative • Has a vision

Listen Empower Attitude Determination Engage Respect Social Skills Hard working Involvement Participate


What Does Leadership Look Like To You? Data Continued:

• Defined as a host, collaborative environment – less emphasis on I, more emphasis on we, we are all in this together

• Today’s society is all about me, there is an exception to every rule, and that exception is me – people are jerks when they drive, don’t let the jerks in

• Leadership is earned, not given – just because someone is a director, doesn’t mean they have good ideas, and just because someone is young doesn’t mean they have good ideas.

• The worst leaders tend to be the people that dictate the entire direction – to be a good leader, get people on your side

• A coach is only as good as his players – as the weakest one on the team • Becoming a leader is hard when you bring people into the leadership level – it can be so different

from the way you’re used to it being done, but you have to trust that it will get done right. • How well can you inspire your team to do things that serve the greater good – if you can’t do that,

you’re building a shitty work environment? • But what if you are doing all of the work, doing all the good ideas, and your leader gets the credit? –

If you have a bad leader, it’s very difficult to get around them – there’s nothing worse than a bad boss

• The workplace can be fast-paced and cutthroat: merit and age don’t necessarily equate, and that can become a conflict occasionally

• Some of our peers are competitive and are more interested in the credit – but leadership has the responsibility to be able to divvy out the work fairly and put the people that can serve it the best on the project

• RECOGNITION from our superiors is important – knowing that you are valued, not just because you do what’s required, but because you as a person are important to the company

• We don’t want to be seen as pursuing just the credit • Bad leaders aren’t bad because they don’t have the skills – they’re bad because they aren’t self-

aware, because they aren’t interested in giving the team credit • Feedback is important – regularly – unexpected surprises are hard to deal with from your leadership.

Performance reviews would be awesome if we didn’t have to do them. • The one-year review sucks because there’s a lot of pressure – constant check-ins, communication,

the two-way street of communication. One Example – you get as many check-ins as you need, can be instigated by the employee and the employer.

• That open-door policy is key. Quarterly reviews, monthly reviews, especially as goals and priorities change, can really help facilitate that language.

• “What can I do for you, what can you do for me?” Other questions that help are: “What does you peer do well, what can your peer improve upon, and how can you help your peers improve?”

• How can you influence your supervisor and what techniques can we use to build that two-way communication

• Coaching, mentoring and counseling. A Leader bases their interaction with people on what people need, and finding the appropriate level to work with those people


What Does Leadership Look Like To You? Data Continued:

• Many people believe they are being a leader by speaking the loudest or talking the most. Sometimes it is important for a leader to let other people talk/speak up and knowing when to hand off the batons o to speak

• Sometimes it is important for a leader to give people value, even if it means giving up the recognition

• A key part of being a leader is to delegate tasks and try to assist your employee rather than controlling your employee

• Transparency may be one of the most important qualities in a leader. It helps build a trusting relationship and without trust the relationship between a leader and their employees can be difficult

• It is okay for a leader to not be the expert in the field their employees work in, as long as the leader recognizes their deficiencies and is willing to take the advice from their experts.

• Often times a subject matter expert does not necessarily make the best leader for a given task. It can be more important to have an effective leader than someone who can do all their employees jobs for them.

• Feedback is important for a leader, and it must be a two way street. Being willing to ask your employees if you are leading them in the way they prefer to be lead can be a big deal.

• A problem for Millennials is that we can have a big problem with authority, because we have a tendency to be very personally focused. A good leader needs to be capable of overcoming the initial reactions and earn their respect.

• There is a major point of view that our generation is very competitive and is fighting for the top of the pile at all times. It seems important to build a support structure with the people around you rather than constantly taking an adversarial approach to those who do better than you, especially if they are younger than you.

• It can be common for a millennial to get jealous of those who they perceive to be ahead of us despite us believing we are on the same level. This can be difficult for a leader to overcome.

• Leadership – defined as trying to find the we in me (or the me in we, who remembers) (the W and the M flip, it looks cool)


World Café Data What Is Your Preferred Way For Finding Information? Data:

• Internet • Google • IM • Seeking out people (experts, my boss) • Email • Calling (If we know it will be a discussion or will require > 2 emails) • #Twitter • Books • BBC/PBS news • DBA • Scholarly databases • Wikipedia (as a launching point) • Newspaper/magazines • Finance • User’s manual • YouTube • Daily show • Podcasts • Web conference • Trainings • Networking/social events • Radio • Apps • Pinterest • Netflix • Face to face • Internet – Google, Wikipedia…etc. • If you know the subject matter expert go directly to them

o regardless of level o call, im, email, in person – adjust depending on the content of the conversation o Building relationships to use later for information

• Like to have a written record • Take pictures of whiteboard for record – have brainstorming sessions • Would love to have one center for internal info • Facebook • Books • Scholarly databases


What Is Your Preferred Way For Finding Information? Data Continued:

• Google Finance • User’s manual • YouTube • Seeking out people (experts, my boss) • Videoconferencing, training and seminars, social networking events • Jimmy Fallon, Jimmy Kimmel • BBC / PBS News • Podcasts • Not necessarily a preferred “way” but more dependent on the context • Generally, the internet is the first step because it’s much more efficient • Difference in type of information is important in determining the way we find information. • Senior management helps filter out shit • Twitter for breaking news • Wikipedia is ok for some sources • Podcasts are helping for information you don’t know you wanted to know/cared about • Newspapers print out

o Westword o Daylight

• Email is still paramount, particularly in planning processes. It’s helpful to have emails logged, even when speaking on the phone, recapping a phone call in email is helpful.

• Search bar IN email is helpful. • Apps

o Stock app, shows oil prices, etc. o CDOT

• YouTube tutorials • Pinterest • Houzz • Training seminars – in person, webinars are boring/painful • Linda.com

o Great training videos; software focused. o Free but also premium version o Also have app o Transcripts available with linked/embedded videos

• Company share drive • University/Schooling

o Not as helpful as library could possibly be • Kindle/Nook/iBooks for textbooks and industry books • Actual library for physical copies of books • Netflix/Hulu


What Is Your Preferred Way For Finding Information? Data Continued:

• Shared drives @ workplace/intranet/file sharing • Bing/Yahoo – but likely only on accident if it’s the default on the computer • Google earth/maps • Local radio • Books in general • Company resources (SharePoint sites, manager documents) • Senior staff/experts at your company • MSEC • Networking with other companies in your industry • Coworkers/Bosses/Chain of Command • We prefer face to face rather than through technology to get information • Other generations seem to find different avenues (email, phone etc.) • Set expectations of how information is accessible within an organization. • Walking to the person • Google alerts • Feedly.com • SHRM • Second Wind for marketing questions • WebMD • Newspaper/Magazines


Open Space Data If The 30-Year Career Is Dead, What Is Your Future? Data:

• I care about impact • Women vs. men in applying for jobs (imposter syndrome) • People expect “sameness” in “dedication” to company • Learn inside current role to determine future • Some jobs require “years’ experience” • Credentials (have a MS but can’t spell) • Intelligent vs. qualified (what is qualified?) • Flexibility in hiring (variety in experience) • What is “20 years’ experience” • Drawing parallels/ability to learn • I don’t care about the corporate ladder • I’m not sure I want to give my life to my job – but I still want to grow and change the world


Open Space Data The Future Is Not Certain And Loyalty Doesn’t Matter Data:

• Growing and managing!! • How to progress equal talent with vastly different themes? • Candidates interview companies! How to retain? • “Make me feel loyal to the people!” • The company isn’t going to suffer if I leave, but my co-workers and friends might • I don’t want to let the people down • How to progress equal talent with vastly different theme? • Growing and managing!! • Don’t let people just evolve into management • Leader and Manager


Open Space Data How Do Millennials Feel About Gender Equity? Data:

• Paternity Leave • Afraid to argue for perks • Perception differs between genders • Assumptions are made


Open Space Data Why Are Millennials Perceived As “Being Lazy”? Data:

• History/culture of the U.S. • Industrialization • Tech Boom • Instant gratification • Too efficient • Differing values • Flexibility • Money • Willingness to change jobs if we don’t meet personal goals • Education vs. life experience


Open Space Data How Do We Change The Perception That We Are Lazy? Data:

• Prove ourselves • Balance structure • Embrace our non-traditional • Think group “processes” • Work smarter, not harder • Be proactive in finding solutions to resolve issues • Develop a new raise policy • Update “outdated” operations/procedures • Switch jobs • Check out emotionally/psychologically • Humility and hard work • Are we ever satisfied? • Boils down to perceptions


Open Space Data How Do Millennials Perceive & Manage Baby Boomers Data:

• Set in their ways • Lazy • Loyal • Hierarchical • Prejudiced • Value security • Tough love • Survivor mentality • Don’t see the world thru our eyes • Some are adoptable some are not • Work over family • 9 – 5’ers (structure) • Black & white/by the book • Follow a structured path • Not tech savvy (don’t know how to use technology) • Won’t embrace new efficiencies • Learn from their mistake • Traditional • Supportive of job hopping in their offspring • Some are hippies • Threatened by development • How do you validate someone’s skills and manage but still being their boss? (build, break, build) • Details and expectations • Better educate ourselves on effective change management • Creating protocols – easy access to them • Training in technology – generational • Avoid stereotyping • Give resource to find info needed • Incentives • Appreciation/respect • Be sensitive to work styles/change


Open Space Data What Are Some Of The False Stereotypes You Hear About Millennials? Data:

• Lazy • We look everything up • Looking for instant gratification • Unmotivated • Entitled • Impatient • Narcissistic • Won’t commit/floaters • Lots of whining • Company retention < 5 years • Sheltered • “Everyone’s a winner” • Hat face to face conversations • Loud/speak out of turn • Poor attention span • Demanding unearned respect/job

positions • Over confident • Over educated but under trained • No experience

• No respect for others • Hard to please • Think we can do whatever we want • Always online • Selfish • We must work on a team • We expect respect • Ungrateful • Immature • Need acknowledgement management • No Accountability • Easily distracted • Seek more satisfaction in workplace • Tech savvy • Entrepreneurial • More “virtual” • Capable of fining answers we need • Optimistic • Want to create a “better world”


Open Space Data Where Do You Want To Be In 5 years? What Do You Expect? How Realistic Is This? Data:

• Grounded, obtainable, centered • Generally not with the same company • Not Pigeon-holed or eggs in one basket • Happy • There is not strict definition of this non-definable goals • Comfortable/low stress • Personal growth • Non-descript definition of cusses • So much access across the board • Not where we thought we would be 5 years ago • Mostly and okay with it • Fate twists, can’t anticipate anything – who new? • S&!^ changes


Open Space Data What Does Compensation Look Like For Millennials? Data:

• Proximity to work-less time in the car, commute time impacts the work/life balance • 36 hour work week (non-profit) – ex. Employees get paid 10% less than any average • Wellness program • More vacation time – 25 weeks 1st year, bonus days off for performance • Dental/vision • Company values – honesty and integrity • Unlimited vacation (Hub spot) • Feeling needed • We’re closer to college, we’re used to living on a budget, we don’t have (for the most 0art) • Families • Great family budgets • Income subsidized by a 2-earner households allows more flexibility • Feeding people food/drinks • Different life patch • Intrinsic value on intangibles


Open Space Data What Could Be Included In Onboarding That Would Entice You To Start & Stay With A Company? Data:

• One on one with new hire • Feel like part of the company from beginning • Not work less but more flex schedule • 401K match • Health benefits • Reputation • Competitive compensation • Opp. for growth – maybe not in the “title” but with responsibility • Professional development • Goals/options • PTO – min 2 weeks 1st year – better 3 weeks • Ability to work from home – when needed • Tuition reimbursement • Benefit – discount – daycare, gym • Company goods

Documents

Millennia˛ Majorit˝€¦ · The Millennial Majority – Voices of Millennials in the Workplace event was a success beyond our expectations. All of the planning and preparation set