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by Ryan Jenkins
NEXT GENERATION
engagement7 Elements that Attract and Retain Millennial Talent
[email protected]/AGCAK
Generationsthe differences
7 elementsthat engage Millennials
Q&A and
today’s agendaBuckle up and buckle down
recap
who are theymillennials
Age Numbers
GenERATION Z < 18 50+ millionMillennials 19-35 76 million
Generation X 36-51 51 millionbaby Boomers 52-70 75 million
Builders 71-88 56 million*G.I. Generation 89+ 60 million*
THE Generations
29%
33%35%
Millennials Gen X Boomers Builders Gen Z
2016 workplace5 generations representin’
25%
75%
Millennials & Gen Z Other Generations
2025 workplaceOh the places they’ll go
WHY GENERATIONS MATTER
52%of workers say they’re least likely to get along with someone from another generation.
so much is at stake
63%
of Millennials HAVE A BACHELORS DEGREE
MAKING THEM THE MOST EDUCATED
GENERATION EVER.
Millennial statsPonder this…
58%
of Millennials are disengaged at work,
the most of any generation.
71%
of Millennials expect to leave
their jobs in 3 years or less.
70%
of Millennials across the globe might
‘reject’ traditional business to work
independently.
50%of Millennials want opportunities for international work assignments.
58%of adults worldwide ages 35+ agree that “kids today have more in common with their global peers than they do with adults in their own country.”
1st global generationInternational is the new national
ofMillen
nialevolution the
2016
2009
2008
2007
20051988
2003
2000
1996
2012
201430%
how will Millennials change your world?will you be ready?
millennials…desire feedback, making A DIFFERENCE & COLLABORATION
approach differently how they learn, Work, socialize, communicate & Play due to tech
consider the internet the authority & thus think & approach problems differently
are early adopters & seek out opportunities to innovate
communication has & will continue to be shaped by technology
are contributors looking for an active role & an immediate impact
are massively persuaded by their peers & value relationships & experiences over work
demand transparency from leaders, employers & Brands
work/life behavior & values continue to be shaped by technology
high-tech & hyper-social upbringing have made them disruption-prone leaders
cheat sheet
Millennials area critical mass
of changeagents.
(you know it’s true)
Generationsthe differences
7 elementsthat engage Millennials
Q&A and
today’s agendaBuckle up and buckle down
recap
who are theymillennials
builders boomers genX millennials
no tech some tech high tech all tech
hinderance enhancer balancer amplifier
hope to outlive it
want to master it
want to enjoy it
need to employ it
sum
mar
yvi
ewat
titu
de
technologyShifting perspectives
builders boomers gen X millennials
formal, respectful
formal, directinformal, flexible
informal, authentic
phone & Email email & Textemail, Text &
text, instagram, Tumblr,
Snapchat, etc.
Need background info & details
Keep professional
Need options & zero meetings
Want brevity, real time & quick
responses
sum
mar
yvi
ewat
titu
de
communicationShifting perspectives
builders boomers gen X millennials
responsibility a placeA means to
an enda vehicle
lifer Defined by it a tool fulfilling
“You’re lucky to have a job”
loyalty is rewarded
Work hard, play hard
work smart
sum
mar
yvi
ewat
titu
de
WORKShifting perspectives
builders boomers gen X millennials
endure it respect it ignore it choose it
honor respect autonomy equals
no news is good news
feedback once per year
routine Check-ins
Constant feedback
sum
mar
yvi
ewat
titu
de
leadershipShifting perspectives
Generationsthe differences
7 elementsthat engage Millennials
Q&A and
today’s agendaBuckle up and buckle down
recap
who are theymillennials
7THAT ENGAGE ElementsmillennialS
#1 INNOVATION
78%of Millennials were strongly influenced by how innovative a company was when deciding if they wanted to work there.
66%of Millennials work in organizations that actively encourage/reward its people for innovative ideas.
#1 INNOVATIONexamples
Intrapreneurshipinfuse
(the permission and power to innovate will engage Millennials)
#1 INNOVATIONstrategy
#2 FLEXIBILITY
73%of Millennials expect to be able to modify and customize their work computer; 63% will go around I.T. to find the solutions they need.
69%of Millennials believe office attendance is unnecessary on a regular basis.
#2 FLEXIBILITYexamples
output not inputmeasure
(embrace flexibility with how work gets done and is managed)
#2 FLEXIBILITYstrategy
#3 Feedback
50% is how much more often Millennials want feedback over other employees.
42%of Millennials want feedback every week, twice the percentage of every other generation.
#3 feedbackexamples
self reviewsconsider
#3 feedbackstrategy
#1 - Millennials are more critical#2 - Ownership is taken#3 - Managers turn into coaches
#4 development
#1reason Millennials leave organizations is lack of career opportunity.
71%of Millennials likely to leave a company within 2 years believe their leadership skills are not being fully developed.
#4 developmentexamples
#4 developmentstrategy
reverse mentoring(creates opportunities for Millennials to develop communication skills)
implement
#5 experiences
78%of the emerging generations would choose to spend money on a desirable experience or event over buying something desirable.
77%of millennials say some of their best memories are from an event or live experience they attended or participated in.
#5 experiencesexamples
#5 experiences
experiencescreate unique
(fulfill Millennials’ desire to discover something new)
strategy
#6 purpose
77%of Millennials SAID PART OF THE REASON THEY CHOSE TO WORK WHERE THEY DO IS BECAUSE OF THE COMPANY’S SENSE OF PURPOSE.
84%of Millennials say making a difference is more important than professional recognition.
#6 purposeexamples
#6 Purposestrategy
(paint the bigger picture of the work)“the why”communicate
#7 video
87%of Millennials say they would choose to work for a video-enabled organization over a company that has not invested in video.
93%of the emerging generation say they visit YouTube at least once a week, and 54% visit the site multiple times throughout the day.
#7 videoexamples
#1 - culture and values / #2 - perks and benefits / #3 - employee perspectives
#7 videowhy it’s crucial for recruiting
The top 3 things millennials want to know about a company:
The top obstacle millennials have for accepting a job:“Not knowing what the company is like.”
visualization
#7 video
prompt(encourage Millennials to see themselves at your organization)
strategy
11 feedback
1 development
1 experiences
1 Purpose
1 Video
7
attract and retainElements thatmillennial talent
1 Innovation
1 flexibility
Generationsthe differences
that engage Millennials
Q&A and
today’s agendaBuckle up and buckle down
recap
who are they 7 elementsmillennials
A few remindersdon’t forget…
“This is Always HOW WE’VE DONE IT,” IS A SLIPPERY SLOPE TO Irrelevance.
Set in stone the why not the wAY of the organization.
One Generation’s Status quo is another generation’s Challenge to improve.
1 32
STAY CONNECTEDand much more
Bonus Materialwww.ryan-JENKINS.com/AGCAK(get today’s slides, free resources & more)
Presentation surveywww.ryan-jenkins.com/survey Free
book!
ignorance
5
4
32
1Denial
responsibility
resolve
Progress
5 phases of changeStay overwhelmed
Thank youy’all rock!
“Don’t let your learning
lead to knowledge.let your learning
Jim Rohnlead to action.
references
The logos used in this presentation are the property of the respective third parties.
disclaimer
Ford, Trend Report 2015: http://www.at.ford.com/SiteCollectionImages/2014_NA/Dec/Ford-2015-TrendReportBook.pdf
Boston College Center for Work & Family, Creating Tomorrow’s Leaders: the Expanding Roles of Millennials in the Workplace, Lauren Stiller Rikleen, 2011, http://www.bc.edu/content/dam/files/centers/cwf/pdf/BCCWF%20EBS-Millennials%20FINAL.pdf
Boston College Center for Work & Family, Millennial Careers: http://www.bc.edu/content/dam/files/centers/cwf/pdf/BCCWF%20Millennial%20Careers%20FINAL%20for%20web.pdf
UpWork, Millennial Majority Workforce Study: http://www.elance-odesk.com/millennial-majority-workforce-infographic
Jason Ryan Dorsey, Y-Size Your Business: How Gen Y Employees Can Save You Money and Grow Your Business (Wiley, 2009)
Jeff Fromm & Christie Garton, Marketing To Millennials: Reach the Largest and Most Influential Generation of Consumers Ever (New York: Barkley Inc, 2013)
Barkley, The Boston Consulting Group (BCG), and Service Management Group (SMG), 2011-2013
Deloitte: The 2014 Millennial Survey - https://www.deloitte.com/millennialsurvey
27 Stunning Millennial Stats About Our Future Employees, Leaders, Consumers, & Parents http://ryan-jenkins.com/2014/10/27/27-stunning-millennial-stats-about-our-future-employees-leaders-consumers-and-parents/
Forbes, 2014: Enough With The Free Food Already, Millennials Want Opportunity and Fair Pay:http://www.forbes.com/sites/datafreaks/2014/09/11/enough-with-the-free-food-already-millennials-want-opportunity-and-fair-pay/
22 Shocking Stats About Millennials To Help You Chart Tomorrow’s Changehttp://ryan-jenkins.com/2013/09/16/22-shocking-stats-about-millennials-to-help-you-chart-tomorrows-change/
YPulse: Youth Marketing and Millennial Marketing: https://www.ypulse.com/Harvard Business Review: https://hbr.org/2015/02/millennials-want-to-be-coached-at-workCenter for Generational Kinetics: http://genhq.com/wp-content/uploads/2015/06/Unlocking-Millennial-Talent-c-2015-The-Center-for-Generational-Kinetics.pdfPricewaterhouseCoopers: http://www.pwc.com/gx/en/issues/talent/future-of-work/millennials-survey.htmlEventbrite, Millennial Research: http://eventbrite-s3.s3.amazonaws.com/marketing/Millennials_Research/Gen_PR_Final.pdfDeloitte:,The 2015 Millennial Survey: http://www2.deloitte.com/content/dam/Deloitte/global/Documents/About-Deloitte/gx-wef-2015-millennial-survey-executivesummary.pdfAV Network: http://www.avnetwork.com/av-technology/0002/report-gen-y-executives-prefer-video/91604
Deloitte: The 2016 Millennial Survey: http://www2.deloitte.com/global/en/pages/about-deloitte/articles/gx-millennials-one-foot-out-the-door.html
