managing millenials: getting what you need from gen y

Sherri Petro

Managing Millennials:Getting What You Need From Gen Y

2013

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The Generation Mix In 2013

♦ Traditionalists – Born 1925-45– 68-88 years

♦ Baby Boomers – Born 1946-64 – 49-67 years

♦ Generation X – Born 1965-80– 33-48 years

♦ Generation Y – Born 1981-1995?– ~17-32

The Generational Mix In 2013

TraditionalistsBorn 1925 -1945

68-88 years

Generation XBorn 1965-1980

33-48 years

Baby Boomers Born 1946 -1964

49-67 years

Generation YBorn 1981-200(?)Under 33 years

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The Objectives

♦ Define the issue at hand♦ Revisit the generational mix ♦ Discuss expectations and how you can

message them♦ Share best practices to more effectively

manage Gen Y

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Hmmmm…..

WHY ARE YOU HERE

TODAY?

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Answers From Generational Work

♦ Work ethic differences♦ Entitlement mentality♦ Defy logic♦ Not on same

wavelength♦ Delegation is not

working♦ Conflict resolution

uncertainty

♦ Performance review, career development discussions go south

♦ Reward & recognition expectations

♦ Learning style differences

♦ Disrespect for people and policy

♦ Odd team dynamics

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The Problemhttp://www.youtube.com/watch?v=V2f-MZ2HRHQ

Value-Creating Communication

Inspired by Communication Catalyst: Connolly/Rianoshek

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Understand

Align

Act

Adjust

Disconnected Communication

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The Intersection That Counts

Relevant Facts

YourMillennials’ ViewYour View

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1111

Your View

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Partner Discussion

Let the understanding begin….

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Reflection

2. What Do You Need To Have Happen?

1. What is Not Getting Accomplished?

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Gen Y as A Generation

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From Pew Research

Gen Y: What’s Important

♦ Think “C” –Cause–Community–Creativity–Connection–Collaboration–Consistency

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Gen Y Work Style

♦ Menu-driven thinking♦ Digital natives♦ See mistakes as learning

opportunities♦ Think globally♦ Have positive expectations♦ Expect customization♦ Expect interactivity♦ Express -- not impress♦ Loyalty to those that help

them grow

♦ Flexibility♦ Multi-taskers♦ Desire mutual respect♦ Ready for collaboration♦ Want to make a

difference♦ Celebrate diversity♦ Acknowledged

for being here♦ Looking for an experience♦ Happiness

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Gen Y Communication

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Gen Y Expectations of Managers

♦ Managers Who Drive Them Crazy

– Are cynical and sarcastic

– Treat them as if they are too young to be

valuable

– Are threatened by their technical savvy

– Are condescending

– Are inconsistent and disorganized

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Ummmm – Why Not Ask?

• Be sure to follow-up with “I may not be able to support you all those ways. I do need to understand your expectations”

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Potential Strategies

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Start Here

Exercise Time

Think of 1 or 2 issues you want counsel on in relation to your own

Gen Y(s)

Feedforward by Marshall Goldsmith♦ YOUR ISSUE

– Pick one of the issues you would like counsel on. It should have a positive impact in the workplace.

– Describe this to your partner• I want ________________

– Ask for feedforward • Do you have any suggestions?

– Listen and take notes but do NOT comment.– Thank the person, ask them for their information and offer

suggestions

♦ YOUR COUNSEL– Think of everything you’ve just been exposed to in this class– What ideas do you have for this issue?

Activity Debrief

♦ Insights? ♦ What did you --

♦ Notice? ♦ Hear?♦ Learn?♦ Take Away?

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Recruiting Strategy

♦ Have a Gen Y from the organization be available for questions

♦ Text them with status updates to connect in♦ Use words like

– Dynamic– Creative– Stimulating– Growth

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Onboarding Strategy

♦ Engage from the get-go– Have the technology set up for day one – If not possible, get them on a field ride or job shadow

on day one

♦ Leverage technology during the orientation and training process

♦ Use a Baby Boomer mentor to help them navigate the social network

♦ Be the person that helps them grow

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Learning Strategy

♦ Edutainment – Make learning fun♦ Combine teamwork and technology ♦ Like discovery and the mystery of

unanswered questions♦ Use scenarios to help sharpen critical

thinking skills♦ Engage them to insure they retain♦ Link learning to making a future (both

making a difference and making money)

Work Prioritization Strategy

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Delegation Strategy: Answer These

1. Why did you choose the Gen Y?2. Why are we doing this project/task? 3. What is the goal?4. What’s the priority?5. How soon do you need it?6. What are the consequences of not meeting the deadline or

completing this successfully?7. Where can we afford to make mistakes and where can’t we?8. Who and what are the resources available to them?9. When shall we have milestone checks?

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Debriefing Strategy

♦ What went well?

♦ What could have been even better that we

have control of?

♦ What would you have changed given our

resources?

♦ What was missing that we can control?

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Team Strategy

♦ Combine teamwork and technology – Teamlab

♦ Balance teams with different generations♦ Define rules of engagement so Gen Y

understands the limits♦ Mentor one-to-many conversations♦ Allow them to play different roles on the team to

gain experience♦ Explain impact of not getting work done on other

team members

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Conflict Resolution Strategy

♦ Take the “scary” out of conflict by sharing that our desired outcomes from conflict are:– Equitable and fair agreements– Stronger relationships that help us build

bridges of goodwill and trust for the future– Learning about ourselves and creative

problem-solving

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Performance Review Strategy

♦ Start with the positive♦ Tell them what makes you happy♦ Be direct and clear♦ Expect a collaborative approach to

reviewing ♦ Learn about their career goals♦ Align your requests with their career goals

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Confidentiality Strategy

♦ Explain– Confidentiality does not negate transparency

and authenticity– Consequences of sharing confidential

information– Personal impacts of violating trust – Organizational impact on their friends– Differences in significance between

confidentiality and secret-keeping

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Communication Strategy♦ Name it.

– Be very clear on what you really want to happen.

♦ So What? – Share the facts and why you need it to

happen.♦ Now what?

– Provide exactly what you need of them.

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Communication Strategy

♦ Be positive and upbeat♦ Commit to explaining the “why?”♦ Make it safe for them to ask questions ♦ Connect the dots♦ Leverage a supportive coaching

philosophy: people are whole, resourceful and creative

♦ Be appreciative of their effort

Let’s Practice

Think of one issueyou would like to take

address right now

with your Gen Y

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Pick a Partner♦ What It’s Your Issue

– Name it. • Be very clear on what you really want to happen.

– So What? • Share the facts and why you need it to happen.

– Now what? • Provide exactly what you need of them.

♦ When It’s Not– Be A Gen Y!

Activity Debrief

♦ Insights? ♦ What did you --

♦ Notice? ♦ Hear?♦ Learn?♦ Take Away?

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For Fun!

Pew Research’s

How Millennial Are You?

http://www.pewresearch.org/quiz/how-millennial-are-you/

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The Objectives

Define the issue at handRevisit the generational mix Discuss expectations and how you can

message themShare best practices to more effectively

manage Gen Y

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Evaluation

GREAT HO-HUM UH…NO

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Thank You!

Your Facilitator:Sherri Petro

VPI Strategiessherri@vpistrategies.com

858-583-3097