1. Welcome to BB9!

2. THANK YOU TO OUR CORPORATE SPONSORS

3. WELCOME TO OUR NEW MEMBERS!

4. UPCOMING EVENTS Cottontail Classic/ Easter Hunt McGaw Park 8:30 a.m. Business Before Nine (BB9) Wyndham Hotel 2969 Cahill Main, Fitchburg, WI 7:45 a.m. – 9:00 a.m. Spring Business Expo Fitchburg Community Center 4:00 p.m. – 7:00 p.m. April 14, 2016 March 26, 2016 April 5, 2016

5. 2016 Guides to Fitchburg Are Here!

7. What has been your biggest challenge when working with Millennials? TABLE TALK

8. PRESENTER Laura Voll Madison College 's Department of Business and Industry Galloping Lane Marketing

9. Business and Industry Services · 608-243-4479 www.madisoncollege.edu/business-industry-community-services customizedtraining@madisoncollege.edu Leadership Academy Managing Millennials in the Workplace

10. Madison College Business & Industry Services, Professional Development – Madison College is committed to the success of our communities, providing solutions to the many challenges that organizations face, both large and small, for-profit, public, and non-profit alike. – We do this through a team approach of street- smart, been-there-done-that professionals, with experience and expertise needed to help organizations beyond simply tailored approaches.

11. Most Common Customized Learning Engagements Leadership Development Continuous Improvement Technical Skills Software Skills

12. Millennials… SMART Tech Savvy Confident Coming to a cubicle near YOU! They are:

13. Today’s Objectives Recognize the impact of generational diversity in the workplace. – What experiences have shaped people in different cohorts Identify possible generational differences in the Millennial generation. – How to best communicate with and lead each cohort Offer tips for how to manage Millennials in work environments.

14. Managing Generations Silent generation 1925-1942 Baby Boomers 1943- 1960 Generation X 1961- 1981 Millennials 1982 – 2005

15. Generations in the Workplace Millennials overtook the Baby Boomers in 2015 By 2020, Millennials will represent 50% of the workers By 2050 Millennials will represent 75% of the workers

16. Silent Generation (1925-1942) Believe in conformity, strong sense of right and wrong, logical, loyal, understand history as way to plan for future, prefer hierarchy, postpone pleasure, put time in, willing to help (3% of the workforce) Significant life events – The Great Depression – World War 2 – Emergence of the Silver Screen and Television – Rise of labor unions Characteristics – Watched parents struggle during depression – Very careful with money – Duty drives conscience – Very loyal, patriotic – Security important – Respect based on chain of command – Traditional beliefs and lifestyles

17. Communication Styles Silent generation In person, one-on-one Clear, precise Don’t like being rushed Formal rather than informal Explain logic of actions & decisions Traditional recognition Experience and loyalty rewarded

18. Baby Boomers (1943-1960) Long work hours, build career, see themselves and career as one, commit to quality, work through difficult situations, find solutions, like being in charge, Significant life events – Civil Rights Movement – Cuban Missile Crisis – Assassination of JFK & Martin Luther King – Vietnam War – The Cold War – Neil Armstrong landing on the moon – Woodstock – Free Love – Women’s lib Characteristics – Competitive – Rebellious – Largest in the workforce – Involved with child care and elder care – More educated – Want more – Driven, committed work style – Experimental – Likes consensus – Likes lots of into for decisions – Often first to go to college in the family – Question status quo – Respect based on Tenure – Status driven

19. Communication Styles Baby Boomers: Ask questions Like to be coached One-on-one Will make themselves available State objectives and desired results Need to see steps toward defined goals Need to feel valued Their contributions are important

20. Generation X (1961-1981) Prefer high quality end results over quantity, set and meet goals, very productive, multi-task, see themselves as free agents, comfortable with authority but not impressed with titles, technically competent, value diversity, love independence Significant life events: – The first Personal Computers – MTV – AIDS – The Challenger disaster – Massive downsizing in corporate – Single-parent homes, latch-key kids Characteristics – Independent – Self starters – Witnessed many dramatic changes – High number of divorced families – More educated – Skeptical – Tech Savvy – Asks why – Irreverent – Respect based on competence

21. Communication Styles Gen X: Not afraid to ask questions Don’t do workplace politics Communicate through various methods, i.e. cell phone, email Tell what needs to be done – not how Informal recognition Give multiple tasks – allow them to set priorities Want effective leadership Regular – honest feedback & mentoring Don’t like a lot of rules, not very corporate

22. Millennials (1982-2005) Effect change, want to make an impact, multi-task all the time, express themselves rather then defining themselves through work, flexibility in hours and appearance, relaxed work environment, teamwork, want everything immediately, balance work and life Significant life events – Economic crash in ‘09 – School violence (Columbine massacre) – The digital age (internet, instant messaging, wireless technology) – Terrorist attacks of 9/11 – Fall of Berlin Wall – Wars in Iraq and Afghanistan Characteristics – Grew-up with technology – Very protective parents – More globally minded – Dual income, daycare, divorces – Accepting of others – Sense of entitlement – Creative, optimistic – Green generation – Respect based on likeability and competence – Shared responsibility – Scheduled childhood, often not self-directed adults – Teams and peer input important

23. Millennials Presumptions Unrealistic expectations Overly dependent Informal to the extreme OMG, LOL Millennials in the workplace video Millennials in the workplace video

24. Challenge of Leading Millennials Prior Generations had a more clear path: School, work, retire Millennials have a new model: Education, work, leisure, education, work, leisure, repeated They may take extended breaks for education or leisure Millennials have lots of confidence, and don’t feel like they need to “earn” their way to promotions They respect good leadership, not titles

25. Communication Styles Millennials: Seek Mentoring Communicate through internet, email, text Like clear picture of work environment Explicit desire for meaningful work More of a coach than a boss Informal communications They and their co-workers can turn this place around Want to have fun at work

26. Challenges of Managing Millennials Examples – May advocate for more flexible schedule, want to work 8-noon, take afternoon off, then work from 5-8 – May want to work from home a few days per week, or partial days – May send suggestions for better workplace, better customer service, new products, directly to upper-level management – May feel qualified and post for jobs quickly, feeling “why not me”, “I can do that”, no sense of paying dues.

27. Managing Generations Doesn’t everyone want – Flexibility – Career Growth Opportunity – Recognition for Good work – Express ideas – Educational Opportunities – Strong leaders!

28. Tips for Managing Millennials Willing to work hard when engaged – Always explain the WHY behind a project or task – Connect purpose and mission of organization to the task at hand Work to break-down barriers and communication gaps – Create effective teams – Mentorship programs Recognize commitment to social and environmental issues – Meaning over Money – Want to do work they are passionate about for people they respect Be flexible within structure and reason – Be creative with structure Recognize contributions – Informally – Regularly Make work FUN!

29. For More Information….

30. QUESTIONS?

31. Thank You! Laura Voll On behalf of Madison College Business and Industry Services Voll.laura@gmail.com