Jude Kiah

Born (currently between 18-33) 90 million of them – As many as Baby Boomers Twice as many as Gen X ( ) 50% of them will move home after college graduation Doting Parents Egregiously happy childhoods One or no siblings Single rooms – larger homes Very Tech-Savvy

Lack of competition as a motivator Achievement is important, but everyone should be rewarded (even for just showing up) Don’t understand failure as an option or how to cope Not loyal to a company or organization (and why should they be?) Will not settle Do not live to work

Self-centered (not to be confused with selfish) Very Directed with clear priorities Not liberal arts people! Cost drives concrete thinking! Many jobs (even 4 in a year) is not a bad thing Do not like convention for sake of convention

How do they think?

Many are afraid to take singular stance without group consensus Risk averse- fearful of mistakes Require coaching to get them to acquire true leadership Structured lives have led to reticence of intiative

“They are finding that they have to adjust work around our lives instead of us adjusting our lives around work,” a teenage blogger named Olivia writes …. What other option do they have? We are hard working and utilize tools to get the job done. But we don’t want to work more than 40 hours a week, and we want to wear clothes that are comfortable. We want to be able to spice up the dull workday by listening to our iPods. If corporate America doesn’t like that, too bad. They don’t have much of a choice because there are other jobs out there that will take us.” -p

Not going to be with 1 or 5 or even 10 companies. They’ll leave if you are mean, condescending, or don’t care to hear what they think. Their hair and tanning appointments are every bit as important as that business meeting. You will recognize me sincerely when I do something right….you will not show disappointment when I don’t. Don’t ask me to pay my dues. Respect me now. Why is age tied to good ideas? I have a life, and it isn’t necessarily work related. (They’ve seen how that works) There are plenty of jobs out there. (Even in recession)

Social Networking (Facebook, Twitter, etc) Btw, be results oriented…. They will work odd hours, but they want freedom of their entire life. They don’t see that texting or checking or posting a tweet matters to their results…. (not in front of customers) They are not experienced conflict managers! Overuse of tech! Racially open and accepting Culturally, too. (Gender, color, religion, sexual orientation) 90% say interracial dating is okay.

Change YOUR perspective (they aren’t going to ) Speak like a therapist Challenge them Cater to them Relax convention (where you can) Don’t expect them to eat and breathe work (but know they view career and life as one) They do not have the same work/home balance issues. They just want freedom to do what is important at the moment. 60% of IBM’s employees are now “mobile”.

They don’t feel lucky to have a job, so don’t treat them as such; it would be seen an condescending and petty. Don’t assume basic skills (and don’t be insulted by this!) Office etiquette Business Dinners Personal dress and Appearance Conflict Management Don’t be threatened by their technical skill

Millennials are very tied to their parents ¾ of year olds received financial help from their parents Due to this lack of independence, expect for parents to be involved in the workplace Job offers Work evaluations Salary negotiation Don’t immediately blanche at this! Recruit the family, but draw the line!

Don’t promise long term gains at work Don’t waste their time (face time doesn’t matter) Find out what is valued (time, probably) Never promise something abstract Understand they aren’t focused on “what’s next” only what you give them to do “right now” (function of their structured lives) Treat them with respect. Coach

They are not going away – 50% of teachers retiring in 5 years Average nursing age – 47 60% of all federal workers are within 5 years of retirement Change how YOU think – but keep your expectations. The real lesson of Millennials is that they require far more management and management skill than their predecessors did.