1. Understanding Your Millennial Workforce: More than Bean Bags and Free Food presented by: Ali Badibanga and kate McClung

2. Millennials
To some, they are the next ‘‘Greatest Generation,’’ armed with the tools and inclination to drive toward a better future in a world facing economic, geopolitical, and environmental crises.
To others, they are ‘‘Generation Whine,’’ young people who have been so over-indulged and protected that they are incapable of handling the most mundane task without guidance or handholding

3. Why Are We Discussing Millennials?
Organizations today are facing generational challenges, and it’s not because your generation is so different and problematic, but because for the first time there are four generations in the workplace.
Source: (Pew Research, 2015)

4. The millennial generation
An Overview of Four Generations
Generation
*Years Born
*Age in 2017
*Projected Population
Aspiration
Millennials
1980 to 2000
20 to 36
75.4 million
Freedom and flexibility
Generation X
1965 to 1979
37 to 52
66 million
Work-life balance
Baby Boomers
1946 to 1964
53 to 71
74.9 million
Job security
Silent Generation
1928 to 1945
72 to 89
28 million
Home ownership
*According to U.S. Census Bureau, April 2016

5. Millennials are often marginalized…
Popular negative stereotypes:
Entitled
Lazy
Disconnected
Narcissistic
Popular names
Trophy Generation
Selfie Generation
iGeneration
Generation Me

6. Entitlement
“Millennials have been told they can have anything in life”
65% of Americans say millennials are entitled, 58% of millennials agree (Ekins, 2014)
Positive Results from Entitlement:
Social progress - women’s suffrage started because enough women began to see themselves as entitled to vote
Improvement in “basic needs”
U.S. Census Data from 2005

7. Millennials are more than popular assumptions
Millennials are unlike preceding generations. They view the world differently and have redefined the meaning of success, personally and professionally.
Life is viewed in more circular and optimistic terms
Multiple opportunities to stop along the way, with great views
Continuous learners, connected with the world around them, team players, diverse, achievement-oriented, socially conscious and highly educated

8. Four ways to harness the abilities of your millennial employees
Four ways leaders can harness the abilities of their millennial workforce
Four ways to harness the abilities of your millennial employees

9. Four ways leaders can harness the abilities of their millennial workforce
Recognize the potential of your team’s talents: provide younger employees with opportunities outside of their comfort zone. Such experiences build trust and increase self-efficacy (the belief in one’s abilities to succeed in specific situation or task).

10. Four ways leaders can harness the abilities of their millennial workforce
2. Provide opportunities for cross-training: allow younger employees to learn the various perspectives of your organization. Ultimately, you will increase their strategic value, as employees who’ve had the chance to rotate and understand through multiple departments can offer new ideas for improvement on future assignments.

11. Four ways leaders can harness the abilities of their millennial workforce
3. Foster an environment for new ideas: everyone has a unique story and lived experiences. Take advantage of new and innovative material from the minds of next gen employees. This approach generates creativity and keeps the work more exciting.

12. Four ways leaders can harness the abilities of their millennial workforce
4. Remain flexible: Many Millennials are unconvinced that excessive work demands are worth the sacrifices to their personal life and if they come into an organization and find they’re not getting the full life they want, they will look elsewhere. Remember, getting the work done in less traditional ways doesn’t mean less quality or productivity.

13. What millennials want from their employers

14. What millennials want from their employers
Coaching
Millennials were raised with constant coaching and feedback and expect it to continue in the workplace. Coaching will keep Millennials engaged in their work. This doesn’t need to be time consuming or overly formal. Coaching can be as simple as a quick response, a text or a two-minute conversation.

15. What millennials want from their employers
A brief conversation via text isn’t time consuming and can provide the reinforcement and loyalty to grow with the organization.
Executive Director
I know you have a lot on your plate right now, but I know you can manage it.
Thanks! I’m trying to stay on top of things as the campaign is kicking off.
Check out this website on task management – it really helped me: lifehacker.com

16. What millennials want from their employers
Collaboration
Millennials are natural collaborators, particularly when the group’s purpose and goals are understood. Employers should be clear about deadlines and any business boundaries the group should be aware of.

17. What millennials want from their employers
Though they are independent thinkers, Millennials love working in teams.
Check list
Purpose: Increase donor engagement online
Goal: Increase online giving by 10%
Deadline: May 4pm
Budget: $1,000
Social Media Uses: Facebook and Twitter

18. What millennials want from their employers
Knowing the Big Picture
Millennials (and other employees) need to see the “big picture”. This creates context and enables people to honor the mission, vision and values of the organization. When decisions are made, they are more likely to be made in favor of the organization.

19. What millennials want from their employers
I’m so glad senior leadership shared with me our strategic plan. Now I understand how my everyday role fits into the bigger picture

20. What millennials want from their employers
Motivation
Millennials want a work environment that is comfortable and which inspires them to contribute…aka make an impact! Reinforce good performance with opportunities to develop new skills and to help young professionals feel empowered.

21. What millennials want from their employers
The team of from earlier increased online giving by 16% and saved $200 from the budget. They’re Executive Director rewarded them with another big project and an increased budget!

22. How Millennial Are You test by Pew Research

23. Thank you!
The End