Leading & Managing Millennials
Birth Years 1946 - 1964 1965 - 1980 1981 - 1996 1997 - Onwards
Age 55 - 73 39 - 54 23 - 38 22 & Below
Introduction
▪ High-tech
▪ Confident/Avoid conflict
▪ Attached to home/parents
▪ Value time/flexibility at work
▪ Need lots of supervision early
▪ Ask why?/Seem disrespectful
▪ Constant feedback
▪ Opportunities beyond first position
▪ Fun/Friendly!
How Millennials Differ from Baby Boomers and GenXers
▪ They communicate differently (email, instant message, texting versus hand-written
notes and letters).
▪ They buy and sell differently (eBay, [Link] versus. small, local retail stores).
▪ They search for information differently (Google, Yahoo, Wikipedia versus library
“ready-reference” and encyclopedias).
▪ They socialize differently (Facebook, eHarmony, [Link] versus hanging out in
the neighborhood).
▪ They learn differently.
Millennials: What do they want?
▪ To feel valued/special/appreciated
▪ To receive constant feedback/affirmation/correction
▪ To be a part of something meaningful
▪ To feel like they are making a meaningful contribution
▪ To have flexibility/freedom (ability to work whenever and wherever they want.)
▪ To have opportunities for professional growth/promotion
▪ To have Variation in the job
A Fact
The 2016 Deloitte
Millennial Survey
collected the views of
nearly 7,700 Millennials
representing 29 countries
around the globe. All
participants were born
after 1982, have obtained
a college or university
degree, are employed
fulltime, and predominantly
work in large (100+
employees), private sector
organizations
Some more Facts about Millennials
250
50% 29% Friends
Consider themselves politically Consider themselves highest average number of
unaffiliated religiously unaffiliated Facebook friends
(Gen X = 200)
50 19%
55%
Texts
Posted a selfie on social media Average Texts per day Said that, generally, others
(Gen X = 20%) can be trusted.
Source : Pew Research Center
How to manage Millennials?
Teamwork Electronic Diversity &
Culture Literacy Flexibility
• Accomplish tasks as part of a team. • First to embrace technology that • Diverse management teams
• By structuring your staff in a way that connects people electronically • Flexible work environments.
Relies on everyone working together with • Opportunities for advancement and • Flexible work policies
defined roles new challenges. • Work-life balance
• Enjoy working in a collaborative, informal • Prefers visual learning methods coupled
work environment with video and multimedia
• More focused on end results. • Option to work remotely on occasion or even
• Important to relax the rules a bit. exclusively
• Expect rewards that are creative, • Micromanaging may results in disengagement
varied, and personalized and a loss of productivity
• Give them work that makes a difference • Give necessary tools and Let them take full
control
Allow
Focus on Results
Telecommuting
Advice
To Managers To Millennials
▪ Have Patience ▪ Act your age
▪ Talk to them ▪ Always be professional
▪ Work in teams ▪ Prove your worth
▪ Open Minded ▪ Be respectful
▪ Mold/ guide them ▪ Be open minded
What not to do?
UNDERINVESTING IN ASSUMING THAT ALL PEOPLE
TRAINING ARE ALIKE
87% of millennials consider career growth 05 01 Even within Millenials, there are
opportunities a desirable aspect of a job differences. Gen Zer are less collaborative
and are fast learners. This is important to and more entrepreneurial, hence require
keep them engaged as well different management techniques.
MISUNDERSTAND MOTIVATIONS 04 02 MILLENIALS ARE ONLY
INTERESTED IN TECHNOLOGY
84% of millennials care more about making a
difference in the world than about professional
FOR PURPOSE OF PLAY
recognition. Create a work atmosphere that is 03 Managers should know that millennials have
charged with meaning. Millennials want to feel like opened their eyes to technology. This means
they are working for a purpose larger than that employees are much more capable of
themselves. This helps to create engagement,
FAILING TO PERSONALLY applying technology for professional purposes
which in turn helps to create retention. MOTIVATE MILLENIALS than previous generations.
A third of millennial employees felt feedback
was the single most important thing needed
to improve professionally. Yet less than 20% of
millennials said they received routine
feedback.
[Link]
7 Keys to Managing Millennials
[Link]
How to get the most from Gen Y and Z employees
Thank You!
