Life Work Business Results Connecting Dots...Scaling and Next Steps • Spread to more...
Transcript of Life Work Business Results Connecting Dots...Scaling and Next Steps • Spread to more...
2x more graduates go to tech companies than decade ago
More options to choose from - owning or building a business is more viable option for 90%
Recruit
Recruit Retain Culture
2x more graduates go to tech companies than decade ago
More options to choose from - owning or building a business is more viable option for 90%
RecruitRecruit
Wider choice and different preferences
2x more going to work in young/new companies
90% want to found or build startups
Top concerns - Compensation and Promotion
Decline in real income / purchasing power
Easy to switch jobs, easier to get pay raise and promotion
Retain
2x more graduates go to tech companies than decade ago
More options to choose from - owning or building a business is more viable option for 90%
Recruit
Recruit Retain Culture
Buy In
2x more graduates go to tech companies than decade ago
More options to choose from - owning or building a business is more viable option for 90%
RecruitBuy-in from organizationthrough Reverse Mentoring Program
Challenge: limited understanding that the MV program is needed, that there is an issue or underscoring its importance
Objective: Get senior and then mid-level executives to understand first hand the necessity and fundamentals of the MV program
Benefits of Reverse Mentoring Program
Benefit to execs: Provide external and lower level input, serving as a personal focus group
Benefits to Millennials: Provide opportunity to get sponsorship, for both for careers and projects, as well as offer unique access to senior execs POV
Benefit to Program: personal investment of senior execs and their buy-in
How to start Reverse Mentoring
• Project sponsor – senior exec (CPO) Project leader – millennial
• Mentees - start 1 level above where to you want to drive change – e.g. if Middle management then start with CEO -1/-2 – showing good example
• Find an honest/rebellious Millennial partners
• 30-60min every 3-6 weeks.
• Preparation before - kick off meeting for Milennials + regular feedback project lead with Mentor/Mentee
Key Challenges of Reverse Mentoring
• Execs - waste of time
• Execs - not prepared, resulting in vague discussion
• Millennials - too polite, nothing new, boring, self promoting
• Millennials - too aggressive immature
• All - actionability
Scaling and Next Steps
• Spread to more teams/geographies (aka direct reports of initial execs)
• Let Millennials recruit “millennial mentors” and execs do the same
• One of discussed ideas becomes a project
• Include Millennials on exec board/direct report meetings
• Add Millennials to presentation, offsites etc