Download - Millennials As Supervisors: Strategies for Success SXSW 2014

Reprinted or used with the permission of Gallup Inc. Copyright © 2013 Gallup, Inc. All rights reserved.

Millennials as Supervisors: Strategies for Success

Jennifer H. Selke, Ph.D. @jennselke

#GenYWorker

workstrengths.com


About Me: Millennial Expert


About Me: Gallup Certified Strengths Coach


Keeping Millennials Engaged

Reprinted or used with the permission of Gallup Inc. Copyright © 2013 Gallup, Inc. All rights reserved. Reprinted or used with the permission of Gallup Inc. Copyright © 2013 Gallup, Inc. All rights reserved.

Fighting Stereotypes

Entitled Narcissistic

Needy Lazy

Job Hoppers


Looking-up to find out information Rules, regulations, and policies Authority Hierarchy

Work: The Old Way


Consensus building Ideas from anyone Empowering Think Differently Individualize

The New Way


By 2020, 46 of all employees in U.S. will be in the Millennial Generation.


Generation Y / Millennials

(1980 - 2000)


Millennial Supervisors Confident Make an Impact Learner Driven to Innovate Tech-Connected


The Cost of Turnover

Society for Human Resource Management

30-50% of the annual salary of entry-level employees

150% of middle level employees

up to 400% for specialized, high level employees


Get the most out of them for as long as they stay

Over 25% expect to have 6 or more employers in their career


Managing them to Leave


45 Strategies for Success as a Millennial Supervisors


Actually I have

7


Age Diversity

1


Generations

The Greatest Generation (1901-1928) The Silent Generation (1928 - 1945) The Baby Boomers (1946 - 1964) Generation X (1965 - 1980) Generation Y / Millennials (1980 - 2000) Generation Z (Early 2000's - present)


The Silent Generation (1928 – 1945)


The Silent Generation

”Great Depression" by buckle1535 is licensed under CC BY 2.0


The Baby Boomers

(1946 – 1964)


Baby Boomers


Pension

Individual

Hierarchical

Apprentice

Structured Work

Baby Boomers


“Each generation imagines itself to be

more intelligent than the one that went before it, and wiser than the one

that comes after it.”

~ George Orwell


Generation X

(1965 - 1980)

Lost Generation Cynical Under Socialized Slackers Latch Key Kids


Generation X Generation X

Value Ideas

Degrees

Better Offers

Move up


Diversity Training

Cross Generational Work Teams Training: “Generation Shock”


“The Ys told us they were so happy to learn why the baby boomers were so

conservative and why Gen X didn’t want to share information with them.”

Marjolaine Rompré, director of learning for development at

L’Oréal Canada.


Education Oriented Desires Feedback Wants to Grow

Learner-centric


Growth and Development 2


#lifeskills training


360 degree feedback


Engagement 3


Strengths Based Management

4


PEOPLE WHO FOCUS ON USING THEIR STRENGTHS MAXIMIZE THEIR POTENTIAL

People who learn to use their strengths every day have 7.8% greater productivity.

Teams who receive strengths feedback have 8.9% greater profitability.


PEOPLE WHO FOCUS ON USING THEIR STRENGTHS …

are three TIMES as likely to report having an excellent quality of life

are six TIMES as likely to be engaged in their jobs


n  look forward to going to work

n  have more positive than negative interactions with coworkers

n  treat customers better

n  tell their friends they work for a great company

n  achieve more on a daily basis

n  have more positive, creative, and innovative moments

PEOPLE WORKING IN THE STRENGTHS ZONE …


Finding a coach at work

5


goal oriented immediate

impact


Challenge Norms Equality not Heirichy


Tech Savvy | Fast Pace | Connected


6 Communication Skills


Adaptable Positive Playful


Love Working as a Team


After-hours Work 7


The Challenge


The Cost of Turnover

Society for Human Resource Management

30-50% of the annual salary of entry-level employees

150% of middle level employees

up to 400% for specialized, high level employees


"To love what you do and feel that it matters -- how could anything be more fun?”

~Katharine Graham