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De-Mystifying the Millennial Worker:
High ROI, Low-Cost Ways to Become a Powerhouse Workplace for Millennials
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mail: P.O. Box 509 Eau Claire, WI 54702-0509 • telephone: 866-352-9539 • fax: 715-833-3953email: [email protected] • website: www.lorman.com • seminar id: 394744
Michael Stapleton, AnyPerk, Inc.
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De-Mystifying the Millennial Worker:
High ROI, Low-Cost Ways to Become a Powerhouse Workplace for Millennials
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mail: P.O. Box 509 Eau Claire, WI 54702-0509 • telephone: 866-352-9539 • fax: 715-833-3953email: [email protected] • website: www.lorman.com • seminar id: 394744
Prepared By:Michael Stapleton, AnyPerk, Inc.
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De-Mystifying the Millennial WorkerHigh ROI, Low-Cost Ways to Become a Powerhouse Workplace for
Millennials
1
2
1. The Changing Generations
2. A Portrait of Millennials
3. The 5 Drivers of Millennial Engagement
Agenda
Baby Boomers Gen YGen X
24%33%31%
50 - 70 32 - 50 13 - 32Age
% Workforce
Defining Traits Optimistic
Hard Working
Consensus-Oriented
Long-Term Goals
Skeptical but Pragmatic
Work-Life Balance
Competence-Oriented
Titles Unimportant
Entrepreneurial
No Work-Life Distinction
Teamwork-Oriented
Making a Difference
The Changing Generations
3
What Millennials Want
Social Connectivity
Lifestyle Conveniences
Growth Opportunities
Purposeful Work
Autonomy
• Workforce majority. And, this is increasingly the case.
• Understand your buyers. Because they are your buyers as time goes on.
• Hardworking. They may want to work on different terms, but if treated properly, they can be extraordinarily productive.
• Creative. A generation that grew up being told to express themselves.
Why You Want Millennials
4
AutonomyThe ability to achieve in one’s own
way, as long as the goal is reached.
• Higher output due to motivation from responsibility
• Truly creative problem-solving
• Lower turnover over time from higher engagement with projects
• Stronger employer-employee relationship
• Lack of quality control
• Freedom without direction
• Avoiding plans
Autonomy Done Right Ignoring Poor Quality
5
Achieving Productive Autonomy
Techniques for Success
• Start with autonomy, find a reason for being more directive.• Set clear, measurable goals. • Reinforce a meritocracy by celebrating results, not effort. • Give full ownership of projects early on in millennial’s career to
encourage difficult learning. • Include millennials in high-level conversations (but make it
clear you’re pursuing democratic input, not outcomes).
Social ConnectivityAn environment where millennials connect with each other in such a way that fosters greater
business results.
6
• Doesn’t force millennials to strictly separate their personal and professional lives
• Enhanced collaboration derived from stronger relationships
• Greater tenure due to personal investment in company
• Higher levels of peer accountability
• Employees see your company as a social environment first and a business second
• Social events have nothing to do with the business
• Social drama interferes with work output
Social Connectivity A Constant Party
• Interview for cultural fit based on values, not popularity or like-ability
• Implement collaborative tools like Yammer
• Enable direct access to social sharing, such as an Instagram account, for employee activities
• Host social activities to celebrate business success
• Include significant others in social activities
• Have an office gong
• Try open seating
• But, have a “quiet room” to reinforce the idea that not all work is collaborative
• Have the last birthday celebrate the next birthday to prevent silos
Techniques & Tools for Success
Fostering Social Connectivity
7
Lifestyle ConveniencesConveniences an employer provides that
demonstrates the company cares about the employee as an individual.
• Employees’ everyday lives are easier, and they see the employer as key to that ease
• Millennial can spend more time at work because he/she doesn’t have to do as many mundane tasks
• Providing lifestyle conveniences is about demonstrating you value employees, not fostering a sense of entitlement
Lifestyle Conveniences Pampering to Spoil
8
• Sponsor conveniences that enable work, such as dry cleaning, car washes, daycare, etc.
• Consider “new” benefits, like pet insurance
• When you first offer a new convenience, explain how it relates to a business objective at an all-team meeting
• Offer conveniences that reflect your company’s culture
• Consider removing conveniences in place if work performance declines
• Don’t tell people the conveniences are there because “they’re special”
Techniques & Tools for Success
Providing Lifestyle Conveniences
Growth OpportunitiesOpportunities that expand the production
capacity of the employee in a way that benefits the millennial and the company.
9
• Faster learning because of mutual understanding of growth requirements
• Tenure is seen as a thing of the past
• Faster growth of skills than was possible with previous generations because of a results-oriented culture
• Increased ambition because the millennial doesn’t feel like they’re “waiting around” for their turn
• Millennials believe everyone can advance because everyone is special
• Promotions become expected because they’re based on time, not achievement
• Millennials believe it’s your job—not theirs—to help them grow
Growth Opportunities Promotional Entitlement
• Explain up-front how much work is required for advancement
• Include an achievement-based explanation for every promotion
• Provide feedback at least monthly (preferably more often) so that millennials don’t think they’re advancing faster than they really are
• Set aside time at work for learning
• Have a “how are you better than yesterday?” board
• Sponsor conference attendance based on employee proposal
• Host lunch-and-learns with cross-functional groups
• Invite speakers to your office
• Online learning resources: Lynda.com, Grovo, Udemy, Jhana
Techniques & Tools for Success
Promoting Growth Opportunities
10
Purposeful WorkWork that clearly relates to the ultimate
output of the company and matters to the individual.
• Employee knows exactly how his/her work relates to larger business outcomes
• Employees unite around a clear, powerful company vision
• Company core values are exciting, not boilerplate
• Employees think their personal interests trump business goals
• No interest in where the company is headed longer-term
• Decisions that make employees feel better trump sound business decisions
Purposeful Work “It’s All About Me” Syndrome
11
• Dig deeply into motivation when hiring
• At 1:1s, always reinforce how each project impacts the company’s goals
• Ask employees how they would do things differently the next time a project comes up
• Demonstrate as a manager that you’re willing to do work that isn’t your favorite but impacts the business
• Never let an employee avoid a project just because he/she “isn’t interested”
• Mission and vision have huge placement on company walls
• Give out awards for employees who best embody company core values
Techniques & Tools for Success
Ensuring Purposeful Work
About AnyPerk
12
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