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Washington Area Comp & Benefits AssociationFebruary 18, 2016

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Motivating the Millennialswith Dr. Bob Nelson

Motivating the Millennials

WACABA presents

Bob Nelson, PhD

Meet Bob Nelson, PhD

President, Nelson Motivation Inc. Co-Founder, Recognition

Professionals International New York Times / Wall St. Journal

Best-selling Author


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Dr. Bob!

Motivating the Millennials

The Pending Crisis in Skilled Labor Profile of the Millennials Key Influences & Events Millennial Work Attributes Motivating the Millennials Questions & Answers


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The Pending Crisis in Skilled Labor

Not a labor shortage, but a skilled labor shortage.


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The Skilled Labor Gap will Increase

NEEDEDAVAILABLE

2002 2012 2022

PE

OP

LE

(M

ILL

ION

S)250

200

150

100

50

Adapted from Employment Policy Foundation Analysis and projection of Census/BLS and BEA data

In a recent year, the U.S. was short 3 million skilled workers in the manufacturing sector alone.


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Source: Bureau of Labor Statistics

• 30 million Americans will be added to the U.S. healthcare system in response to the Affordable Care Act Healthcare Reform

• 1 million additional nurses will be needed by

2020 in America, representing a 58% increase since 2000: half for attrition, half for Obamacare

• 37% of newly licensed RNs are thinking of

leaving their jobs (a 13% current vacancy rate)

The Pending Shortage of Nurses

“The war for talent is over:

Talent won.”

Carl CamdenPresident and CEO

Kelly Services


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The Millennials Are Coming

The Millennials Are Coming

Generation Age % WorkforceTraditionalists (69+) 2 Baby Boomers (50 - 68) 34Generation X (30 - 49) 28Millennials (21 - 29) 36

44 MM Millennials are here; 46 MM more are coming

50 MM Gen Xers can’t replace them

70 MM Boomers retiring


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76% of younger workers plan to find a new job as the economy improves.

— Harvard Business Review

“ ”It costs employers $15-25K to replace every Millennial who leaves the organization


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Profile of the Millennials: Do You Know Me?

MILLENNIAL MAN


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D.O.B.

Height

Weight

Address

Education

Tools

Connection

Other

1980-2000

As far as I think I can go

I matter and what I do matters

Upscale, and wanting to move up

The best in history

All the latest high-tech

Instant, variety of modes

Optimistic, socially responsible

Millennials: What They Value

• 61% are actively worried about the world

• 72% want to make a direct social impact

• 60% value a sense of purpose in an employer

• 88% don’t feel $$ is their main motivator

• 78% will work for less if challenged

• 81% donate to one or more charities


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The Millennials Speak

Key Influences

PARENTS

Loving, Sheltering Helicoptering, Clinging Pressure to Learn, Succeed No Limits, No Boundaries Close Relationships (90%) Congruent Values


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TECHNOLOGY iAnything Texting, IM Facebook

76% use instant messaging75% have a profile on Facebook 44% read blogs


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PEERS

Active in Teams thru Childhood

Constant Contact via Cell & IM

Peer Influence & Pressure


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1991

Events Shaping the Millennials

9/11/01

1991 1999 1999

2008 20111999 - 2000

Millennial Work Attributes


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On Expectations

On Working Hours


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On Authority

Upsides

Downsides

Millennial Work Attributes

Techno wizards Quick Learners Resourceful Hardworking, high achieving

Inflated opinion of themselves

Overconfident, especially given limited experience

Need to be constantly challenged

Need instant and ongoing feedback


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What Millennials Want in a Job

Career Advancement Opportunities (55%) Salary (52%) Interesting & Challenging Work (42%) Benefits (30%) Training/Mentorship (27%)

How to Motivate Millennials

Work Direction Personal Development Social Interaction Recognition/Feedback


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Work Direction

Provide general structure to work within, but allow their imprint

Ask for and use their ideas

Keep them engaged

69% of Millennials want morefreedom at work

89% of Millennials want to choose where & when they work

Personal Development

Be a mentor & a coach Provide opportunities to

learn and grow Think long-term; connect

them to the future

75% of Millennials want mentors


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Social Interactions

Allow team work assignments

Provide socializing opportunities

88% of Millennials consider a

positive work culture essential

Recognition/Feedback

Provide frequent feedback

based on their performance.

Provide context for how their

contributions relate to goals.

Be transparent and authentic.

Most Millennials expect daily recognition & feedback at work


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How to Motivate Millennials

Keep Them Challenged Personally Coach Create Social Interactions Frequent Recognition

and Feedback

Zappo’s Mission: “To Live and Deliver WOW”


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Compliments of WACABA

www.drbobnelson.com1‐858‐673‐0690


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I've learned that people will forget what you said, people will forget what you did, but people will never forget how you made them feel.

— Maya Angelou American Poet Laureate

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Bob Nelson, Ph.D.

[email protected]

1 (858) 673-0690

www.drbobnelson.com

www.linkedin.com/in/drbobnelson

Questions?

Speaking & Consulting Services

eLearning Modules & CEU Credit

Resources, Articles & Assessments

Best Product & Bulk Book Discounts

Free Tip-of-the-Week Registration


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The world is passing through troubled times. Young people think of nothing but themselves. They have no reverence for parents or old age. They talk as if they know everything, and what passes for wisdom with us is foolishness with them.

— Aristotle322 B.C.

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Thank You!