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READY OR NOT
HERE THEY COME!
UNDERSTANDING AND MOTIVATING THE MILLENNIAL GENERATION
PRESENTED BY
GUSTAVO GRODNITZKY, Ph.D.
HERE THEY COME!
Understanding and Motivating the Millennial Generation
Companion Guide
What’s the Problem? 3
G.I. Generation
5
Silent Generation
5
Baby Boomers
7
Generation X
8
Generation Y (the Millennial Generation)
9
Generational Cycle
10
The Fourth Turning
11
What Gen Y Wants at Work
11
Gen Y and the Economy
12
Recruiting and Retaining Gen Y:
Gen Y Magnet Factors
12
Suggested Action Steps:
18
In Closing
About Dr. Gustavo Grodnitzky
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HERE THEY COME!
Understanding and Motivating the Millennial Generation
A problem cannot be solved
on the same level of consciousness
at which it was created.
Albert Einstein
What’s the Problem?
Currently, Gen Y makes up 20-25% of the workforce. By the year 2020, they will
represent 49% of the workforce. This shift will create a vacuum, increasing demand and
competition for young employees.
Generation Y requires more from management: more attention, more direction, more
flexibility, more feedback, and more remediation of skills. Managers will have to learn how
to lead and coach Gen Y if they are gong to have influence over them.
Managers face major challenges as they struggle to understand, collaborate with,
and integrate Gen Y into their teams. But, business leaders will have to learn to
think, communicate, and behave differently if they are to attract and keep these new
employees. Large Fortune 500 companies are already seeking to implement programs to
attract and retain Gen Y; medium- and smaller-sized companies will have to do the same
in order to stay competitive.
What will attract Gen Y to us? What will make them stay? What do they want? How
do we get them to work more effectively and add to the bottom line without driving us
crazy? These questions and many more—plus specific strategies—will be answered in
Ready or Not, Here They Come! Understanding and Motivating the Millennial Generation.
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HERE THEY COME!
Understanding and Motivating the Millennial Generation
UNDERSTANDING
GENERATIONAL
DIFFERENCES
There are three points that are key to understanding this presentation:
1.
Generations are nothing more than groups of people, bracketed by certain
years, that share common experiences. Those experiences can be world events,
national events, regional events, local events, and parenting styles.
All these things shape generations—as does technology. Point number one
is: technology shapes generations.
2.
We know from psychology that personality is a tendency to behave in a
particular way. We also know that environment is a better influencer of behavior
than is personality. Environment trumps personality. The environment in which
your employees live and work is called corporate culture. In short, culture
trumps personality.
3.
We create the characteristics of those that follow us in the workforce.
I will illustrate that with what I call “pendulum swings” of actions and reactions
from one generation to another.
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HERE THEY COME!
Understanding and Motivating the Millennial Generation
G.I. Generation
The G.I. Generation was born between 1900-1924. As of the 2010 US Census, there
are only five million remaining. A Civic Generation is defined as a generation whose
members are born into a period of time called an “unraveling,” when social institutions
start coming apart, and they come of age and move into adulthood during a period of
time that is called a “crisis.”
Silent Generation
The Silent Generation, born 1925-1945, is called Silent because they tended not to
challenge authority, not to push the edge of the envelope, and to accept things the
way they were given to them. This is the oldest generation still participating in the
workforce. As of the 2010 Census, there are 35 million remaining in this generation.
They are referred to as an Adaptive Generation—a generation that is born into the
period of “crisis” (the Great Depression, WWII) and they come of age (move into
adulthood) during a period of time that’s called an “economic high.”
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HERE THEY COME!
Understanding and Motivating the Millennial Generation
What two characteristics define this Silent Generation in the workforce?
1.
2.
UNIQUE CONTRIBUTIONS TO THE WORKFORCE:
COMMUNICATION:
“No news is good news.”
WORK ETHIC:
Loyalty to the company.
Do not draw attention to yourself.
CAREER GOAL:
Build a legacy.
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HERE THEY COME!
Understanding and Motivating the Millennial Generation
Baby Boomers
Baby Boomers (born 1946-1964) are called Baby Boomers because they represent the
generation that began with a baby boom with the return of the G.I.s after WWII.
There are 84 million Boomers in the United States.
The Boomers are an Idealist Generation because they were born into a period of time
called an “economic high” and they came of age during a period of time that was called
an “awakening.”
What two characteristics define this generation in the workforce?
1.
2.
UNIQUE CONTRIBUTIONS TO THE WORKFORCE:
COMMUNICATION:
Annual review with documentation.
WORK ETHIC:
Face time.
Loyalty was given to the team.
CAREER GOAL:
Stellar career.
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HERE THEY COME!
Understanding and Motivating the Millennial Generation
Generation X
Gen Xers were born between 1965 and 1981, and they number 68 million in the
US population.
They are a Reactive Generation. This is a generation born into a period of time that is
called an awakening, (late 60s and 70s), and they come of age during a period of time
called an unraveling. Again, an unraveling is a period of time when social institutions
start coming apart.
What two characteristics define this generation in the workforce?
1.
2.
UNIQUE CONTRIBUTIONS TO THE WORKFORCE:
COMMUNICATION:
Talk to you regardless of your position.
WORK ETHIC:
Productivity.
Loyalty to their skillset.
CAREER GOAL:
Work-life balance.
Portable career.
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HERE THEY COME!
Understanding and Motivating the Millennial Generation
Generation Y (the Millennial Generation)
These are people who are born between 1982-2001. There are 79 million Millennials in
the United States.
WE CANNOT ESCAPE OUR DEMOGRAPHICS
In the USA, there are:
84
68
79
MILLION
BOOMERS
MILLION
GEN XERS
MILLION
GEN YS
1946-1964
1965-1981
1982-2000
TECHNOLOGICAL NATIVES
The Millennials are the first generation to be referred to as “technical natives.” The rest
of us are technical immigrants.
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HERE THEY COME!
Understanding and Motivating the Millennial Generation
Generational Cycle
Gen Y is the next Civic Generation. This means they have similar characteristics to the
previous G.I. Generation (often referred to as the “Greatest Generation”). They were
born into a period of unraveling and are coming of age in a period of crisis.
UNIQUE CONTRIBUTIONS TO THE WORKFORCE:
COMMUNICATION:
CONSTANT!
WORK ETHIC:
Relationships: Gen Y employees DO come to work to make friends.
Cause: Defined as meaning, significance, big picture or purpose.
CAREER GOAL:
Parallel career.
Blended life.
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HERE THEY COME!
Understanding and Motivating the Millennial Generation
The Fourth Turning
As mentioned earlier, The Fourth Turning (1997), was written by two historians named
William Strauss and Neil Howe. They went back more than 500 years to document that,
over the half millennium, Western civilization has had four generational types and four
eras which simply cycle.
Below is a graphic of this cycle:
YEARS
ERA TYPE
GEN TYPE
GENERATION
1901-1924
Unraveling
Civic
G.I.
1925-1945
Crisis
Adaptive
Silent
1946-1964
High
Idealist
Boomer
1965-1981
Awakening
Reactive
Gen X
1982-2000
Unraveling
Civic
Gen Y
2001-20??
Crisis
Adaptive
Gen Z??
What Gen Y Wants at Work
Make
the world
a better
place
Boss
who is mentor
or coach
77%
79%
Collaborative
work
culture
88%
Work-life
integration
(Blended life)
88%
Pew Millennial Survey, 2014
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HERE THEY COME!
Understanding and Motivating the Millennial Generation
Gen Y and the Economy
CENSUS DATA:
Adult Children Living at Home
7.4%
15.7 %
18.6%
1970
2007
2012
Based on 1970 Census
Based on 2000 Census
Based on 2011 Census
203 Million
281 Million
311 Million
Recruiting and Retaining Gen Y:
Gen Y Magnet Factors
TIME
Time is defined as time outside of work. Traditional companies are still using three
buckets of time: Vacation, Holiday and Sick. Progressive companies are using PTO
(Paid Time Off) and LWOP (Leave without Pay).
1.
2.
3.
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HERE THEY COME!
Understanding and Motivating the Millennial Generation
FLEXIBILITY
Flexibility is defined as time at work. This is related to time (outside of work) but it
specifically refers to one’s ability to manage his/her own time at work. We must also
consider that accountability precedes flexibility.
• Comp time
•Job sharing
• Flex scheduling
•Self-managed teams
• 4-day work week
•Self-directed teams
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HERE THEY COME!
Understanding and Motivating the Millennial Generation
GROWTH
Growth means organizational and personal growth.
• Interested in learning
• Career advancement
• Relaxed/friendly culture • Want more responsibility
• Idea sharing
1. 2.
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HERE THEY COME!
Understanding and Motivating the Millennial Generation
RELATIONSHIPS
Building relationships in an organizational culture is an extension of taking a genuine
interest. The difference here is that you are driving those behaviors through your entire
organizational culture rather than just practicing those behaviors at an individual level.
•
Great boss/supervisor
•
Take interest in ENTIRE world
•
Provide and REQUEST feedback
•
Be a friend at work
•
Opportunities for socialization
1. 2.
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HERE THEY COME!
Understanding and Motivating the Millennial Generation
CAUSE
Meaning, significance, big picture, and purpose in one’s activities. We also stated that
cause is something that we must drive down to even entry-level positions. Finally, I
indicated that it doesn’t matter if you make widgets; what matters is how the widgets
you make change the world or change human experience in the world. This is what
defines cause for the Millennial generation.
•
Changing the world
•
Changing human experience in the world
•
Being a part of something bigger than themselves
•
Having a sense of purpose
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HERE THEY COME!
Understanding and Motivating the Millennial Generation
TAKING ACTION
(Group Exercise and Debrief)
•Time
•Flexibility
•Growth
•Relationships
•Cause
GROUP DISCUSSION
In groups, please answer the following questions:
1. Of these 5 factors, which ones are strengths in your organization?
2. Of these 5 factors, which ones are challenges in your organization?
3. What can you do in the next 30 days to begin to overcome your organizational challenges?
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HERE THEY COME!
Understanding and Motivating the Millennial Generation
Suggested Action Steps:
1. Time
2. Flexibility
3. Growth
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HERE THEY COME!
Understanding and Motivating the Millennial Generation
4. Relationships
5. Cause
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HERE THEY COME!
Understanding and Motivating the Millennial Generation
In Closing
Change is inevitable.
Struggle is optional.
Meet Gen Ys where they are, building a single culture for every generation
in the workforce.
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HERE THEY COME!
Understanding and Motivating the Millennial Generation
ABOUT DR. GUSTAVO GRODNITZKY
Dr. Gustavo Grodnitzky, best known as Dr. Gustavo, is a speaker, consultant,
psychologist, and author whose diverse background brings a unique and
multidimensional perspective to his global clients. After obtaining his Ph.D. in clinical
and school psychology, he completed post-docs in both cognitive therapy and forensic
psychology. He has previously run an inpatient drug rehabilitation unit in a correctional
institution and an outpatient mental health center.
For the past 15 years, Dr. Gustavo has focused on engagements with corporate clients,
and he has worked with Global 1000 companies around the world, as well as with
smaller, often family-run, businesses. As a consultant and professional speaker, he has
delivered more than 1,000 presentations on a variety of topics, including corporate
culture, emotional intelligence, anger management, and integrating multigenerational
workforces.
Dr. Gustavo’s recent book, Culture Trumps Everything: The Unexpected Truth about
the Ways Environment Changes Biology, Psychology, and Behavior, investigates the
powerful ways that organizational culture impacts the creation of “quintessence” in
organizations. It is this quintessence—or lack thereof—that ultimately determines
the success and sustainability of organizations. If we want to ensure the best
possible outcomes for ourselves and our organizations, we must focus on developing
organizational cultures that foster quintessence, because…culture trumps everything.
When not traveling to see clients or give presentations, Dr. Gustavo lives in the
mountains west of Denver, Colorado with his wife and his Black Lab.
CONTACT DR. GUSTAVO AT:
WEBSITE:
DrGustavo.com
EMAIL:
[email protected]
LINKEDIN:
Gustavo Grodnitzky, Ph.D.
GOOGLE+: Gustavo
TWITTER:
Grodnitzky
@CultureTrumps
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