Leading & Managing Millennials

Birth Years 1946 - 1964 1965 - 1980 1981 - 1996 1997 - Onwards
Age 55 - 73 39 - 54 23 - 38 22 & Below
Introduction

▪ High-tech
▪ Confident/Avoid conflict
▪ Attached to home/parents
▪ Value time/flexibility at work
▪ Need lots of supervision early
▪ Ask why?/Seem disrespectful
▪ Constant feedback
▪ Opportunities beyond first position
▪ Fun/Friendly!
How Millennials Differ from Baby Boomers and GenXers

▪ They communicate differently (email, instant message, texting versus hand-written

notes and letters).
▪ They buy and sell differently (eBay, Amazon.com versus. small, local retail stores).
▪ They search for information differently (Google, Yahoo, Wikipedia versus library
“ready-reference” and encyclopedias).
▪ They socialize differently (Facebook, eHarmony, match.com versus hanging out in
the neighborhood).
▪ They learn differently.
Millennials: What do they want?

▪ To feel valued/special/appreciated
▪ To receive constant feedback/affirmation/correction
▪ To be a part of something meaningful
▪ To feel like they are making a meaningful contribution
▪ To have flexibility/freedom (ability to work whenever and wherever they want.)
▪ To have opportunities for professional growth/promotion
▪ To have Variation in the job
A Fact

The 2016 Deloitte

Millennial Survey
collected the views of
nearly 7,700 Millennials
representing 29 countries
around the globe. All
participants were born
after 1982, have obtained
a college or university
degree, are employed
fulltime, and predominantly
work in large (100+
employees), private sector
organizations
Some more Facts about Millennials

250
50% 29% Friends

Consider themselves politically Consider themselves highest average number of

unaffiliated religiously unaffiliated Facebook friends
(Gen X = 200)

50 19%
55%
Texts

Posted a selfie on social media Average Texts per day Said that, generally, others
(Gen X = 20%) can be trusted.

Source : Pew Research Center

How to manage Millennials?

Teamwork Electronic Diversity &

Culture
• Accomplish tasks as part of a team.
• By structuring your staff in a way that
Relies on everyone working together with
defined roles
• Enjoy working in a collaborative, informal
work environment
Literacy
• First to embrace technology that
connects people electronically
• Opportunities for advancement and
new challenges.
• Prefers visual learning methods coupled
with video and multimedia
Flexibility
• Diverse management teams
• Flexible work environments.
• Flexible work policies
• Work-life balance

• More focused on end results. • Option to work remotely on occasion or even

• Important to relax the rules a bit. exclusively
• Expect rewards that are creative, • Micromanaging may results in disengagement
varied, and personalized and a loss of productivity
• Give them work that makes a difference • Give necessary tools and Let them take full
control
Allow
Focus on Results
Telecommuting
Advice

To Managers To Millennials
▪ Have Patience ▪ Act your age
▪ Talk to them ▪ Always be professional
▪ Work in teams ▪ Prove your worth
▪ Open Minded ▪ Be respectful
▪ Mold/ guide them ▪ Be open minded
What not to do?

UNDERINVESTING IN ASSUMING THAT ALL PEOPLE

TRAINING
87% of millennials consider career growth
opportunities a desirable aspect of a job
and are fast learners. This is important to
keep them engaged as well
ARE ALIKE
05 01 Even within Millenials, there are
differences. Gen Zer are less collaborative
and more entrepreneurial, hence require
different management techniques.

MISUNDERSTAND MOTIVATIONS 04 02 MILLENIALS ARE ONLY

INTERESTED IN TECHNOLOGY
84% of millennials care more about making a
difference in the world than about professional
FOR PURPOSE OF PLAY
recognition. Create a work atmosphere that is 03 Managers should know that millennials have
charged with meaning. Millennials want to feel like opened their eyes to technology. This means
they are working for a purpose larger than that employees are much more capable of
themselves. This helps to create engagement,
FAILING TO PERSONALLY applying technology for professional purposes
which in turn helps to create retention. MOTIVATE MILLENIALS than previous generations.
A third of millennial employees felt feedback
was the single most important thing needed
to improve professionally. Yet less than 20% of
millennials said they received routine
feedback.
https://www.youtube.com/watch?v=IpMBuHXYTes
7 Keys to Managing Millennials

https://www.youtube.com/watch?v=T41iwpk7LS4
How to get the most from Gen Y and Z employees
Thank You!