NEXT GENERATION retention...GenERATION Z < 20 50+ million Millennials 21-37 76 million Generation X 38-53 51 million baby Boomers 54-72 75 million Builders 73-90 56 million* G.I. Generation

by Ryan [email protected]

www.ryan-jenkins.com/NAMA

NEXT GENERATION

retentionAspects that Instill Loyalty in a Millennial Workforce

The next generation provides data points into what’s next.

Today’s big ideasomething to chew on

Q&A and

agendaso what? & what now?

recapwho are theymillennials

[email protected] — www.ryan-jenkins.com/nama

5 strategiesto engage Millennials

Age Numbers

GenERATION Z < 20 50+ million

Millennials 21-37 76 million

Generation X 38-53 51 million

baby Boomers 54-72 75 million

Builders 73-90 56 million*

G.I. Generation 91+ 60 million*

THE Generations

millennialswho & why

of Millennials are disengaged at work, the most of any generation.

largest generation digitally dependent

71%

of Millennials expect to leave their organization by the end of 2020.

66% 70%

21-37 yrs old

most educated

of Millennials might ‘reject’

traditional business to work

independently.

trillion is the estimated

wealth of U.S. Millennials by

2020.$24

58%of adults worldwide ages 35+ agree that “kids today have more in common with their global peers than they do with adults in their own country.”

1st global generationMillennials and Generation Z

agendaso what? & what now?

Q&A andrecap

5 strategiesto engage Millennials

MILLENNIALSwho are they

Boomers Generation X Millennials Generation Z

authoritative hierarchical Coach networked

Sage Sherpa SoLDIer Student

no news is good news

Semi-Annual Reviews

routine Check-ins

360˚ real-time feedback

sum

mar

yvi

ewat

titu

de

leadershipdifferent preferences

leadershipstrategy #1

self reviewsconsider

#1 - Millennials are more critical#2 - Ownership is taken#3 - Managers turn into coaches

leadershipstrategy #1: self review examples

Real estate firm, Hodges Ward Elliott, has their

millennials review their own performance before meeting with managers.

AT&T Teams are connected via the “Loop”

app where employees create goals, receive feedback, and adjust

performance.

General electric Managers give constant feedback through an app called

“Performance Development at GE” (PD@GE).

leadershipshift in authority

Coaching is the #1 leadership and leaning style thatresonates with the emerging generation.

leadershipstrategy #2

the sideCoach the next generation through their learning,

guide on

failures, and successes.

resist advice giving.

leadershiphow to coach Millennials

#1 - What’s on your mind?#2 - And what else?#3 - What’s the real challenge here for you?#4 - How can I help you?

#5 - What was most useful or valuable here for you?

ask more questions.

leadershiphelpful tools for coaching

A dynamic pulsing platform that enables focused communication

on enterprise topics like culture, events,

strategy & Talent.

An employee engagement platform

that offers innovative pulse surveys, peer

recognition & performance reviews.

an inter-company employee feedback

tool where employees answer questions &

managers read & comment on responses.

Boomers Generation X Millennials Generation Z

one-to-one one-to-many many-to-oneindividualized and

communal

on-the-job and classroom

E-learningMICRO and on-

demandMobile, V.R.

and A.R.

refine niche expertise

formal and top-down approach

way to get ahead

constant and continuous

sum

mar

yvi

ewat

titu

delearning & Development

different perspectives

learning & Developmentimpacts entire employee lifecycle

N 1 factor Millennials consider when starting a new job is sufficient Training.

80%71%

of Millennials said an emphasis on personal growth is the most important quality of a company’s culture.

of Millennials who are likely to leave an organization in two years are dissatisfied with how their leadership skills are being developed. 

o

learning & Developmentstrategy #3

culture of learningcreate a

Important elements of next generation training:

microlearning, on-demand, design, blended, etc.

strategy #3: culture of learning examples

SAP makes training fluid with rotational programs

where employees can change roles every 3

months & by shadowing someone in a different role

for 2 weeks.

LinkedIn gives employees a monthly “InDay” which

they can put toward community service or an

in-house class (like coding, graphic design, or

marketing).

Power design’s training is less lecture and more

gamified—highly interactive, virtual

simulations & Leaderboards.

learning & development

career pathsdefine

learning & developmentstrategy #4

offer options

provide hints

deliver training

highlight prgress

the careerpath

gamify

Boomers Generation X Millennials Generation Z

A placea means to

an endA vehicle Life

responsibilitydrive

outcomesfulfilling

learning with big impact

loyalty is rewarded

Work hard, play hard

work smart work fluidly

sum

mar

yvi

ewat

titu

de

WORKdifferent preferences

Why waituntil lunch!?

approach to workdiffers in the next generation

…because if not, your millennial employee will use linkedIN to find a new job by lunch.

mobile technology and ubiquitous connectivity have empowered the next generation.

employee experienceenhance the

The impact an organization’s processes, policies, perks, & programs have on its people.

workstrategy #5

Create organizations where people want, not need, to show up to work.

Material purchasesexperiential purchases

time

sati

sfac

tion

job

sati

sfac

tionconsumers

=tenure

workers

Material employerexperiential employer

shift millennials relationship with work from feelinglike a material purchase to an experiential purchase.

workthe goal of employee experience

action itemWork

Identify any friction points throughout the entire employee lifecycle.How can you create a moreeffortless and seamless experience?

Q&A and

agendaso what? & what now?

recap5 strategies

to engage MillennialsMILLENNIALSwho are they

Contact [email protected]/linkedin

book ryan-jenkins.com/manual

SLIDES ryan-jenkins.com/Nama

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Thank [email protected] — @theryanjenks

references

The logos used in this presentation are the property of the respective third parties.

disclaimer

Ford, Trend Report 2015: http://www.at.ford.com/SiteCollectionImages/2014_NA/Dec/Ford-2015-TrendReportBook.pdf

Boston College Center for Work & Family, Creating Tomorrow’s Leaders: the Expanding Roles of Millennials in the Workplace, Lauren Stiller Rikleen, 2011, http://www.bc.edu/content/dam/files/centers/cwf/pdf/BCCWF%20EBS-Millennials%20FINAL.pdf

Boston College Center for Work & Family, Millennial Careers: http://www.bc.edu/content/dam/files/centers/cwf/pdf/BCCWF%20Millennial%20Careers%20FINAL%20for%20web.pdf

UpWork, Millennial Majority Workforce Study: http://www.elance-odesk.com/millennial-majority-workforce-infographic

Jason Ryan Dorsey, Y-Size Your Business: How Gen Y Employees Can Save You Money and Grow Your Business (Wiley, 2009)

Jeff Fromm & Christie Garton, Marketing To Millennials: Reach the Largest and Most Influential Generation of Consumers Ever (New York: Barkley Inc, 2013)

Barkley, The Boston Consulting Group (BCG), and Service Management Group (SMG), 2011-2013

Deloitte: The 2014 Millennial Survey - https://www.deloitte.com/millennialsurvey

27 Stunning Millennial Stats About Our Future Employees, Leaders, Consumers, & Parents http://ryan-jenkins.com/2014/10/27/27-stunning-millennial-stats-about-our-future-employees-leaders-consumers-and-parents/

Forbes, 2014: Enough With The Free Food Already, Millennials Want Opportunity and Fair Pay:http://www.forbes.com/sites/datafreaks/2014/09/11/enough-with-the-free-food-already-millennials-want-opportunity-and-fair-pay/

22 Shocking Stats About Millennials To Help You Chart Tomorrow’s Changehttp://ryan-jenkins.com/2013/09/16/22-shocking-stats-about-millennials-to-help-you-chart-tomorrows-change/

YPulse: Youth Marketing and Millennial Marketing: https://www.ypulse.com/Harvard Business Review: https://hbr.org/2015/02/millennials-want-to-be-coached-at-workCenter for Generational Kinetics: http://genhq.com/wp-content/uploads/2015/06/Unlocking-Millennial-Talent-c-2015-The-Center-for-Generational-Kinetics.pdfPricewaterhouseCoopers: http://www.pwc.com/gx/en/issues/talent/future-of-work/millennials-survey.htmlEventbrite, Millennial Research: http://eventbrite-s3.s3.amazonaws.com/marketing/Millennials_Research/Gen_PR_Final.pdfDeloitte:,The 2015 Millennial Survey: http://www2.deloitte.com/content/dam/Deloitte/global/Documents/About-Deloitte/gx-wef-2015-millennial-survey-executivesummary.pdfAV Network: http://www.avnetwork.com/av-technology/0002/report-gen-y-executives-prefer-video/91604

Deloitte: The 2016 Millennial Survey: http://www2.deloitte.com/global/en/pages/about-deloitte/articles/gx-millennials-one-foot-out-the-door.html