Is There an App for That? Beau Johnson. 2011 Working with Millennials Copyright © Beau Johnson, 2011
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Is There an App for That?
Beau Johnson. 2011
Working with Millennials
Copyright © Beau Johnson, 2011
There is an App for…
There is an App for…
There is an App for…
300,000 + apps7 Billion downloads
3 x more than 1 year ago
20 x more than 2 years ago
Direct quotesFrom people who manage Millennials
“If you correct them, they quit”“They think there is always an excuse that can make being late okay”“They want a trophy for just showing up”“They assume it is okay to call me by my first name like we are buddies. I am their boss”“Anything extra nice I do, they act as if I owed it to them”
Direct quotesFrom Millennials about work
“We are not defined by our job.”“We want to have a say about when/how we work.”“We do not expect you to be our best friend, but when you evaluate or critique us, we want you to do it in a friendly way”“Give us directions, and then get out of our way”
LeadershipThe question is not whether this is a difficult generation – but whether you are a good leader.
Common theme among good managers of Millennials – they volunteer with youth
-Ability to initiate a relationship -Set expectations from where they are
In any relationship – the person who sees themselves as the most mature adapt first.
Two Mindsets
“They need to change to make it in the real world”
“I’m the victim, I can’t do anything about Millennials”
Punish subordinates for challenging them Feel their only power is in their title “Millennials make me feel old” “They hinder my success – they make me
look bad”
Two Mindsets
“I need to change to manage in today’s world”
“I can do something about these problems”
Allow people to challenge them Use the power of relationship more than
the power of position “Millennials make me feel younger” “I am the key to their success”
“Millennials Go to College”Strauss and Howe (2003)
Special Sheltered Confident Team-oriented Conventional Pressured Achieving
Special“I can expect this unique thing from you”
They don’t want to let anyone down
Doing something “wrong” is hard
Include mom and dad
Recognize them, use their unique strengths
Sheltered“Help me help you”
Get rid of unnecessary red-tape and hierarchy
Increase accountability
Small communities (i.e. RLCs) breed success
Confident“This will help you reach your big dreams”
Stress the positive outcomes of _______
Develop professionals
Encourage personal progress plans
Team Oriented“Who can you work with to make this successful?”
Over-connected group hug
Used to and accepting of diverse groups
Show off your team’s accomplishments
Allow time for the group to connect
Conventional“What do you think we should do?”
Not rebels, they have conventional goals
May recognize the failure of parents’ rebellion
Create milestones to celebrate achievements
Seek to create consensus
Pressured“This is what I expect you to do, it’s okay that you aren’t perfect”
High stress academics, want to relax at work
Need structure, even during “free time”
Have long-term goals and are frustrated by what gets in the way (i.e. Gen eds)
Achievers“What are your goals and how can I help you reach them”
You are what you can prove you can do
Expectation of quality and customer service
Pad the resume and application (sacrifice quality)
Millennials, Values, and BossesPerception Value Manager
Competency
AutonomousEntitledImaginativeSelf-AbsorbedDefensiveAbrasiveMyopicUnfocusedIndifferent
Millennials, Values, and BossesPerception Value Manager
Competency
Autonomous Work-life balance
Entitled RewardImaginative Self-
ExpressionSelf-Absorbed AttentionDefensive AchievementAbrasive InformalityMyopic SimplicityUnfocused MultitaskingIndifferent Meaning
Millennials, Values, and BossesPerception Value Manager
Competency
Autonomous Work-life balance
Flexing
Entitled Reward Incenting
Imaginative Self-Expression Cultivating
Self-Absorbed Attention Engaging
Defensive Achievement Disarming
Abrasive Informality Self-Differentiating
Myopic Simplicity Broadening
Unfocused Multitasking Directing
Indifferent Meaning Motivating
Inventory Graph
Red areas -Possible crisis if not addressed
Yellow-Managerial concern
Green- Managerial strength
Generational Rapport Inventory Graph, from Managing the Millennials, Espinoza, et al (2010).
Three trendsand themes among Millennials
• The battle for self-esteem• Special me vs. what I can do
• Friends = family• Support and team vs. flying solo
• Experts, Authority, and Bosses• No “wrong” vs. do it right and fast
Three ways to connectand communicate
Say thank you
Coaching v. bossing
Explicitly clear directions
Three ways they need to growand things we can do to get them there
•Move from independence to interdependence• Self-authorship and responsibility• Recognize support and others strengths
•Improve balance, set goals• Involvement vs. overcommitment
•Develop worldview• Compass for integrity, life decisions, purpose
Three things to remember
Develop and communicate clear expectations with defined progress
Say thank you, celebrate milestones, value individual strengths
Have patience, recognize high pressure, develop professionals
thanksany questions?
Copyright © Beau Johnson, 2010
thoughts?
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