Bootcamp for Managing Millennials: Understanding the Millennial Mindset and Workforce Dynamics
This bootcamp delves into managing Millennials in the workforce, exploring their unique mindset, progression, and expectations. Gain insights on working effectively with this generation to bridge the gap in communication and workstyles, and meet both employers' and Millennials' expectations for optimal productivity and success.
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Presentation Transcript
Bootcamp for Managing Millennials Ciani McQueen, HR Representative Gregory S. Gyarmati, HR Director Dover Downs Hotel & Casino
Overview Millennial Mindset The Progression of Millennials in the workforce The Age Gap Effect Managers Expectations v Reality Discipline Millennials Expectations v Reality Advice Overlooked Traits Identifying your Millennial Working with your Millennial
Millennial mindset Define: Any individual between the ages on 18-34 (1977-1995) Also known as generation Y Statistics Millennials will have 5 different jobs before entering their career By 2020 Millennials will make up more than half of the nation s workforce
Progression : Where are we now Why would Millennials have 5 different jobs before their career choice Show progression (stages) in aspiring their careers Little to no Experience Experience and Intern Opportunities Career Development and growth Companies SAP Dover Downs Barclays
The Workforce: A Gap in mindset Millennials have a Can- Do Attitude about tasks at work and look for feedback about how they are doing frequently Want to grow even if it s outside the company Do not need a trophy but a coach Team oriented and diversity
The Workforce: The Gap with Communication and Uses of Technology millennials business Reaching out to community/employees
The Workforce: Employers Expectations v Reality Managers reality Managers expectations Why we hire them Productivity/ contribution Critical Thinking Attendance Self Discipline /skill set Bridging the Age Gap Productivity/ contribution Attendance Preparation Attitude Self Discipline /skill set Bridging the Age Gap
Company A : Entry with Little to No Experience Manager s Reality Not always serious; lackadaisical Childish Too comfortable/ loss in professionalism Manager s Expectations Complete the task at hand Come to work on time Have a positive attitude Young and energetic Willingness and eagerness to learn potential
Advice To Millennials Act your age Always be professional when trying to reach for goals Prove your worth Be respectful Be open minded To Managers Have Patience Talk to them Work in teams Open Minded Mold/ guide them
Company B: Experience and Opportunities Manager s Reality and advice Manager s Expectation s
Misunderstood Millennial traits Aspiration Confidence with confusion Self Motivated and Determine Willingness to learn and grow
The Workforce: Millennials Expectations v Reality Millennials Expectations Millennial s reality
Identifying your Millennial DISC Model The Dominant Style What they need Prove their self worth Want respect and sense of accomplishment Who they are Stereotype = forceful, dominant and intimidating Opinionated decisive and result oriented Time conscious hates slow people and any form of waiting Take the lead role in any situation
Dominant Style and Communication Straight to the point Firm but caring :Be a coach not a boss Reality check: facts and results
Identifying your Millennial DISC Model The Influencing Style Very emotional and expressive Like change, excitement enjoys having a good time Forceful with people but does it with a smile No sense of time, frequently late Smooth cat Based on Ego and self actualization Seek feelings of independence, freedom personal growth
Influencing Style and Communication Provide ways for this individual to be creative Give them projects where they can learn and grow Provide kudos
Identifying your Millennial DISC Model The Supporting Style What they need Needs Social acceptance Strong need for friendship, belonging and involvement with people Decisions are based on how it might affect other people s feelings towards them Who they are Warm, Submissive, Caring person Desire to please others Can t say no Pleasant, agreeable, supportive the heart of the department
Communication with Supportive Millennials Make them feel welcomed: family oriented Encouraging complements and/or criticism Talk to them like a team mate
Identifying your Millennial DISC Model The Challenging Style What they need Needs a sense of security and safety Needs a know and understand they are feel safe Likes routine, predictable and organized Who they are Slow but thorough Enjoy gathering information and analyzing it but delay in decision making Witty humor Enamored with facts and love understanding the logistics of things
Communication with a Challenging Millennial Explain the logistics of different concepts Have a self assuring conversation: peace of mind Be patient with the individual; they are slow but thorough and want to do their best.
Conclusion Dominant and Influence styles have an intrinsic way of motivation Supportive and Challenging style have an extrinsic way of motivation.
http://www.gallup.com/businessjournal/191459/millennials-job- hopping-generation.aspx
