How the 2020 Generation and Millennials Will Change How You Do Business

Transcription

1 How the 2020 Generation and Millennials Will Change How You Do Business Speaker: Walter Jankowski, Reinvention Consultant, Better Dash Faster Consulting In 2014, we started to experience a social phenomenon: five generations working side by side. And it will be the newer generations that will most impact how your organization will need to adapt. Everything from recruiting, developing, motivating, work schedules, benefits, and managing performance in a mobile, diverse workplace will all need to become more personalized and social. In this session, we will explore what the 2020 workplace will look like and how human resources will be a major driver of determining the cool places to work. We ll also review strategies for how to attract, connect, engage, develop, and communicate with tomorrow s employees today. 1

2 On Deck 1. The Next Generation Who Are These Kids? Why Are They Changing My World? And Why Care? 2. What s Changing? Predications What the Next Generation is Looking For It s time to start thinking about 3. Next Generation Readiness 4. Strategies You Can Implement This Year Who Are These Kids? Why Are They Changing My World? And Why Care? 2

3 The Second Baby Boom The Millennials Are Here! 76 Million 33% of Population and Growing In the next 10 years >20% of Workforce will be of retirement age Greatest Generation (>88 yrs old) Silent Generation (67-87 yrs old) Baby Boomers (48 66 yrs old) Gen X (31 47 yrs old) Gen Y Millenials Gen Next Echo Boomers (13 30 yrs old) Gen Z Gen I Gen Text Digital Natives (<12 yrs old) The Second Baby Boom The Millennials Are Here! Five generations working side by side 3

4 The Second Baby Boom The Millennials Are Here! But THEY will change your Credit Union most Millennials Dominate the Workforce by 2016 Boomers vs. Millennials 4

5 Who Are The Millennials? Their parents had them at an older age Small, dual income families Who Are The Millennials? Open to Change Connected 5

6 The Most Technologically Advanced Generation Yet First group born into a full digital world Never known a world without technology Computer/tech savvy Spend a significant amount of time online Hyper-Connected 6

7 Hyper-Connected You Want Me To What? 7

8 You Want Me To What? You Want Me To What? 8

9 Characteristics of Millenials Street Smart Aware Lifestyle Centered Informal Tech Savvy Stimulus Junkies Skeptical Source: Peter Sheehan I d Prefer 9

10 I m Good At Process Information Quickly Collaboration Want and Need to Share On-demand I m Also Work Personal Life Change Change Agile Balance Focused Not Afraid to Change Careers 2 10

11 I m Good At Process Information Quickly Want and Need to Share On-demand Collaboration Work Personal Life Change Change Agile Not Afraid to Change Careers Balance Focused Attracting Millennials To Your Workplace Why Would They Come to Your Workplace? 11

12 Attracting Millennials To Your Workplace Opportunity Drawing Millennials to Your Cool Workplace? 1. Culture Not Focused on the Old Guard Give me responsibility Younger staff working on important projects 12

13 Drawing Millennials to Your Cool Workplace? 2. Be Vested in Me Know my interests and what I want to learn more about / get better at Let me work on things that interest me Drawing Millennials to Your Cool Workplace? 3. Be Innovative Offer Something Different Benefits Packages Time off Training Opportunity to work on cool projects 13

14 Cool Examples - Workplace Allows 20% time / week to work on your projects Gmail News Aggregator Google Talk Google Sky Allen & Gerritsen Everyone is assigned a mentor It s not just one way Even the CEO has a mentor the youngest person on staff Cool Examples - Workplace Open Floor Plans and Collaborative Spaces 14

15 Cool Examples - Schedule Benefits Unlimited vacation days Bonuses Work Schedule Flex scheduling Project / Results Based Job sharing Cool Examples Kansas City Strategically Targeting Next Generation We re broadening our definition of what economic development is, said Bob Marcusse, president and CEO of the development council. Attracting and retaining that talent is important to company growth. If we can t get that right, our ability to grow companies is lost. Free City-wide broadband Wi-Fi KC Area Development Council launched a talent recruitment initiative Help local companies sell the area to young potential employees Scavenger hunt for summer interns 15

16 Walter s Predictions In the Next 5 Years Predictions / What s Happening Now Recruit & Hire 1. In less than 5 years, there will be NO resumes 2. Bye, Bye to face-to-face interviews 3. No more reference or background checks 4. New Hires LinkedIn Nearly all jobs will be filled by referrals, LinkedIn, Monster.com, Jobs.com, Skype, WebEx, GoTo Meeting Background checks include Facebook, Twitter and LinkedIn Temp to Hire 16

17 Predictions / What s Happening Now Training & Development 5. Less Face-to-Face Training Compensation & Benefits 6. Benefits Packages Small Modules on YouTube Formal Coaching & Mentoring Menu-driven compensation Next Steps What You Can Do in the Next Year 17

18 What You Can Do In the Next Year If you have trouble filling positions 1. Internships! Partner with your local technical college Develop innovative Work-to-Hire Programs School-to-Hire Programs UW - Designing a Successful Internship Program AIESEC BUT.Give them meaty projects to work on. What You Can Do In the Next Year If you have trouble filling positions 2. Get Recruiting Team Gen Y Fluent Create a diversified recruitment team at Job Fairs, On-Campus Days Equip your recruiters with social networking tools Engage current employees in the search 18

19 What You Can Do In the Next Year If you have trouble filling positions 3. Look at How You Can Create Job Flexibility Job Sharing Flex-Hours Team Scheduling Work from Home Results-based vs Sitting at Desk. It s Time to Start Thinking About 1. Do you and your leaders have the skills and tools needed to effectively communicate and lead the Millennial Generation? 2. How will your development and learning methodologies engage Gen 2020? 3. How can your workplace culture be more collaborative? 4. What is your social networking strategy for recruiting new talent? 5. How does your brand appeal to Gen 2020? 19

20 How Will You Meet the Needs of the Next Generation? Millennials Want A. Work - Life Balance Work to live and not live to work Dedicate time for personal, family, and community interests & causes outside of work Be loyal to self rather than loyal to their company B. Cool Work Environment Work untraditional hours Value results over face time in the office Cool, fun, and high-tech C. Collaboration Be highly collaborative and share best practices and information Expect their leaders to collaborate with them and will view them as equal partners D. Not Afraid to Change Careers They are more likely to love their jobs, because they change jobs more frequently, and stay in jobs that match their passions and talents They don t stay in jobs they don't like just to be comfortable and secure How Do You Accommodate? How Will You Meet the Needs of the Next Generation? Millennials Want E. Change, Engaged, Challenged Be flexible and drive change Demand to be engaged (highly satisfied and able to contribute to their fullest potential) They have a continuing thirst for learning and personal growth They want to have new experiences, try new things, and be creative; Embrace diversity and inclusion F. Communicate Be straightforward in their communication about their likes and dislikes Want immediate and candid feedback If you really want my attention, communicate where I am (text, Facebook, twitter) How Can You Accommodate? 20

21 Go Get Em 4 References Gen 2020 is coming to the workplace! Are you ready to lead 5 generations in the workplace? Tina Smagala 21

22 Core Competencies Business Consulting Services Strategic Planning & Execution Building Centers of Excellence Program Management Project Management Vendor Partnerships People Change Management Organizational Design Training Talent Assessment Project Resourcing Recruiting / Staffing Technology Application Development Service Oriented Architecture Database development and management Web/ Internet development Systems development and management Network administration and support E-commerce and e-business Process Business Process Management Roles and Responsibilities Business and IT Requirements On-line Documentation Staffing Models Metrics Thank 22