Millennial Managers. Thursday, May 17, 2018

Transcription

1 Millennial Managers Thursday, May 17, 2018

2 Introducing Our Presenters Sara Brookshire Director of Admissions Brandeis University DJ Menifee Director of Admission Butler University

3 Before we begin

4 Quick Poll Who is tuned in? Are you: 1. A millennial manager managing other millennials. 2. A manager managing millennials. 3. An aspiring manager who is also a millennial. 4. Other

5 Landscape Baby Boomers Gen X Gen Y (Millennials) Gen Z (Homeland) Born Born Born Born Our Parents Parents of Current College Students Us Current College Students Philosophy: hard work essential to success Philosophy: Independent from a young age and distrust of institutions Philosophy: High expectations for career including pay, opportunities for advancement, fulfilling work, and work-life balance Philosophy: Find solutions to problems; similar work ethic to Boomers with resiliency of GenX, and techier than millenials Driven to succeed, advance, and earn. Traditional 8am to 5pm work ethic. Driven to balance work and family, and play an active and supportive role in their children s lives Most educated generation to date, always connected Highly technological, smart, efficient, and in tune with the world; Most diverse generation to date Data courtesy of Bridging Generational Differences in the Workplace, Avilar

6 Landscape There are 79.8 million millennials in the US Millennials make up one third of all employees in the workforce at present. They will represent 75% of the workforce by 2025 Millennials hold about 20% of all leadership roles, and that percentage will only grow as they grow up. Data courtesy of Forbes.com and Workflexibility.org

7 Positive Stereotypes Motivated by meaning Fresh perspective Technological competence Civic-minded and socially conscious Want feedback Preference for a collaborative work culture Like to understand the big picture Raised with structure; want to know how they ll be judged Information sourced from the Pepperdine University School of Business & Management

8 Negative Stereotypes Making demands instead of requests Exhibiting over-confidence Communication: all text, no face-to-face Too much talking, not enough listening Too casual: Timeliness, dress code, etc. Multitasking to a fault Staying plugged in Source: 7 Bad Workplace Habits Millennials Need to Stop Making; entrepreneur.com

9 How Does This Relate to Our Field? Admission Offices tend to hire younger staff who then can be promoted into managerial roles. Many recent college graduates are a part of this generation. As mission-driven, social justice oriented institutions, higher education can provide an appealing workplace.

10 The Millennial Philosophy - Unpacked Salary expectations Competitive pay Opportunities for raises & promotion Meaningful Experiences Committees Secondary roles Communicating and sharing impact Professional Development Career advancement opportunities Clear career paths Distinction between positions Cross-training & liaisonships Work-Life Balance Retreats Flex schedules Opportunities to work from home

11 Millennials: Advantages & Challenges Advantages Proactively seeking professional development opportunities Seeking to make an impact Age of social media Challenges Extent to which you can offer PD opportunities Opportunities for impact and recognition Possibly seeking rapid advancement Managing personal and organizational brand (i.e. social media

12 Being a Millennial Manager The trials & tribulations of advancing your career at a younger age. Managing staff members your age, or older! The further up the food chain you advance, the further removed you get from direct task management, the students, and all the reasons you joined the profession to begin with.

13 Day In & Day Out Managing millennials Clear expectations Voice at the table Meaningful experiences Casting vision/aligning with goals The Where The Why The When Managing baby boomers or Gen X Positions to succeed Empower/Independent Support with career advancement or continued growth Leadership philosophy Team & Division ambassador/advocate Extending Trust Character Competence Self-development

14 Millennials are Transforming the Workplace 1. New Standards for Leadership - Prioritizing values, ethics, flexibility, and feedback. 2. They re Prepping for Gen Z - In tune with differences and ready to change it up with new approaches to be adaptable. 3. Diversity and Inclusion - Matters deeply to millennials, and they ll push to do something about it; they re the most diverse generation we ve seen yet. 4. Their Workplace is Changing - Automation and technological enhancements will have millennials

15 Advice

16 Supportive Words Mentorship Recognition Aligning with Strategic Plan Value of transparency Manage/Lead up, down and across Critical role of office & community culture

17 Tips Millennials like feedback. In a Forbes survey, 85% said they re feel more confident if they could have more check-ins with their manager. They re afraid of performance reviews. 62% feel blindsided by reviews and 74% feel in the dark about how their managers think they re doing. Consider having bi-monthly performance meetings to reduce anxiety and stress. Statistics courtesy of Fast Company.

18 Tips Lead by example: Be on time Don t use cell phone in meetings Dress for success Avoid talking shop via text messages Get up and talk face-to-face Be mindful of what time you send s to the staff Set social media norms and expectations

19 Q&A

20 Resources The Importance of Millennials in the Workplace: An Infographic; Pepperdine University School of Business & Management Here s What Millennials Want from Their Performance Reviews; Fast Company, Bradberry, T. & Graves, J. (2009). Emotional Intelligence 2.0 Hadeed, K. (2017). Permission to Screw Up Lencioni, P. (2007). The Truth About Employee Engagement Maxwell, J.C. (2005). The 360 Leader Sinek, S. (2009) Start With Why

21 Contact Us Sara Brookshire Director of Admissions Brandeis University DJ Menifee Director of Admission Butler University