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: Statistics 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

Progression continued

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 business millennials Reaching out to community/employees

The Workforce: The Millennial Workstyle

The Workforce: Employers’ Expectations v Reality Managers’ expectations Managers’ reality 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 Expectations Manager’s Reality Complete the task at hand Come to work on time Have a positive attitude Young and energetic Willingness and eagerness to learn potential Not always serious; lackadaisical Childish Too comfortable/ loss in professionalism

Advice To Managers To Millennials Have Patience Talk to them Work in teams Open Minded Mold/ guide them Act your age Always be professional when trying to reach for goals Prove your worth Be respectful Be open minded

Company B: Experience and Opportunities Manager’s Expectation’s Manager’s Reality and advice

Company B Advice

Company C: Career Growth and Development

Conclusion

Misunderstood Millennial traits Aspiration Confidence with confusion Self Motivated and Determine Willingness to learn and grow

The Workforce: Millennials’ Expectations v Reality Millennial’s reality

Conclusion and Advice

Identifying your Millennial “DISC Model” The Dominant Style Who they are What they need 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 Prove their self worth Want respect and sense of accomplishment

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 Who they are What they need Warm, Submissive, Caring person Desire to please others Can’t say no Pleasant, agreeable, supportive “ the heart of the department” 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

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 Who they are What they need 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 Needs a sense of security and safety Needs a know and understand they are feel safe Likes routine, predictable and organized

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.

Identifying your Millennial “DISC Model”

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