Millennials 101

Conventional Military v. Special Forces Approaches Dominate the environment! Highly controlled organization Centralized decision making Routine processes using unchanging systems Easily monitored & measured Regulations apply universally Checklist-driven action Resource-dependent Desired outcomes dependent upon leaders Thrive in the environment! Enabled trusted network Distributed decision making Easily-adaptable systems & processes Hard to monitor & measure Flexible rule making/application Context-driven action Resource-free creativity Desired outcomes are result of collective thought and inspiration

Conventional Military Special Forces D D EFFICIENCY EFFECTIVENESS EFFICIENCY EFFECTIVENESS Complicated Resource-push Information-pull Conformity/compliance Complex Resource-pull Information-push Initiative & opportunity

Generations Today Silent: Born 1928-1945 (Age 70-86) Boomer: Born 1946-1964 (Age 50-69) Gen X: Born 1965-1980 (Age 35-49) Millennials/Gen Y: Born 1980-1995 (Age 20-34) Gen Z/Digital Natives: Born 1995-2010 (Age 5-19) Generation Alpha: Born after 2010

What comes to mind when you think of Millennials? Boomers? Xers?

Fast Facts    91% of Millennials (1982-1995) employees don't expect to stay more than three years at any given job. (Future Workplace Survey) As of 2015, Baby Boomers are no longer the majority of the workforce. The majority of the workforce is Millennials, ages 20-33. (U.S. Bureau of Labor Statistics) 1. High unemployment and the lack of skilled labor worldwide threatens a projected loss of $10 trillion between now and 2030. The loss is fueled by anemic economic growth and aging populations, thereby impeding business growth and competitiveness and introducing significant economic challenges. (Boston Consulting Group)

Fast Facts   1 in 3 young professionals under age 30 prioritize social media freedom over salary when choosing to accept a job offer. (Cisco Connected World Report) There are 4.8 million job openings in the United States right now; the highest level since January 2001. However, roughly half of the employers can't find qualified workers. The skills gap between higher education and workforce training has been identified as a "critical problem" for the U.S. (Council on Jobs and Competitiveness)

Fast Facts  

Sources of Age Diversity Life cycle effects: Young people differ from older people, but may resemble them later in life (idealism) Period effects: Major events (war, economic decline, etc.) affect people differently based on location in life cycle (recession) Cohort effects: Period events and trends that influence young adults as they are developing their core values (self-esteem movement, postmodernism, technology) Taylor, Paul, and Scott Keeter, eds. “Millennials: Confident. Connected. Open to Change.”Pew Research Center. February 2010. Web. 13 September 2010.

A Transitional Generation Renaissance Enlightenment Postmodernism Millennials: A Transitional Generation

Matures/Silents Value the past Respectful of order/authority Disciplined, hardworking Want to mentor Seek fulfillment through career Tangible symbols of service

Baby Boomers Optimistic Team players Uncomfortable with conflict/criticism Expect work to matter (not fun) Personal appreciation (promotion and recognition) Career that gives identity Full engagement

Generation X Pragmatic/informal Confident with technology Like flexibility Independent Have a life away from work Recognition for ambition Work-life balance=$$ Want to do things their way Ability to get ahead (degree/certification)

Millennials: Who are they? Born from 1980-1995 Postmodern natives Will likely have less/live shorter lives than parents Want to make a difference, but often don’t know how Possess adaptability, optimism, acceptance of others, high value on relationships/people Lack problem solving, decision making, and critical thinking skills common to older generations

Millennials: Who are they? Special/Entitled (you can do anything!) Sheltered/Protected (helicopter parents) Achieving/Pressured (focus on doing vs. being) Connected/Informed (peers/unknown sources; lack of critical thinking) Collaborative/Teamwork (sharing vs. cheating) Family/Friends vs. Work/Ministry (kids/spouse happiness)

Millennials: Who are they? Special/Entitled Sheltered/Protected Pressured/Achieving (Doing vs. Being) Collaborative/Team Players Connected/Informed Committed to Life vs. Work

A Snapshot of the Generations Silent Boomers Xers Millennials/Gen Y Attitude w/ Authority Endure them Replace them Ignore them Choose them Role of Relationship Significant Limited, useful Central, caring Global, 24/7 Value System Conservative Self-based Media Shop around Role of Career Means of living Central focus Irritant Place to serve Schedules Mellow Frantic Aimless Volatile Technology Hope to outlive it Master it Enjoy it Employ it View of Future Seek to stabilize Create it! Hopeless Optimistic Elmore, Tim. Generation iY: Our Last Chance to Save Them. Atlanta: Post Gardener Publishing, 2010.

Boomers Gen X Millennials Gen Z Size 78 Million 48 Million 80 Million 57 Million Characteristics Hard-working, competitive, loyal, confident Anti-authority, individualistic, self-reliant Confident, needy, digital thinkers, entitled Realistic, creative, hyper-connected Why they are the way they are Healthiest, wealthiest, largest generation of time Children of workaholics & divorce, cable/internet Micromanaged, rewarded for participation, technologically connected Raised in culture of fear, mobile technology, helicopter parents Communication Styles Prefer detailed dialogue in person or via phone, appreciate meetings, believe no news is good news Prefer concise communication, without clichés or over-explaining, email Prefer frequent feedback and problem-solving via technology instead of phone calls or meetings Prefer visual communication via technology, expect to communicate whenever/wherever they want

“Been there, done that,” attitude, not open to new ideas Boomers Gen X Millennials Gen Z Born 1946-1964 1965-1980 1981-1995 1996-2009 Problems Dwindling retirement funds, job dislocation, rising healthcare costs or inadequate healthcare Debt, caring for aging parents and young children, balancing life/career, stuck in middle management Debt, unemployment, difficulty transitioning to career, negative stereotypes Finding identity, lack of job opportunities, falling apart of American Dream, Flaws “Been there, done that,” attitude, not open to new ideas “Wait and see” approach, difficulty committing “What’s in it for me,” high demands, short attention spans Need for structure, want quick results, lack interpersonal skills Gen Z Report by XYZ University

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