1. Millennial Engagement in the Workplace Dr. Mark E. Caner

2. Research and Survey Portrait of Millennials Generational Analysis Recommendations Millennial Impact Report Agenda

3. Today’s Workforce Silent (1928 – 1945) Boomer (1946 – 1964) Gen X (1965 – 1979) Millennial (1980 – 1995)

4. Millennial Engagement in the Workplace “The children now love luxury. They often show disrespect for their elders and love to chatter in place of exercise. They also contradict their parents, blather before company and tyrannize their teachers.” - Socrates, 4 th Century

5. Research consisted of 120+ references Survey of Working Millennials (age 22-30)  16 questions (multiple choice and open-ended) –Western & Southern, Nationwide, Fifth Third –MBA Students from Division 1 - A Universities (Duke, OSU, Vanderbilt, Indiana, Notre Dame) –Charitable Organization’s Millennial Leaders (American Red Cross Club Red & Young Leaders) Millennial Research and Survey

6. General topics covered: –Loyalty to organizations –Communication preferences –Frequency of interaction with managers When preferences were determined by respondents, they elaborated on choice Survey responses were anonymous to drive candor and assure confidentiality Millennial Survey

7. Portrait of Millennials Born between 1980 -1995 Approx. 75 million in the U.S. More Ethnically and Racially Diverse Most Educated Generation in History High Unemployment (15% vs. 5.4%) The “Boomerang” Generation The “Scripted” Generation Identify by Technology Use

8. What Stereotypes Come to Mind When You Hear ‘Millennial? ’

9. Disloyal to their Employer? Require Fun in Workplace? Narcissistic Tendencies? Disrespectful to Elders? Sense of Entitlement? Shorter Attention Span? Millennial Fact or Myth? Fact Myth Some Truth Misunderstood Some Evidence Inconclusive

10. Generational Analysis

11. Significance of Technology, Social Media How to Speak the “Millennial” Language Importance of Education, Ethical Values Developing Collaborative Relationships Cultivating Loyalty in the Workplace Effective Motivation and Leadership Leading a Multi-Generational Workforce Generational Research Topics:

12. Millennials have been immersed in technology since their birth –Referred to as “Digital Natives” –“Always Connected” generation In contrast, Gen X grew up with technology while Baby Boomers learned about it at work Expectation that their employer(s) will equip them with the latest technology Define themselves by technology use Significance of Technology

13. How Generations Define Themselves SilentBoomerGen XMillennials 1 2 3 4 5 WW II, Depression (14%) Work Ethic (17%) Technology Use (12%) Technology Use (24%) Smarter (13%)Respectful (14%)Work ethic (11%) Music/pop culture (11%) Honest (12%)Values/Morals (8%) Conservative/ Traditional (7%) Liberal/tolerant (7%) Work ethic (10%)"Baby Boomers" (6%)Smarter (6%) Values/Morals (10%) Smarter (5%)Respectful (5%)Clothes (5%) Source: Pew Research Center. (2010). Millenials: A Portrait of Generation Next. Washington D.C.: Pew Research Center.

14. Significance of Technology

15. Redefines Millennial Work-Life Balance –24/7 availability = “always connected” –Work and personal life lines “blurred” To meet expectations, organizations should: –Provide Millennials the latest technology –Have robust technology platforms that provide access through mobile devices Millennial Technology Summary

16. The Amplified Voice of Gen Next

17. Social Media is a form of self-expression for Millennials (Mode of Communication) –Facebook, LinkedIn, Google +, Twitter, etc. 92% of Millennials are members of a social network 1 (vs. 70% of all adults) shopMillennials shop organizations online 1 Pew Research Center. (2010). Millenials: A Portrait of Generation Next. Washington D.C.: Pew Research Center. Emergence of Social Media

18. Source: Pew Research Center. (2010). Millenials: A Portrait of Generation Next. Washington D.C.: Pew Research Center. Emergence of Social Media

19. Age 18-24: 40% of Millennials enrolled in college 1 (Generational Record High) –By comparison, Gen X 33%, Boomers 24% Catalyst was over-protective parents & over-protective government programs Student loan debt has become major issue for Millennials (Incentive Opportunity) 1 Pew Research Center. (2010). Millenials: A Portrait of Generation Next. Washington D.C.: Pew Research Center. Importance of Education

20. Source: Pew Research Center. (2010). Millenials: A Portrait of Generation Next. Washington D.C.: Pew Research Center. Importance of Education Like Gen Xers, Millennial women surpass men attending & graduating college

21. Recommendations

22. Millennials prefer more frequent feedback  And prefer feedback to be less formal –Performance preference monthly or quarterly –Manager “face-to-face” feedback is preferred –Expectation is for clear and concise direction Mentorships –Strong preference for mentoring relationships Teamwork-Orientation –Millennials grew up in a team environment so they have gravitated to this in all facets of life Developing Collaborative Relationships

23. More Dependent on External Motivation - “Trophy Generation” was rewarded for participating They want to know “why”, not just what Effective MotivatorTechnology can be an Effective Motivator Flexible Work Hours = Important Motivator Motivating and Leading Millennials

24. Design Technology Incubation Team with Millennial advocates to test new “technology” for The Salvation Army Empower Millennial volunteers to lead and coordinate Salvation Army events with Social Media and Mobile Devices Technology is an essential investment Recommendation: Technology

25. PrescriptiveBe More Prescriptive with Millennials (than prior generations) when providing direction hands-on –This Scripted Generation grew up with parents that were more “protective” and provided more hands-on support for many aspects of their life –Millennials cited this as “central” to their loyalty Formal or Informal Mentorship Program value –Millennials deeply value this guidance concept –Meetings preferred quarterly or semi-annually Recommendation: Leadership Style

27. technologyMillennials prefer to connect through technology careIdentify causes that Millennials truly “care” about Peer influencePeer influence motivates them to give / volunteer volunteerOffer episodic short-term volunteer opportunities employer matchEncourage unsanctioned employer match giving causeShow Millennials how cause makes a difference Millennial Impact Report: Trends Source: The Case Foundation. (2015). The Millennial Impact Project. Indianapolis: Achieve.

29. Questions?