1. Bootcamp for Managing Millennials
Ciani McQueen, HR Representative
Gregory S. Gyarmati, HR Director
Dover Downs Hotel & Casino

2. 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

3. Millennial mindset Define: Statistics
Any individual between the ages on ( )
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

4. 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

5. Progression continued

6. 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

7. The Workforce: The Gap with Communication and Uses of Technology
business
millennials
Reaching out to community/employees

8. The Workforce: The Millennial Workstyle

9. 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

10. 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

11. 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

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

13. Company B Advice

14. Company C: Career Growth and Development

15. Conclusion

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

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

18. Conclusion and Advice

19. 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

20. Dominant Style and Communication
Straight to the point
Firm but caring :Be a coach not a boss
Reality check: facts and results

21. 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

22. Influencing Style and Communication
Provide ways for this individual to be creative
Give them projects where they can learn and grow
Provide kudos

23. 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

24. Communication with Supportive Millennials
Make them feel welcomed: family oriented
Encouraging complements and/or criticism
Talk to them like a team mate

25. 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

26. 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.

27. Identifying your Millennial “DISC Model”

28. Conclusion
Dominant and Influence styles have an intrinsic way of motivation
Supportive and Challenging style have an extrinsic way of motivation.

29. http://www.gallup.com/businessjournal/191459/millennials-job- hopping-generation.aspx