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Millenial Misconceptions: How To Work Successfully With Generation Y

Millenial Misconceptions: How To Work Successfully With Generation Y. Karen McRitchie, Grinnell College. Grinnell College— Little School on the Prairie. Iowhere ? Approximately 1500 students Private, liberal arts college. Generation Y—who are they?. Globally concerned Integrated

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Millenial Misconceptions: How To Work Successfully With Generation Y

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  1. Millenial Misconceptions:How To Work Successfully With Generation Y Karen McRitchie, Grinnell College

  2. Grinnell College—Little School on the Prairie • Iowhere? • Approximately 1500 students • Private, liberal arts college

  3. Generation Y—who are they? • Globally concerned • Integrated • Realistic, pragmatic • Cyber-literate • Media savvy • Environmentally conscious • Diverse • Always Connected • Multi-Tasking • Resourceful • Inquisitive • Customize • Independent and Interdependent

  4. Entertainment WW II Boomers Gen X Gen Y Ozzie & Harriet Father Knows Best Bing Crosby The Movies Marvel Comics Grateful Dead Rock & Roll 3’s Company Mad Magazine Sesame Street Friends Heavy Metal Beavis & Butthead Computer Games iTunes Netflix

  5. Historical Perspective WW II Boomers Gen X Gen Y WW II Korean Conflict New Deal Great Depression Rural Life Extended Families Respect Authority Duty Before Pleasure JFK Assassination Civil Rights Movement Economic Expansion Move to Suburbia Nuclear Families Fallout Shelters Buy Now—Pay Later Personal Fulfillment Watergate Social Chaos Vietnam AIDS Downsizing Divorced Families Latchkey Kids Work to Live Oklahoma Bombing 9/11 Terrorism Diversity Issues Economic Expansion Online Communities Earn to Spend

  6. Technology WW II Boomers Gen X Gen Y Golden Age of Radio 78 RPM Records Operators-Party Lines ENIAC TV FM Stereo Mainframes BASIC/DTSS LP Records 8-track tapes Video Games Lunar Landing ARPANET UNIX E-mail Ethernet Apple/Microsoft CDs The Web Space Shuttle Internet MP3 DVD Windows/Macintosh Mobile Devices IM, Blogs

  7. By Age 21, The Average Gen Yer Will Have Spent… • 20,000 hours watching TV • 10,000 hours on a cell phone • Under 5,000 hours reading printed books • Sent/received 200,000 E-mails • 10,000 hours playing video games – Prensky, 2003

  8. “Generation Y is like Generation X on-fast-forward-with-self-esteem-on-steroids” • Bruce Tulgan, Not Everyone Gets A Trophy

  9. Influential Parents • Gen Y is the most over supervised generation ever. • They were guided, directed, supported, coached and protected. • They were nurtured, scheduled, measured, discussed, diagnosed, medicated, programmed, accommodated, included, validated, awarded and rewarded. • They have excellent self-esteem 

  10. Diverse • This is the most diverse generation in history: • Ethnic heritage • Geography • Ability/disability • Age • Language • Lifestyle • Sexual orientation • Color • Size/Shape • Religion

  11. Gen Y @ Work • Transactional employment relationships • High expectations for themselves AND for the employers • Highest expectations for their immediate bosses • Disagree openly, challenge employment conditions Tell me about your Gen Y impressions?

  12. “There is no loyalty.” • They can be very loyal • It is not a blind loyalty or hierarchical • Transactional loyalty with customers/clients

  13. “They won’t do the grunt work.” • Eager to prove themselves • They need to know that they are making a difference • They want to have credit for the work they are doing • Not interested in long term promises of rewards in a distant future

  14. “They think they know everything.” • They have a different knowledge base • They walk in the door with more information in their heads and more available at their fingertips than anyone has ever had. • They think, learn and communicate in sync with today’s environment.

  15. “They want the top job on day 1” • Hit the ground running • Identify things no one else has identified • Solve problems no one has solved • Invent new processes, things • Make existing processes and things better

  16. “They think work should be fun.” • They want work to be engaging • They want to learn, be challenged, and to understand how their work relates to the vision or goal. • They want to work with good people • They want some flexibility • Unhappy people are unproductive. • In a Gallop survey, 2002, only 25% of employees surveyed felt they had a strong job commitment.

  17. “They want to be left alone.” • They want their managers to be aware of who they are and what they are doing. • They have always been social, working in groups throughout school, collaborating across the globe using technology. • They want to spend time with people who can teach them how to do their work very well and fast.

  18. “They don’t care about their career.” • Their paths may be more erratic and eclectic, but they still want to be progressive. • Self-actualizing path made up of various learning opportunities and work relationships • “Instead of climbing the corporate ladder, they are making a tapestry.” • --Bruce Tulgan, Not Everyone Gets A Trophy

  19. “Money doesn’t matter.” • Of course money and traditional benefits matter, AND they want the best deal they can get. • Money is not the main factor in a job decision as other benefits rank higher. • Work to live, not live to work. • Money allows them to live.

  20. “They don’t respect their elders.” • Their closest relationship has usually been with a parent or grandparent. • Their parents, teachers, counselors have always treated them with respect so they feel they deserve respect from their colleagues and managers.

  21. “They have no work ethic.” • They have work ethic, it is just not the same as your work ethic. • Some things need to be taught, don’t assume they know something because their parents should have taught them.

  22. Strategies for Managing Gen Y • Get them on board fast with the right message. • Give them the gift of context—how do they fit into the big picture? • Get them to care about great customer service • Teach them self-management skills and how to be managed • Get to know each one and their abilities • establishing coaching/teaching relationships • provide ample learning opportunities • customize schedules and work assignments • consistent feedback, lots of praise, recognition • tie rewards/incentives to performance • Build the next generation of leaders.

  23. Advice for Gen-Y Managers • You may have much less experience than your staff, so don’t be insulted by that, use it. • Be credible—do what you say you will do, when you said you will do it! • Discover the individuality in each team member • Working style • rewards • learning goals • Find a mentor

  24. “They have a lot to offer. They are confident, connected, optimistic, entrepreneurial, tech savvy, and they see the world as truly global. These are the qualities that organizations will need to be successful.” --Deloitte, LLP (2009)

  25. Share your Gen Y stories? • Please remember to go to the session evaluations: http://www.resnetsymposium.org/rspm/evaluation/ Email: mcritchi@grinnell.edu

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