1. “Y” are we so focused on Gen “Y”!
Triana Newton, Dale Carnegie International

2. http://www.youtube.com/watch?v=SEZM6nUhKW8

3. “Y” are we so focused on Gen “Y”!
Triana Newton, Dale Carnegie International

4. 100 years = Interaction with Every Generation

5. Today
• Define: Who is Gen Y
• Decipher: Why should we care about them?
• Discover: Their expectations
• Dispense with: Our generational biases
• Determine: How can you attract Gen Y to your
organisation
• Don’t Manage: Mentor
• Develop: Harness the power of a Gen Y team member

6. Define
• Straus/Howe - 1993
• Most analysed generation to date
• Globally will be most skilled work force in
history
• Gen Y statistically 1982 – 1998
• Represents 24% of the workforce currently

8. Decipher – Why should you care?
Fact, Fiction or should
we just get back to work?
W. Stanton Smith
Principal, National Director,
Next Generation Initiatives
Talent, Deloitte LLP
Globally 10,000 Boomers retiring a
day for the next 10 years!

9. What do they bring to the table?
• Use of technology to serve business/world
• Thrive on change
• Knowledge – the hard drive is full
• Greater efficiency – innovation
• How work is done *work week
• Speed of execution
• Social conscious

10. Different frequencies!
• Use of technology to serve business - lazy
• Thrive on change – can’t stick to a plan
• Knowledge transfer – not competent
• Flatter organisations – don’t like authority
• How work is done *work week – see #1
• Speed of execution – snap decision makers
• Social conscious – should focus on work

11. Discover the Expectations
Social Causes
Living first, working second

13. Dispense with Generational Biases
Difference
(dissimilar or unlike)
or
Deference
(expression of regard or respect)

14. Dispense with biases
Events and Activities that expose biases:
• “Innerviews”
• Psychological Contract
• Johari Window exercises
• Team events -discovery elements
• Two way mentoring

15. Determine- “The Law of Attraction”
 SHRI Report – 27% of working Gen Y haven’t identified their
career of choice
 6 in 10 employed Millennials say they have already switched
careers at least once
 About 60% of Gen Y workers say it is not very likely they will
stay
 62% of Generation X workers say it’s likely they will never leave their current employer
 84% of Baby Boomers expect to remain with their current employer
 Only 1/3 of Millennials say their current job is their career
 Driven by “fit”

16. Let’s Look at Companies
attracting Gen Y

17. http://www.youtube.com/watch?v=sQYJs1rsMuo

18. http://www.youtube.com/watch?v=9G6WMb1fEuQ

19. Who does Gen Y listen to?
• In this order:
• 1. Generation Y
• 2. Generation X
• 3. Traditionalists
• 4. GI’s
• 5. Baby Boomers
» Millenial Leaders Presentation

20. Develop: There are gaps……
• Problem Solving
• Judgement/Decision Values
Attitude
Professionalism
Diversity
Leadership
Teamwork
Making Stress Decision Change Interpersonal
External Customer
Management Making Management Skills
• Workplace Awareness Experience
Initiative Influence Adaptability
Communications Communications Vision Accountability
• “Collision Avoidance”
Management Human Results
Conflict Creative Resource
Customer Controls Oriented
Thinking
Resolution Acquisition Management
• Leadership
• Actual Experience

21. Development in Real Time
– Frequent check ins on performance
– Use PRD’s to communicate outcomes
and standards – not only “responsibilities”
– Development plan co created and executed
– Unstructured development time (a la Google) 70-20-10
– Create opportunities for transfer of tribal knowledge
through non-traditional methods (gaming, self paced, live
on line etc)

22. Continuous Engagement
• Proximity to the Need
– Dedicated resources to this area – Gen Y project team etc
– Electronic means for input, collaboration (FB, communities)
– Frequent check ins – check pulse
– Keep it simple and …..human
– Use 360 style of instruments to identify and
communicate needs

23. Relationships
• Foster trust
• Healthy open relationships
• Transparent leadership
• Pair with strong performing
Gen X or Jones
• Open work environment

24. Continuous Engagement
• How work is done……..FWA or WTO
– Career progression
– Capacity
– Location
– Schedule
– Role

25. Your Gen Y Execution Plan
• 3 R`s
– Reminded
– Renewed
– Recognized
• Move from idea to implementation…now