Demystifying Millennials: What Motivation Research Can Tell us about Bridging the Generation Gap
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Opinions about millennials in the workplace are abundant, and often provocative. While there is ample discussion about this generation, its differences, and its challenges, very few organizations have a plan for improving intergenerational relationships in the office. By grounding your plans in research rather than rumor, you can establish an effective strategy for retaining, motivating, and maximizing the potential of millennials. As millennials ascend to leadership positions, it is critical for every organization to develop an inclusive, research-based approach to developing the next generation of leaders. Watch the webinar for revealing research that will help your organization harness the potential of millennial talent.
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Demystifying Millennials: What Motivation Research Can Tell us about Bridging the Generation Gap
- 1. Demystifying Millennials What Motivation Research Can Tell us about Bridging the Generation Gap Tricia Naddaff, President, MRG
- 2. Type a question here. Click the red arrow to expand the Control Panel. Host Lucy Sullivan Head of Marketing, MRG
- 3. A Brief Introduction Tricia Naddaff President, MRG Management Research Group is a global leader in designing assessments that foster a deep self-awareness and impact people in profound and meaningful ways with solutions for Leadership, Personal Development, Sales and Service. MRG conducts extensive research on effective leadership behavior, leveraging a database of more than 1.2 million assessment participants.
- 4. A generation is “…a group of individuals, born during the same period of time, having the same approximate age,and assumed to share similar ideas,problems,attitudes,interests, and values.”
- 5. Which Generation are you? • Silents: 1925-1945 • Baby Boomers: 1946-1964 • Gen X: 1965-1980 • Gen Y (Millennials): 1981-1999 • Gen Z: 2000-2015
- 6. “The young people of today think of nothing but themselves. They have no reverence for parents or old age. They are impatient. They talk as if they alone knew everything and what passes for wisdom with us is foolishness with them.” ~ Socrates 470-390 BC
- 7. Kids! I don't know what's wrong with these kids today! Kids! Who can understand anything they say? Kids! They are disobedient, disrespectful oafs! Noisy, crazy, sloppy, lazy, loafers! While we're on the subject: Kids! You can talk and talk till your face is blue! Kids! But they still just do what they want to do! Why can't they be like we were, Perfect in every way? What's the matter with kids today? © 1960 Charles Strouse and Lee Adams
- 8. Source: Every Every Every Generation Has Been the Me Me Me Generation Elspeth Reeve | The Atlantic | May 9, 2013 LIFE May 17, 1968
- 9. Source: Every Every Every Generation Has Been the Me Me Me Generation Elspeth Reeve | The Atlantic | May 9, 2013 NEW YORK August 23, 1976
- 10. Source: Every Every Every Generation Has Been the Me Me Me Generation Elspeth Reeve | The Atlantic | May 9, 2013 NEWSWEEK December 30, 1985 “There they are, those preening narcissists who have to document every banal moment with their cutting-edge communications technology.”
- 11. Source: Every Every Every Generation Has Been the Me Me Me Generation Elspeth Reeve | The Atlantic | May 9, 2013 TIME July 16, 1990 “They have trouble making decisions. They would rather hike in the Himalayas than climb a corporate ladder… They crave entertainment, but their attention span is as short as one zap of a TV dial… They postpone marriage because they dread divorce.”
- 12. Source: Every Every Every Generation Has Been the Me Me Me Generation Elspeth Reeve | The Atlantic | May 9, 2013 TIME May 20, 2013
- 13. [Footer text to come] Page No 13 5 Generations at Work Silents 1925-1945 Baby Boomers 1946-1964 Gen X 1965-1980 Gen Y (Millennials) 1981-1999 Gen Z 2000-2015
- 14. What influenced you as a teenager? What were the hairstyles and fashions? What was happening in the world? What were your parents’ expectations? How did your upbringing affect your identification with your generation?
- 16. What’s it like to be a Boomer? Most mothers at home full time Cold War, Cuban missile crisis Vietnam, Watergate, Peace Movement Civil Rights Women’s Rights Space Travel Assassinations of JFK, RFK, MLK A time of dramatic social change
- 17. Work Ethic Characteristics Baby Boomers Work IS life Ambitious Wait to be noticed and rewarded Question authority Loyal Key relationships at work Political Correctness Redefining “retirement”
- 19. What’s it like to be a Gen X-er? More TV channels Dual household income, latchkey kids, divorce Collapse of communism Spread of AIDS Energy crises Long term employment is less certain Wary of institutions but hesitant to challenge them Work/life balance is important
- 20. Work Ethic Characteristics Generation X Free agents Side step "the rules” Self reliance Work is a contract Work smarter Emphasize “life” in work/life balance Outcome oriented Less formal Pragmatic
- 21. Gen Y (Millennials) born 1981-1999
- 22. What’s it like to be a Millennial? Fastest growing workforce Very tech savvy, highly connected, global citizens Rise in Social Media Busy scheduled lives 9/11 Great Recession Increase in school violence Socially and environmentally conscious Expect to be highly successful
- 23. Work Ethic Characteristics Millennials • Energetic • Goal oriented • “What’s next?” • High expectations • Want inclusion • Entitled and impatient • Want managers they admire • Seek jobs that match their values and encourage teamwork • Want constant feedback • Looking for life/work balance
- 24. [Footer text to come] Page No 24 Generational Differences in Approaches to Leadership
- 25. Page No 25 What drives differences? Is it generation or is it age? A Global Study
- 26. LEA Behaviors CREATING A VISION Conservative Innovative Technical Self Strategic StrategicFOLLOWING THROUGH Control Feedback ACHIEVING RESULTS Management Focus Dominant Production TEAM PLAYING Cooperation Consensual Authority Empathy DEVELOPING FOLLOWERSHIP Persuasive Outgoing Excitement Restraint IMPLEMENTING Tactical Structuring Communication Delegation
- 27. Non-matched groups – Gen X and Gen Y
- 30. Age Differences within the Same Generation – Gen X
- 31. Page No 31 Questions & Comments
- 32. [Footer text to come] Page No 32 Generational Differences in Motivation 5,386 leaders Controlling for gender & management level
- 33. IDI Dimensions – Measuring Motivation AFFILIATING Giving Receiving Belonging Expressing ATTRACTING Gaining Stature Entertaining CHALLENGING Maneuvering Winning Controlling PERCEIVING Creating Interpreting MAINTAINING Stability Independence Irreproachability MASTERING Excelling Enduring Structuring
- 34. Motivation Patterns by Generation
- 35. Understanding generational differences is helpful. But to avoid stereotyping… it’s important to understand the individual’s motivational energy patterns
- 36. Understanding a multi-generational team through the lens of motivation
- 37. Millennials: the Bottom Line Much of what you observe is related to personal and professional maturity. See and understand the uniqueness of each individual… remembering the brain’s preference for stereotyping.
- 38. Six Tips for Helping Millennials Thrive √ Ask them questions to draw out deeper insights √ Give them opportunities to be in the spotlight √ Challenge them with stretch goals √ Help them feel connected to the organization and to their teams √ Coach them on persuasive skills √ Provide good training on Delegation and Feedback
- 39. More on Bridging Generational Gaps MRG.com
- 40. Page No 40 Questions & Comments
- 41. Upcoming Events with MRG Certifications Presentations MRG Summit Thursday, June 20 | Portland, Maine Master Class: LEA 360™ Wednesday, June 19 | Portland, Maine Master Class: IDI Friday, June 21 | Portland, Maine LEA 360™ Online Starts July 9 LEA 360™ Full Suite In Portland, Maine Starts August 19 LEA 360™ Online Starts September 10 MEECO San Diego, CA October 15-18, 2019 IDI Online Starts June 11 IDI In Portland, Maine August 21 IDI Online Starts September 5 Events
- 42. [Footer text to come] Page No 42 Thank you. Stay in touch. research@mrg.com