Is your organization and its leaders ready for the influx of the Millennial generation in the workplace? This presentation covers tips for recruiting and retaining Millennials and several "clashpoints" that appear among the four generations of employees today.

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2. AABbOoUuT tY OthUeR fFaAcCiIlLiItTaAtToOrRsS
Angie Salmon, SVP – EFL Associates
Angie has completed over 120 executive search assignments
during her ten-year tenure at EFL Associates. The ability to
effectively recruit and retain emerging talent has become more
important as Millennial candidates reach the executive ranks.
Wayne Larson, Marketing – EFL Associates
The token Millennial, Wayne leads CBIZ Human Capital Services &
EFL Associates' national marketing efforts, specifically working
cool, engaging stuff.
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3. GENERATIONS – OUR DEFINITIONS
Generations Born Age
1. Traditionalists 1930-1945 69-84
2. Baby Boomers 1946-1964 50-68
3. Gen X 1965-1976 38-49
4. Gen Y/Millennials 1977- 37 and younger
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4. YOUR CURRENT MILLENNIAL INVESTMENT
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Number of employees under 37 years old
X
Group's average total compensation
=
Total millennial investment

5. ESTIMATED U.S. POPULATION
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80
70
60
50
40
30
20
10
0
Millennials
(20-34)
Gen X
(35-49)
Baby Boomers
(50-69)
Traditionalists
(70-84)
US Population Estimates (Millions)
US Census as of July 2013
Millennials will become
75% of the global work
force by 2025 and more
are stepping into
management positions
every day.
65.6M
61.7M
76.4M
24.0M

6. UNDERSTANDING DIVERSITY VS STEREOTYPING
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7. TRADITIONALISTS (69-84)
DEFINING MOMENTS & IDENTIFICATION
95% OF TRADITIONALISTS
ARE RETIRED FROM THE
WORKPLACE
AKA: THE SILENT GENERATION
• Comfortable with delayed gratification
• Hard work, sacrifice
• Recognition for great contributions
• Utilize the lifetime of wisdom
• Ask them (they might not volunteer)
• Mentor – Millennials trust them
PERFORMANCE
CLUES
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8. BABY BOOMERS (50-68)
DEFINING MOMENTS & IDENTIFICATION
AKA: POST WWII BABY BOOM
BABY BOOMERS CONTROL OVER
80% OF PERSONAL FINANCIAL
ASSETS & MORE THAN HALF OF
ALL CONSUMER SPENDING.
PERFORMANCE
CLUES
• Competitive
• Enjoy leading teams
• “Work hard, pay your dues”
• Measure work effort in hours per week
• Want to be recognized for contributions
• Prefer phone, personal interaction, meetings
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9. GENERATION X (38-49)
DEFINING MOMENTS & IDENTIFICATION
AKA: GEN Xers
PERFORMANCE
CLUES
49% OF GEN Xers HAVE AT LEAST
SOME COLLEGE EDUCATION
• Naturally skeptical
• Loyal to individuals (not companies)
• Training is security
• Wants career security rather than job security
• Balance now – not late in life
• Prefer email, voicemail, direct and immediate
• Savvy with technology, media and information
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10. GENERATION Y (<37)
DEFINING MOMENTS & IDENTIFICATION
PERFORMANCE
CLUES
AKA: MILLENNIALS
53% OF MILLENNIALS FEEL A
MENTORING RELATIONSHIP WITH
THEIR MANAGER WOULD IMPROVE
THEIR VALUE & PRODUCTIVITY.
• Respect accomplishment vs. authority
• Accustomed to praise/feel entitled
• Great multi-taskers, team members
• Want meaning and good balance
• Build parallel careers
• Want excitement & challenge
• Purpose/mission focused
• Technology driven
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11. MOTIVATING A MULTI-GENERATIONAL WORKFORCE
Traditionalists Boomers Xers Millennials
I need Respect Status Feedback/
Autonomy
Structure/ To
Contribute
Reward/
Motivation
Acknowledge
expertise
Symbols of
achievement
/ Promotion
Professional
development/
Flexibility
Flexibility/
Growth
Attitude “Get the job
done”
“Let’s have a
meeting and
talk about it”
“I’ll do my part,
you do yours –
we’ll meet up
later.”
“I can, I will –
just let me.”
Work ethic Sacrifice Driven Balanced Integration
Communication
style
Formal/ Protocol Formal/
Process
Informal/
Pragmatic
Casual/
Immediate
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12. RECRUITING & RETAINING
MILLENNIALS
TIPS TO TAKE AWAY
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13. RECRUITMENT
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14. RECRUITMENT HOT BUTTONS
Employer that fits lifestyle, personality, and priorities:
Ethics
Challenge
Entrepreneurship
Opportunity
Creativity
Technology
Mission
Lifestyle
Diversity
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ATTRACTRIENCGR MUIITLMLEENNNTIA TLASC -TTIACCSTICS
 Make it personal
 Instant gratification
 Entertaining
 Authentic
 Straightforward
 Set expectations
 Y-Size your website
 Offer more than
money
 Compensation
package
 Explain career path

16. Y-SIZE YOUR WEBSITE
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17. PERCEPTION IS REALITY
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18. RETENTION
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19. RETENTION STRATEGIES
 Week One is All-Important
 Create Customized Career Maps – Be Specific
 Model the Way – Reward Performance
 Create Challenges and Milestones
 Promote Collaboration
 Communicate & Provide Feedback - OFTEN
 Transparency & Access to Leaders
 Understand Motivations
 Talent Management Reviews
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20. Range Spread
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DESIGNING SALARY STRUCTURES
Traditional Salary Structure Design
Chief Financial Officer
Controller
Accountant
Bookkeeper
Accounting Clerk

21. Range Spread
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DESIGNING SALARY STRUCTURES
Salary Structure (and Career Paths) modified for Millennials
Chief Financial Officer
Controller
Accounting Manager
Accounting Supervisor
Senior Accountant
Accountant
Junior Accountant
Senior Bookkeeper
Intermediate Bookkeeper
Junior Bookkeeper
Senior Accounting Clerk
Intermediate Accounting Clerk
Junior Accounting Clerk

22. OFFER MORE THAN MONEY
22
VS
VS

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OFFER MORE THAN MONEY

24. UNDERSTAND CONFLICTS & “CLASHPOINTS”
 Parallel Careers/Freelancing
 Professionalism
 Advancement
 Flextime/Telecommuting
 Inclusion
 Rewards
 Measuring Results vs. Time
 Personal Technology
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EXAMPLES:
NEED FOR CONSTANT FEEDBACK:
• Others see it: Irritating, bid for attention
• Millennial perspective: Eager to please, efficiency
CONFIDENT/SELF-ASSURED
• Others see it: Entitled, unwilling to pay dues
• Millennial perspective:
Want meaningful, important work
DISLIKING RIGID WORK SCHEDULES
• Others see it: Lazy, won’t “put in the time”
• Millennial perspective:
Work can be done anywhere, will work tirelessly
for something exciting

25. WHAT ALL GENERATIONS WANT
 Challenging, meaningful work
 Opportunities for learning
 Development and advancement
 Successful integration of work/personal life
 Fair treatment
 Competitive compensation
 Leaders who are:
– Accessible, lead by example
– Acts as a coach, holds people accountable.
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26. SOURCES & WORK CITED
Online Sources
 “Managing Tomorrow’s People: The Future of Work to
2020,” and “Millenials at Work: Reshaping the
Workplace,” by Michael Rendell, Sandy Pepper, Karen
Vander Linde, Leyla Yildririm, et. al.
PriceWaterhouseCoopers
 “Millennials facing unique workplace challenges,” by
Lexy Gross, USA Today, September 24, 2013.
 “Money no longer the motivator for Gen X and Gen
Y?” by Ray Williams, Wired for Success-Psychology
Today, August 1, 2010.
 “Study Reveals Surprising Facts About Millennials In
The Workplace,” by Shama Kabani, Forbes.com,
December 5, 2013.
 “What Millennials Want In The Workplace (And Why
You Should Start Giving It To Them,” by Rob Asghar,
Forbes.com, January 13, 2014.
 The Beat (Up) Generation,” by Abby Ellin, Psychology
Today, March 11, 2014.
 Practical Advice for Managing a Multi-Generational
Workforce, IBM
“Leading and Motivating a Multi-Generational
Workforce, Leadstar
 Concerns Grow over Workforce Retirements and Skills
 Gaps, SHRM & AARP
 U.S. Census Data 2010
Books
 Y-Size Your Business: How Gen Y Employees Can Save
You Money and Grow Your Business by Jason Ryan
Dorsey (2009)
 When Generations Collide: Who They Are. Why They
Clash. How to Solve the Generational Puzzle at Work
by Lynne C. Lancaster and David Skillman (2003)
 Retiring the Generation Gap, Center for Creative
Leadership, by Jennifer Deal (2006)
Presentations
 “Managing Generational Differences” CBIZ
Supervisory Training, 2011.
 Age Differences in Organizational Leadership, MRG
Online Sources
 “11 Tips for Managing Millennials,” by Susan
Heathfield, About.com.
 “Gen Y Job Seekers: How They’re Different from Gen X
and Baby Boomers,” by Dan Schawbel, TIME.com,
September 24, 2012.
 “How Millennials are Transforming Careers and the
Workplace,” by Ray Williams, Wired for Success –
Psychology Today, September 16, 2013.
 “How the Millennial Generation Will Change the
Workplace,” by Ray Williams, Wired for Success-
Psychology Today, March 19, 2014.
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