2. The Team
Susan Hay, MA
Emily Benson, PhD
www.launchingu.com
info@launchingu.com
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3. Business Overview
▪ Career Coaching for college students, new
graduates and early career professionals.
▪ Business consulting
Why is our work needed?
▪ The system is broken and young people are
in a tough situation
▪ Pressure is high
▪ Negative stereotypes about Millennials are
rampant
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4. We’d like to hear from you first…
▪ What are the biggest challenges you have with younger
employees**?
▪ What do you want us to make sure we cover today?
▪ **Entry-level – Age 28(ish)
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7. Here’s what we’ve heard…
▪ Truth in the stereotypes
▪ At the end of the day, what millennials want is not that
different from what we wanted.
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8. How does this show up?
- Resumes
- Want promotions quickly
Why does it show up?
- Recession
- Debt
- Don’t feel connected
- At the end of the day, they are looking to grow.
How to address it.
- Plan for attrition
- Sounds like you want them to stay.
- Career planning
- Give them projects and lots of feedback
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Stereotype: Lack of Loyalty
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Stereotype: Impatient
How does this show up?
- Trying to fix things they don’t yet understand
- Wanting next promotion
- Tuning out in meetings
- Want the “right” answer
Why does this show up?
- More distractible
- Used to filtering out extraneous information
How to address this?
- Get out in front of it.
- Teach them office norms
- Help them understand the big picture.
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Stereotype: Lazy
How does this show up?
- On their phone all the time
- Seem less willing to work longer hours
Why does this show up?
- They are very connected to their peers
- They do a lot of work on their phones
- Want work/life balance
- If they think their work is meaningless
they will tune out
How to address?
- Set goals and manage to them
- Being clear about goals, targets,
expectations
12. When Interviewing Millennials:
▪ Look for potential success stories
▪ Accomplishment Stories
▪ Find out what matters to them
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13. When Managing Millennials:
▪ Lots of Feedback
▪ Give Meaty Assignments
▪ Make sure they have a Growth/Career Plan
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14. Cultural Intervention:
▪ Set up contact and interaction that isn’t just hierarchically
driven
▪ They need exposure!
▪ Send them out to interview key people in the organization
with specific questions – they need to learn how things are
done and why
▪ Remember it’s a two-way street: All ages/experiences levels
need to cultivate curiosity
▪ Keep the focus on strengths, not deficits
▪ This is important, also not a substitute for management
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