what is a generation?

What is A Generation Anyways?

Hi Everyone.

This is a youtube I did over a year ago and it received lots of hits. It is a one-minute primer on generations. I hear people talking about “Generation Z” as if they are starting in the workplace. The reality is that “Generation Z” , the generation after the Millennials, was born around 2004-2005, making the oldest about 11 years old. Marketers frequently try to split a generation in two so they can sell more consulting on a “new and different” generation. Remember– a generation spans about 20-years, which is about the length of a phase of life.

Its all written in the book called Generations by Neil Howe and William Strauss. BTW– They coined the term “Millennials” way back in 1990.

If you really want to geek out on generation theory, check out this: Strauss-Howe Generational Theory in Wiki.

Bye bye for now.

Warren

 

i want you

3 Ways to Effectively Onboard Millennials

On my website, CoachingMillennnials, you can find an overview video Neil Howe and I produced called Recruiting and On-boarding Millennials. This video will get you oriented about best practices for recruiting and on-boarding Millennials, but I also wanted to point out a really comprehensive article on the same topic published just recently by Saeculum Research.  Its called “Welcoming Millennials Onboard“. It is a great article because it provides actual, actionable ideas you can use to attract Millennials. Here’s a summary:

  1. Invest in Swag. Show Millennials you care about them. This is easy, and it doesn’t cost a lot. LinkedIn welcomes employees with a swag bag of goodies that are customized to the person being hired. It’s simple swag– like include a personalized greeting card, copy of LinkedIn founder’s book, “The Start Up of You“, and a water bottle. It doesn’t need to be fancy, but ideally, should be personalized. Online care medical scheduling service provider ZocDoc invites new employees to dine out with the executive team for lunch.
  2. Offer Professional DevelopmentGeneral Electric and Caterpillar have pro­fes­sional development programs that emphasize mentorship by top executives and senior management. NYU assigns each new hire a mentor-buddy for the first two months on the job. Millennials like to gain new skills, and are much more likely to stick around if you invest in their professional development.
  3. Build Relationships Quickly. The faster a new hire bonds with his or her immediate co-workers, the more likely me or she is to stay and be a productive member of the team. As the article states, “Deloitte divides new hires into groups to play a board game that not only teaches newbies corporate policy, but also allows them to bond with their co-workers. Internet marketing company Bazaarvoice even sends new employees on a weeklong scavenger hunt to learn the ins and outs of the company. Although these practices are rather unconventional, they take advantage of Millennials’ team-oriented nature and facilitate stronger ties to the organization.”

One other key point the article makes to keep in mind when you are recruiting millennials… keep the parents involved! Boomer and Xer parents are with their Millennial kids at all the big milestone events, and their first job is no exception. And don’t think less of your Millennials because they want to involve their parents. Chances are, you have a very different relationship with your Millennial child than you did with your parents. The Army slogan is highly instructional as you think about including parents as part of your recruiting strategy: “You make them strong, we make them Army strong.”

i want you

3 Ways to Effectively Onboard Millennials

On my website, CoachingMillennnials, you can find an overview video Neil Howe and I produced called Recruiting and On-boarding Millennials. This video will get you oriented about best practices for recruiting and on-boarding Millennials, but I also wanted to point out a really comprehensive article on the same topic published just recently by Saeculum Research.  Its called “Welcoming Millennials Onboard“. It is a great article because it provides actual, actionable ideas you can use to attract Millennials. Here’s a summary:

  1. Invest in Swag. Show Millennials you care about them. This is easy, and it doesn’t cost a lot. LinkedIn welcomes employees with a swag bag of goodies that are customized to the person being hired. It’s simple swag– like include a personalized greeting card, copy of LinkedIn founder’s book, “The Start Up of You“, and a water bottle. It doesn’t need to be fancy, but ideally, should be personalized. Online care medical scheduling service provider ZocDoc invites new employees to dine out with the executive team for lunch.
  2. Offer Professional DevelopmentGeneral Electric and Caterpillar have pro­fes­sional development programs that emphasize mentorship by top executives and senior management. NYU assigns each new hire a mentor-buddy for the first two months on the job. Millennials like to gain new skills, and are much more likely to stick around if you invest in their professional development.
  3. Build Relationships Quickly. The faster a new hire bonds with his or her immediate co-workers, the more likely me or she is to stay and be a productive member of the team. As the article states, “Deloitte divides new hires into groups to play a board game that not only teaches newbies corporate policy, but also allows them to bond with their co-workers. Internet marketing company Bazaarvoice even sends new employees on a weeklong scavenger hunt to learn the ins and outs of the company. Although these practices are rather unconventional, they take advantage of Millennials’ team-oriented nature and facilitate stronger ties to the organization.”

One other key point the article makes to keep in mind when you are recruiting millennials… keep the parents involved! Boomer and Xer parents are with their Millennial kids at all the big milestone events, and their first job is no exception. And don’t think less of your Millennials because they want to involve their parents. Chances are, you have a very different relationship with your Millennial child than you did with your parents. The Army slogan is highly instructional as you think about including parents as part of your recruiting strategy: “You make them strong, we make them Army strong.”

millennial

An Embarrassing Millennial Moment for Kronos

Millennial mishap alert! I was really looking forward to reading a new research report by Kronos, a US-based multi-national workforce management software company, called, “Motivating Millennials, Managing Tomorrow’s Workforce Today”. Researching Millennials is my work, and I collect research reports like I used to collect baseball cards as a kid.

So, I’m settling in with my cup of coffee, sun streaming in through the window, my dog Wulfie sprawled on the “dog sofa”, excited to digest this research report. The very first “take-away” from the research is that “Millennials will make up 75% of the Australian workforce in 2025.” REALLY? Guys– do the math. A generation, by definition, lasts 18 to 22 years. Let’s just say 20-years. The workforce is made up of people roughly 20 to 60-years old, right? That’s a 40-year span, meaning that at a MAXIMUM, Millennials could only represent is 50%, but that’s only assuming we are counting 2 generations.

I know many of you don’t care about this, but I’m a stickler for data accuracy. I would hope Kronos would be too. I’m giving then a “D” on this report for demographic accuracy.

Oh– if you want to know how many Millennials will be in the workforce by any given year, I am including a Link to a spreadsheet we put together by looking at census estimates. Max percentage is 51% in 2034. This is for the US, but population pyramids run roughly parallel between Australia and the US.

Bravo, Kronos, for recognizing that Mentorship programs should be a core part on Millennial’s development– (see our take on Mentorship), but its better if you stick with your core competency– software development.

Percent of Millennials in the workforce.xlsx

millennial

An Embarrassing Millennial Moment for Kronos

Millennial mishap alert! I was really looking forward to reading a new research report by Kronos, a US-based multi-national workforce management software company, called, “Motivating Millennials, Managing Tomorrow’s Workforce Today”. Researching Millennials is my work, and I collect research reports like I used to collect baseball cards as a kid.

So, I’m settling in with my cup of coffee, sun streaming in through the window, my dog Wulfie sprawled on the “dog sofa”, excited to digest this research report. The very first “take-away” from the research is that “Millennials will make up 75% of the Australian workforce in 2025.” REALLY? Guys– do the math. A generation, by definition, lasts 18 to 22 years. Let’s just say 20-years. The workforce is made up of people roughly 20 to 60-years old, right? That’s a 40-year span, meaning that at a MAXIMUM, Millennials could only represent is 50%, but that’s only assuming we are counting 2 generations.

I know many of you don’t care about this, but I’m a stickler for data accuracy. I would hope Kronos would be too. I’m giving then a “D” on this report for demographic accuracy.

Oh– if you want to know how many Millennials will be in the workforce by any given year, I am including a Link to a spreadsheet we put together by looking at census estimates. Max percentage is 51% in 2034. This is for the US, but population pyramids run roughly parallel between Australia and the US.

Bravo, Kronos, for recognizing that Mentorship programs should be a core part on Millennial’s development– (see our take on Mentorship), but its better if you stick with your core competency– software development.

Percent of Millennials in the workforce.xlsx