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A New Home: Second Wave Learning

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This will be my last blog post on the Coaching Millennial site, but have no fear! I will be posting my new blogs on the Second Wave Learning website.

The big new is, of course, the release of my new book, Second Wave Millennials: Tapping the Potential of America’s Youth. It is out and it is available on Amazon. Amazon makes it so easy to buy… if you are a Prime member, the book is 1-click away from your doorstep.

If you have been reading my blogs, you will recognize some of the material in the book. The book is really a “best of” material that has been crafted in a coherent way with an easy-to-read narrative and plenty of ideas for you on successfully engaging Millennials to peak performance.

This book is 10-years in the making. During this time, I have been on the front line in companies, gaining a greater appreciation of the generational dynamic and the challenges therein. So, the ideas in the book are “road-tested.”

Because I value high quality research, I’ve spent the time sorting through the best research on the subject of generations. In fact, there are over six pages of endnotes representing almost 60 different sources. All that said, it is not a research book, per se. It is a story about the challenges that different generations face in the workplace, and ways to overcome them.

The new kid on the block is, of course, the Second-Wave Millennial. Media seems to be picking up the “Gen Z” label, but I am old school, and sticking with the actual definition of a length of a generation being 20 to 25 years, thus marking all Millennials between 1982-2004. If anything, generations are getting longer because people are having children in their late 20s, 30s and even 40s.

This does not mean there are no differences between the older cohort (first-wave), and younger cohort (second-wave). There are big differences, and this is why there is pressure to identify a new name for a new generation. First-Wave Millennials (older) are more like GenXers–they are more street smart, focused on their goals, and gravitate toward leadership positions more readily. They were mostly raised by Boomer parents. Second-Wave Millennials, however, are more cautious, risk-averse, book smart, stressed out, and need detailed guidance in the workplace. They were mostly raised by GenXer parents, who used an even more hands-on parenting style than Boomers parents.

And all you crazy Xers like myself–you will find more written in my book about us than any other book on generations. So… check out the book and let me know what you think. In the meantime, look out for more blogs from Second-Wave Learning!

the ofice

How Many Generations are in the Workforce?

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How many generations of people are in the workforce today? The answer may be fewer than you think.

It is often said there are four or even five generations of people in the full-time labor pool, but the answer hinges on the definition of generation and simple math.

A generation typically spans 18 to 22 years. Currently, 97 percent of the workforce in the United States is 18 to 73 years old, a 56-year spread, according to the U.S. Bureau of Labor Statistics.

That means it is unlikely you will have more than three generations in your place of business — at least legally — at any given time.

Right now, the generations in the workforce are Baby Boomers, the oldest of whom are in their early 70s, Generation X members, and Millennials, the youngest of whom are just entering their teen years. Generation Z members are barely old enough to stay home alone (see Busting Myths – Generation Z).

Although there are only three generations in the active, full-time workforce, the generational differences are significant. A survey of thousands of employees in the insurance industry, for example, revealed that three-quarters of respondents agreed that there are important generation differences, and those differences “sometimes” or “often” pose challenges in the workplace. (See more about this in “Why Generations Matter” from LifeCourse Associates.)

These differences include how members of each generation set goals for themselves and others, what members of each generation wants from their managers and coworkers, and even how they communicate. Learn more about how Millennials are changing the workplace here.

 

Millennial Footprint

The Millennial Footprint on Media and Entertainment

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Millennial Footprint

The millennial generation will continue to leave a lasting footprint on American culture.

Every generation leaves their footprint on media and entertainment, and it looks like the Millennials’ footprint is likely to be a big one.

Last week at the ThinkLA conference in Los Angeles, I gave a Presentation on this topic. Attending were over 600 executives in the media and entertainment business. Among this group, there is a growing sense of unease about where it’s all going. Long standing business models have been disrupted overnight. In a recent research paper conducted by Ipsos for the Social Media Advertising Consortium, it was reported that 30% of Millennials’ media time (5 hours/day) is now spent with User Generated Content (UGC) created by their friends and peers. Our own research at LifeCourse confirms this. In a recent survey we conducted for twitch.tv, we found that  93% of Millennials go to social networking sites on their smart phones. This compares to 85% of GenXers and only 52% of Boomers. Conventional media like broadcast television is under enormous pressure to stem eroding market share from emerging media, and Millennials are leading this shift.

History shapes generations. Generations shape history.

To understand how Millennials  influence these new trends and discern where it is all going, we need to go back in time to the formative years of their childhood, and their coming of age experience– their own history. These early experiences shape their values and beliefs that remain enduring and unique, and can give us a glimpse into the future. Every generation is shaped by their place in history. Aristotle said that history shapes generations, and then generations shape history.

Millennials were raised during a time of increasing parental involvement. We’ve all heard stories of helicopter parents, clearing the way for their child’s success and achievement. Indeed, Millennials were raised to feel special and instilled with an ethic of achievement. Surrounded by a team of parents, teachers, coaches, and tutors, the expectation of individualized attention as well as a trusting support network allowing them to grow and achieve has always been part of the Millennials coming of age story. Role models at an early age encouraged teamwork and cooperation. Do you remember Barney the Dinosaur? I love you, you love me, we’re one big happy family… By contrast, GenXers grew up to learn to fend for themselves– it was a time of declining parental involvement. One of the iconic figures of their coming of age experience was a Muppet who lived in a garbage can– Oscar the Grouch!

[youtube https://www.youtube.com/watch?v=e4Sml5MgOcM&rel=0&w=560&h=315]

 

In my presentation, I’ve identified four shaping criteria that is now influencing, and will continue to influence the direction of entertainment and media usage:

  • Hyper-Socialization

Millennials are a connected generation, but it is more than the technology that allows them to connect. Millennials are social, and they seem to love everybody. They love their parents, they love their friends, and they love the community where they live. 82% of teenagers in 2005 (now Millennials in their late 20’s) reported “no problem at all with any family member”. This compares to 75% in 1983, and 48% in 1974. We all know that Millennials are the “friend” generation. In our 2014 LifeCourse survey, 55% of Millennials agreed with the statement, “My friends are the most important thing in my life”. This compares to 44% for GenXers and 40% of Boomers. But it is not just about being social and liking friends and family… it is about doing things together. Millennials like to work with others and collaborate in teams. In the world of video gaming, long thought of as a lonely geek activity, 72% of Millennials play video games with their friends or family members.

Perhaps the most telling event in recent media history about Millennials’ propensity for hyper-socialization and doing things together was the recent phenomenon called Twitch Plays Pokémon. Here is how it worked: An anonymous gamer from Australia developed a program on one of the world’s most popular live streaming sites for Millennials called twitch.tv. On twitch.tv, gamers input over 112 million commands to vote on how the main character should move. Together, they beat the game in 16 days. Twitch Plays Pokémon is now a regular site feature where users play assorted Pokémon titles together. Furthermore, users have also enhanced the game in ways the creator could not have anticipated, from creating memes in Photoshop to planning Pokémon battle strategies on social media.  In essence, this one game created a thriving community of its own.

  • First Life/Second Life Blend

Unlike Boomer and GenXers, who adapted to today’s technology, Millennials are digital natives. Their orientation is entirely different than older generations. They spend more time in front of a screen (10 hrs per days vs. 8 hrs for Xers and 7 hrs for Boomers), and they are the first generation that feels as much ‘at home’ with their second life on the internet as their first life (their actual real life). IRL is a common acronym going around today– it stands for In Real Life, as opposed to “life” on the internet. The fact that Millennials need to distinguish between the two suggests that there would otherwise be confusion for which is which. This is a remarkable paradigm shift that can’t be overstated. Indeed, in the LifeCourse survey for twitch, 52% of Millennials think that life is like a video game. Millennials quite simply trust technology. It was there with them in their crib, and has always been a dependable partner, so no wonder Millennials gravitate toward this second life of technology.

All of this means that as far as media and entertainment preferences, Millennials are likely to get deeper into interactive media– spend more time and become more engaged on the internet and in their second life, and of course, bringing their friends and family with them.

  • The Maker Movement

Like many new movements in the last few years, this one started with geeks in their basements. The whole maker culture represents learning by doing in a social environment. The maker movement is networked, informal, peer-led, and motivated by fun, learning, and achievement. This is quintessential Millennial! We know that Millennials are highly networked to their peers, and we also know that the notion of achievement is very important to them. Schools have increasingly been focused on achievement standards, and Millennials are on track to becoming the best educated generation in U.S. history. Good performance is a source of pride and social capital for Millennials, and the maker culture encourages both.

The rise in Millennials time spend with User Generated Content (UGC) is up to 30%. This is content that is created by their friends and peers. Earlier this year, Disney purchased Maker Studios for a deal worth about $900 million. Microsoft introduced Project Spark to the gaming community, and program that allows players to create their own characters, plot lines, settings, etc. All of these events point to a Maker Movement and this has “Millennial” written all over it.

As to the implications of Maker Movement on Media and Entertainment, expect more Millennials to be using today’s technology tools to advance their education and the their avocation. I predict that the entertainment industry will reshape the education business in America and throughout the world. After all, entertainers know how to grab your attention and keep you engaged.

  • The Barney Effect

The purple dinosaur that millions of Millennials watched as children encouraged teamwork, cooperation, respect, and fairness. Whether it is support for same sex marriage, or support to reduce the income gap, Millennials’ values of equity, respect and fairness were forged in their early years. Millennials are the first generation since the GI’s (pre-WW II) to value a middle class. 72% of Millennials believe the government should work hard to reduce the income gap between the rich and the poor, according to a 2014 CNN poll.

Along with this fairness and equity ethic comes Millennials’ embrace for brands that have a socially conscious element to it. Millennials scored higher than GenXers of Boomers when agreeing with the two statement “having a positive impact on society is important to me” and “It is important to me companies I buy products from support social causes.”

This notion of equity and fairness extends to expectations Millennials have on their participation in how products and brands are developed. This is often accomplished through crowdsourcing, which is second nature to Millennials. Ben and Jerry’s was one of the first companies to crowdsource flavors. According to the LifeCourse publication Social Intelligence, “Millennials expect brands to listen to their feedback and engage in two-way, interactive conversation with them.” Wasn’t it Barney who originally taught them to participate and share?

[youtube https://www.youtube.com/watch?v=xqfJ1_zjEjA]

The Three Key Words for the Footprint: Participate, Create, and Share

Those that are paying attention to the footprint are finding ways for Millennials to participate, create, and share in their media experience: Participate because Millennials feel that it is important to have their voice heard in the decisions being made, whether it is an ice cream flavor, or privacy policy on Facebook. Create because Millennials are leading the original Maker culture with an active and engaged mindset to learn, build, and achieve. And finally, Share, because Millennials value open transparency and dialogue, and advocate a crowdsourcing mentality. Follow the Participate-Create-Share mantra and watch your audience grow.

-Warren Wright
@MillennialCoach

http://www.CoachingMillennials.com

Coaching Millennials

New Year's Resolution for Coaching Millennials

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Coaching MillennialsCoaching to Millennials’ Strengths, Not Weaknesses

I’ve always believed that you can get more out of an employee by focusing on their strengths, not harping on their weaknesses. This is particularly true for Millennials. Born between 1982 – 2004, Millennials have been treated ‘special’ by their parents, teachers and coaches for most of their lives. Their development has been oriented around positive self-esteem—they are the “we can accomplish anything and overcome any obstacle generation.” Their cultural icons are Harry Potter, the do-gooder wizard who defeats the fantastical evil forces of doom, and more recently, Hunger Game’s Katniss Everdeen, who perseveres through daunting environs overlorded by feckless Baby Boomers. Millennials are ready for big challenges and will rise to the occasion when you focus on their strengths.

But before you focus on their strengths, you have to know what their strengths are! One of the quickest and most accurate ways to do this is introducing them to the StrengthsFinder assessment. This online assessment tool costs less than $10 and your employees can complete the entire assessment in less than 30-minutes. The results are instantaneous and you can start coaching around strengths immediately.

Full disclosure: StrengthsFinder was developed by Gallup and while I was a manager there, I used it successfully for almost 10 years, as did hundreds of Gallup clients.

Once you’ve established your Millennial’s “top five” strengths, spend a half-hour reviewing with them to make sure you are both on the same page. From here, you can build a development strategy for their success around their strengths. This is the kind of mentoring that your Millennials want and need.

-Warren Wright
@MillennialCoach

http://www.CoachingMillennials.com

Coaching Millennials

New Year’s Resolution for Coaching Millennials

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Coaching MillennialsCoaching to Millennials’ Strengths, Not Weaknesses

I’ve always believed that you can get more out of an employee by focusing on their strengths, not harping on their weaknesses. This is particularly true for Millennials. Born between 1982 – 2004, Millennials have been treated ‘special’ by their parents, teachers and coaches for most of their lives. Their development has been oriented around positive self-esteem—they are the “we can accomplish anything and overcome any obstacle generation.” Their cultural icons are Harry Potter, the do-gooder wizard who defeats the fantastical evil forces of doom, and more recently, Hunger Game’s Katniss Everdeen, who perseveres through daunting environs overlorded by feckless Baby Boomers. Millennials are ready for big challenges and will rise to the occasion when you focus on their strengths.

But before you focus on their strengths, you have to know what their strengths are! One of the quickest and most accurate ways to do this is introducing them to the StrengthsFinder assessment. This online assessment tool costs less than $10 and your employees can complete the entire assessment in less than 30-minutes. The results are instantaneous and you can start coaching around strengths immediately.

Full disclosure: StrengthsFinder was developed by Gallup and while I was a manager there, I used it successfully for almost 10 years, as did hundreds of Gallup clients.

Once you’ve established your Millennial’s “top five” strengths, spend a half-hour reviewing with them to make sure you are both on the same page. From here, you can build a development strategy for their success around their strengths. This is the kind of mentoring that your Millennials want and need.

-Warren Wright
@MillennialCoach

http://www.CoachingMillennials.com

Top four reasons that Millennials are leaving their "dream jobs"

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Millennials Dream Job

60% of Millennials leave their jobs within a 3-year period

Warren Wright is Executive Vice President of LifeCourse Associates, a publishing, speaking, and consulting company built on the generational discoveries of Neil Howe and William Strauss. Warren has spent over twenty-five years in leadership roles at companies that use behavioral sciences, statistics, organizational development, change management, and media to help their clients.

Last week I came across a study that said 60% of Millennials leave their jobs within a 3-year period. This was part of the much publicized Millennial Branding Report that was released in August. Among the findings, 51% of companies report that the cost of training and development is highest when hiring Millennials. This is obvious, as on-boarding costs for new talent requires far more resources and development. 56% of employers revealed that it takes 3 to 7 weeks to hire a fully productive Millennial into a new role. This statistic is a little concerning, as it seems the expectations of companies is too high in terms of getting new employees up to speed on a role. Well managed companies with typically invest several months, not weeks in on-boarding and development.

  • 60% of Millennials leave their jobs within a 3-year period
  • 51% of companies report that the cost of training and development is highest when hiring Millennials
  • 56% of employers revealed that it takes 3 to 7 weeks to hire a fully productive Millennial into a new role

The top four reasons that Millennials are leaving their “dream jobs” might be less about Millennials and more about their managers. When I worked at Gallup, our consulting mantra revolved around the notion that your manager is responsible for 85% of your experience with the company you work for– they can make you or break you. It turns out that the reason for high Millennial turnover is bad management. Listed below are four reasons Millennials say they are leaving their dream job, and each one of thee reasons has to do the difference between good management practices and bad management practices:

#1: “No one is asking for my feedback”

Clue: If your Millennial isn’t happy, find out why. This is management 101. Frequent check-ins are critical especially early on ones career, and especially for Millennials, who are known as the “Feedback generation”.

#2. “I wasn’t clear about opportunities for advancement”

Clue: Provide clear opportunities for advancement (in excruciating detail). Millennials like to see a clear path for advancement, and it does not have to be straight up the ladder… it can be different responsibilities at the same level. The important thing is that the path is clear and someone is guiding them along the way.

#3. “The job was advertised as one thing, but it turned out to be something else”

Clue: Never inflate or misrepresent a role. Be completely honest about job expectations. Recruiters in HR try to put their best foot forward, but sometimes, if the job seems to be too good to be true, it probably is. Always temper job expectations with reality about the job.

#4. “It seemed like no one cared about me”

Clue: Show that you care. This is a big one. Remember, Millennials grew up with an entire team that was looking out for their well-being: parents, teachers, coaches, doctors, etc. Transitioning into the workplace  can be an entirely different environment than their life experience up until their first job. Frequent check-ins, feedback sessions, praise for good work, and constructive criticism for missing the mark– these are all important elements to successfully managing Millennials.

In summary, many of the reasons Millennials are leaving their jobs is directly related to the quality of the manager to foster high levels of productivity of the employees he or she manages. Millennials seem to be forcing the bigger issue of demanding better management overall. As they say, a rising tide raises all ships– better management not only helps Millennial employees, but all employees.

-Warren Wright
@MillennialCoach

http://www.CoachingMillennials.com

Top four reasons that Millennials are leaving their “dream jobs”

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Millennials Dream Job

60% of Millennials leave their jobs within a 3-year period

Warren Wright is Executive Vice President of LifeCourse Associates, a publishing, speaking, and consulting company built on the generational discoveries of Neil Howe and William Strauss. Warren has spent over twenty-five years in leadership roles at companies that use behavioral sciences, statistics, organizational development, change management, and media to help their clients.

Last week I came across a study that said 60% of Millennials leave their jobs within a 3-year period. This was part of the much publicized Millennial Branding Report that was released in August. Among the findings, 51% of companies report that the cost of training and development is highest when hiring Millennials. This is obvious, as on-boarding costs for new talent requires far more resources and development. 56% of employers revealed that it takes 3 to 7 weeks to hire a fully productive Millennial into a new role. This statistic is a little concerning, as it seems the expectations of companies is too high in terms of getting new employees up to speed on a role. Well managed companies with typically invest several months, not weeks in on-boarding and development.

  • 60% of Millennials leave their jobs within a 3-year period
  • 51% of companies report that the cost of training and development is highest when hiring Millennials
  • 56% of employers revealed that it takes 3 to 7 weeks to hire a fully productive Millennial into a new role

The top four reasons that Millennials are leaving their “dream jobs” might be less about Millennials and more about their managers. When I worked at Gallup, our consulting mantra revolved around the notion that your manager is responsible for 85% of your experience with the company you work for– they can make you or break you. It turns out that the reason for high Millennial turnover is bad management. Listed below are four reasons Millennials say they are leaving their dream job, and each one of thee reasons has to do the difference between good management practices and bad management practices:

#1: “No one is asking for my feedback”

Clue: If your Millennial isn’t happy, find out why. This is management 101. Frequent check-ins are critical especially early on ones career, and especially for Millennials, who are known as the “Feedback generation”.

#2. “I wasn’t clear about opportunities for advancement”

Clue: Provide clear opportunities for advancement (in excruciating detail). Millennials like to see a clear path for advancement, and it does not have to be straight up the ladder… it can be different responsibilities at the same level. The important thing is that the path is clear and someone is guiding them along the way.

#3. “The job was advertised as one thing, but it turned out to be something else”

Clue: Never inflate or misrepresent a role. Be completely honest about job expectations. Recruiters in HR try to put their best foot forward, but sometimes, if the job seems to be too good to be true, it probably is. Always temper job expectations with reality about the job.

#4. “It seemed like no one cared about me”

Clue: Show that you care. This is a big one. Remember, Millennials grew up with an entire team that was looking out for their well-being: parents, teachers, coaches, doctors, etc. Transitioning into the workplace  can be an entirely different environment than their life experience up until their first job. Frequent check-ins, feedback sessions, praise for good work, and constructive criticism for missing the mark– these are all important elements to successfully managing Millennials.

In summary, many of the reasons Millennials are leaving their jobs is directly related to the quality of the manager to foster high levels of productivity of the employees he or she manages. Millennials seem to be forcing the bigger issue of demanding better management overall. As they say, a rising tide raises all ships– better management not only helps Millennial employees, but all employees.

-Warren Wright
@MillennialCoach

http://www.CoachingMillennials.com

New Study: Millennial Males Worse off than Millennial Females

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Millennial Males

The employment rate for young men declined from 84% in 2000 to 72% in 2012.

We’ve heard the refrain many times in the last couple of years– young adults are launching their careers later since the Great Recession of 2007-2008. While graduation rates and test scores go up, the ability to secure employment has gone in the opposite direction. According to a new Study from Georgetown University’s Center on Education and the Workforce, called “Failure to Launch: Structural Shifts, and the New Lost Generation“, Millennials are far less likely than previous U.S generations to be employed, and when they do become employed, their wages are lower. The study also points out the gender disparity, a disturbing trend that looks bleak for young males graduating from college.

Among the highlights related to gender differences:

1. Millennials, especially Millennial males, are taking longer to launch their careers. From the period 1980 through 2012, the age at which young adults reached the median wage increased from 26 to 30 years old. Meanwhile, older workers’ relative earnings are much higher over that same period of time. Good for Baby Boomers, bad for Millennials.

2. While young women have seen substantial growth in labor force attachment over the past three decades, coinciding with their enormous growth in post-secondary enrollment and educational attainment, young men’s labor force growth has gone down. Young men experienced the greatest declines in workforce participation and employment. Employment rate declined from 84% in 2000 to 72% in 2012.

3. The most common jobs for young adults are concentrated in low wage occupations such as cooks, cashiers, and waitresses. In 1980, young men made 85% of the median wage; In 2012, they earn only 58% of the median wage.

The authors of the report offer some suggestions on how to reverse the trend, focusing on investing in training and education programs for the young. But in today’s rancorous political environment, the likelihood of public sector investments in educational programs is not likely. This, combined with continuing economic malaise, we may be looking at one of the most fundamental shifts in employment trends in U.S. history– a long-term downward trend.

Is there a silver lining? The report points to three positive trends: “While the situation may look dire for today’s generation of young adults, there are several reasons for optimism. First, Millennials themselves are the most optimistic generation: 88 percent of 18- to 34-year-olds think they either have, or will have, enough money in the future to achieve their long-term financial goals.” Second, Millennials are the most-educated generation: 60 percent of women have attained at least some college credit, compared to 52 percent of women from Generation X and 34 percent of baby boomers at the same ages. Third, despite troubling trends in the labor market and changing sociocultural norms, Millennials’ median household income remains the highest of any generation at similar ages.”

This may not be solace for a 20-something who is working two part part time jobs, living in his parent’s basement’ however. We clearly have some work to do.

-Warren Wright
@MillennialCoach

http://www.CoachingMillennials.com

5 Terrible Ways to Manage Millennials

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When it comes to Millennials, managers need to exercise caution to avoid irreversible errors

When it comes to Millennials, managers need to exercise caution to avoid irreversible errors.

With all the attention on the right way to manage Millennials, I thought I would share some ‘worst practices’ that I have seen in recent months as a way to help managers avoid irreversible errors in managing and coaching Millennials.

Turnover remains high with Millennials, but research still suggests that Millennials would rather work for “one perfect employer” than hop from job to job. So, here it goes… 5 terrible ways to manage Millennials:

1. Practice Tough Love

Most middle managers and even senior managers fall into the Generation X (ages 32 – 51) category. Xers came of age at a time of economic malaise and cultural tension. For them growing up, the world was a dangerous place. Generation X was the latch-key generation. Unwanted pregnancies reached a peak in the US in the 80’s and early 90’s, risk behavior such as drinking and driving and drug use increased. While Boomers practiced ‘free love’, Xers worried about AIDS.

Because of their tough gritty experiences, Xers entered the workforce, fairly successfully on their own with no help from anyone. They were the survivalists and entrepreneurs that embraced risk with a fiercely independent spirit. I see many Xer managers treat Millennials with the kind of ‘tough love’ mentality that they experienced when they entered the workforce.

News flash: Millennials don’t ‘get’ tough love. Their experience was entirely different growing up. They were raised ‘carefully’ by their helicopter parents who surrounded them with teams of teachers, counselors, physicians, and tutors that worked on every aspect of their development. Their expectation for the workplace is the same. You can’t give a Millennial too much attention.

2. Give them the Big Picture on an Assignment

For as empowered and confident as Millennials are, they need descriptions of assignments in detailed clarity. It is not enough to say, “read through this 1,000-page document and create a 3-page summary”. You would need to identify for them exactly how the summary should be developed, what font and format you want, when you want it by, and what resources are available to help them complete the assignment. Millennials prefer step-by-step explanations in as much detail as possible.

3. Take Their Toys Away

A few years ago, I was doing a research project for a U.S. government agency. We were trying to identify the drivers of satisfaction among Millennials. While the top results all had to do with feedback, two elements emerged that were unexpected: they wanted larger monitors or even two monitors on their desks, and they wanted to be plugged into to their social network throughout the workday. Now, I realize there are some jobs where this would not be possible, but consider the two things that have always been a priority for Millennials– cutting edge technology, and ability to connect to their social network. One hotel manager told me, “I tried to stop them from getting on Facebook, but it was impossible.  Instead, I have designated times for Facebook breaks throughout the day, and this really has helped, not hurt productivity and moral.”

4. Don’t Offer/Explain Benefits

One of the most remarkable and unexpected characteristics of Millennials is their interest in benefits like 401k, retirement, health benefits, wellness and flex programs, etc. It was always assumed that young people don’t care about these things– after all, retirement is a long way off, and young people are generally healthy, but according to a study by MetLife, this does not appear to be the case. In fact, Millennials actually value benefits more than older generations! This is a reversal in thinking, as it was always assumed that phase of life would influence attitudes toward benefits. There is also emerging evidence that Millennials are investing a higher percentage of their income into 401k’s compared to older generations. So, don’t assume that Millennials don’t care about these issues, and make sure you provide plenty of opportunities to explain these benefits in great detail.

5. Try to be ‘Cool’, like Them

This is an awful strategy. Millennials expect older generations to act their age. Millennials already have a very positive and informal relationship with authority figures. Studies have shown that Millennials have a far better relationship with their parents compared to Boomers and Xers when they were young. And Millennials also share many of the same cultural interests as their parents– they watch movies together, listen to the same music, and communicate far more frequently than previous generations. But Millennials value interactions with their own generation. Don’t insert yourself into their friend network and start posting stuff on Facebook and Twitter. If you do, you will not be cool, you will be weird.

What are some of the ‘worst practices’ you’ve heard about in Managing Millennials? Better yet, what works best for you in managing Millennials?

-Warren Wright
@MillennialCoach

http://www.CoachingMillennials.com

Millennial Job Interview Tips: Use The 3 “C” ‘s

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Interview tips for millennials

When it comes to interviewing be clear, be competent, and be confident.

I typically work with businesses that need assistance in understanding and coaching their Millennial employees. But last week, I had the chance to coach my own Millennial, my son…

Last week he called me on the phone to ask me for advice on a job interview. “Dad”, he said, “I have a job interview on the phone in 90-minutes. They want me to do  a 5-minute sales pitch. Can you help?” Thinking out loud I said “Um, well, probably not– 90-minutes might not be enough time.” There was a pause, and then, thinking of all the cramming session in school over the years that we’d done together that worked out, I said in a measured, Dad-like manner, “Yea, sure, I can help. Let’s do this.”

This was a logistics company that had grown from $1M in 1997 to over $1.3B in 2012. One look at the website and it’s clear that the company has a sale driven culture that takes great pride in the quality of their salespeople and ability to deliver quality to their customers. I never had heard of them before, but this looked like an impressive company!

Nick, had already done much of the preliminary work, scouring their website and Google for relevant information on the company. He had all the raw features and benefits nailed down. He has always been naturally persuasive, charming and sociable. I was not worried about his ability to “connect”, but wanted to make sure there was a framework, or structure to his sales pitch.

Here is what I told him, and perhaps it can be helpful when your Millennial is interviewing for a sales job, or any job, for that matter. Follow these basic principles to coach your Millennial job seeker. They are the three “C”‘s of a job interview:

Be Clear

In a job interview, you must be clear about three things: 1) Who you are (your qualifications and interests), 2) How you fit the role (a list of your skills and knowledge matched to the position’s requirements), and 3) What you know (a solid understanding of the company’s mission, strategy,operations, culture, etc.). Have a plan. Practice what you are going to say. Make it clear and logical. Weave a narrative that makes sense. Tell them why you are in front of them, what lead you to be here, and exactly how you can make a difference in their company based on your unique contributions. Practice you pitch.

Be Competent

These days, there is no excuse for not doing your homework on the company you are interviewing with. Aside from studying their website, make sure to spend some extra time spend doing an article search, search for public filings,review financial statements, and check out the company on sites like Glassdoor.com. Set up Google Alerts with the company’s name and key words revolving around their business. And study. Then, study some more, and write down notes. Millennials are the most educated generation in US history, graduating from high school and college at record rates. This is another homework assignment. Prepare for a job interview like you prepare for a term paper. Have a main argument or thesis, make an outline, and fill in supporting evidence.

Be Confident

It’s hard to prepare for this one. Some applicants are more naturally confident than others, and it is not something you can turn on or off at a moment’s notice. That said, when an applicant is not confident in his or her abilities, the interviewer will pick this up immediately, and prospects for getting the job are hugely diminished. Millennials are well-known for their confidence– it is typically not in short supply. But be genuine and authentic and demonstrate how your confidence can help their company grow. Of course, if this is a sales pitch… make sure you ask for the order! Ask, “what are the next steps?”, and “I’d like to know, how did I do, and would you consider hiring me for the job?” When you ask these questions, it shows that you have initiative and you can ask for the sale, but without being too pushy.

I talked to Nick about an hour after the interview and he told me it went great. They would like him to take the next step for another interview. I was thrilled to hear that.

You’ve been coaching your Millennial throughout their entire life. Don’t stop now.  Just a few simple tips can help him on his way to a better job and the start of a better career.

Millennial Job Interview Tips: Use The 3 "C" 's

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Interview tips for millennials

When it comes to interviewing be clear, be competent, and be confident.

I typically work with businesses that need assistance in understanding and coaching their Millennial employees. But last week, I had the chance to coach my own Millennial, my son…

Last week he called me on the phone to ask me for advice on a job interview. “Dad”, he said, “I have a job interview on the phone in 90-minutes. They want me to do  a 5-minute sales pitch. Can you help?” Thinking out loud I said “Um, well, probably not– 90-minutes might not be enough time.” There was a pause, and then, thinking of all the cramming session in school over the years that we’d done together that worked out, I said in a measured, Dad-like manner, “Yea, sure, I can help. Let’s do this.”

This was a logistics company that had grown from $1M in 1997 to over $1.3B in 2012. One look at the website and it’s clear that the company has a sale driven culture that takes great pride in the quality of their salespeople and ability to deliver quality to their customers. I never had heard of them before, but this looked like an impressive company!

Nick, had already done much of the preliminary work, scouring their website and Google for relevant information on the company. He had all the raw features and benefits nailed down. He has always been naturally persuasive, charming and sociable. I was not worried about his ability to “connect”, but wanted to make sure there was a framework, or structure to his sales pitch.

Here is what I told him, and perhaps it can be helpful when your Millennial is interviewing for a sales job, or any job, for that matter. Follow these basic principles to coach your Millennial job seeker. They are the three “C”‘s of a job interview:

Be Clear

In a job interview, you must be clear about three things: 1) Who you are (your qualifications and interests), 2) How you fit the role (a list of your skills and knowledge matched to the position’s requirements), and 3) What you know (a solid understanding of the company’s mission, strategy,operations, culture, etc.). Have a plan. Practice what you are going to say. Make it clear and logical. Weave a narrative that makes sense. Tell them why you are in front of them, what lead you to be here, and exactly how you can make a difference in their company based on your unique contributions. Practice you pitch.

Be Competent

These days, there is no excuse for not doing your homework on the company you are interviewing with. Aside from studying their website, make sure to spend some extra time spend doing an article search, search for public filings,review financial statements, and check out the company on sites like Glassdoor.com. Set up Google Alerts with the company’s name and key words revolving around their business. And study. Then, study some more, and write down notes. Millennials are the most educated generation in US history, graduating from high school and college at record rates. This is another homework assignment. Prepare for a job interview like you prepare for a term paper. Have a main argument or thesis, make an outline, and fill in supporting evidence.

Be Confident

It’s hard to prepare for this one. Some applicants are more naturally confident than others, and it is not something you can turn on or off at a moment’s notice. That said, when an applicant is not confident in his or her abilities, the interviewer will pick this up immediately, and prospects for getting the job are hugely diminished. Millennials are well-known for their confidence– it is typically not in short supply. But be genuine and authentic and demonstrate how your confidence can help their company grow. Of course, if this is a sales pitch… make sure you ask for the order! Ask, “what are the next steps?”, and “I’d like to know, how did I do, and would you consider hiring me for the job?” When you ask these questions, it shows that you have initiative and you can ask for the sale, but without being too pushy.

I talked to Nick about an hour after the interview and he told me it went great. They would like him to take the next step for another interview. I was thrilled to hear that.

You’ve been coaching your Millennial throughout their entire life. Don’t stop now.  Just a few simple tips can help him on his way to a better job and the start of a better career.

Quantified Self: A Movement Built by GenXers, Adored by Millennials

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Quantified Self

The Quantified Self movement is an example of utilizing technology to track everything from daily mood to heart rate.

Quantified What?

FitBit, Daytum, Mood Panda—you’ll be hearing a lot more about these self-monitoring devices that track your daily experiences in life, measuring everything from heart rate to number of steps taken to sleep patterns. This new biofeedback technology is part of the quantified self movement (also called self-tracking or body hacking) which uses technology to gather data on all aspects of a person’s daily life.

How Big Will It Be?

Apple is so convinced of the demand for these devices, they’ve developed  and entire suite of Apps. Their new App, Digifit,  is strapped onto your body to record your heart rate, pace, speed and cadence of your running, cycling and other athletic activity. PricewaterhouseCoopers has predicted that the worldwide market for mobile health care devices and communications will jump from $4.5 billion in 2013 to $23 billion in 2017.

How Generations Play a Role

What is the generational angle on this? Typical of emerging consumer movements , there are often two generations at play: one that sets the conditions, and one that adopts and consumes. Both Generation X and Millennials play a role here.

Generation X (born between 1961-1981) was the first generation to embrace measurement as it relates to performance. Choice, behavior incentive, and market incentives defines this generation contribution to the business world. While the Boomers were off accomplishing their ‘mission’ (perhaps some ill-defined utopian state) GenXers were quietly measuring impact of activity on performance. GenX Google founders Sergy Brin and Larry Page turned the advertising world upside down by introducing a pay-for-performance model of advertising. Now GenX has found a way to bring measurement and performance to personal human behavior. Most leaders in the Quantified Self movement, first defined by Gary Wolf and Kevin Kelly in a 2007 Wired Magazine article, are born in the 1970’s, while the consumers and enthusiasts are born in the 1980’s and 1990’s.

Millennials say… Monitor Me, Please

While early wave GenXers and Boomers may be wary of this self-monitoring due to privacy concerns and technology adoption reluctance, Millennials can’t wait to get their hands on this stuff.

Clearly technology adoption plays a role in Millennials’ acceptance of this movement, but it is the culture of Millennials that assure body-hacking is here to stay. As I pointed out in previous blogs, Millennials are much more comfortable sharing their personal information over web, so sharing even intimate details on sleep patterns is not a concern. Furthermore, as Neil Howe points out, Millennials are an achieving generation. They’ve grown up in an environment where test scores matter and there are measured goals (achieving GPA and SAT scores to get into college, etc. ). At the heart of self-monitoring devices is the ability to measure so you can improve. Millennials will accept this challenge with gusto.

Finally, Millennials have grown up in a heavily monitored environment, so there is something comforting about the idea of monitoring their well being. This was the first generation whose parents had the monitor listening devices in their room, so they could hear every peep from the crib. Remember—Millennials trust technology. Technology is their friend.  I can easily see a 24-year old posting her heart rate results on Facebook to the adoring comments from friends and parents “Way to go!” and “Good job!” This positive feedback– the essential motivator for Millennials– encourages better results, of course. And with their close relationship with parents, it is easy to see how texting their results to their parents will be the norm.

So, how can companies take advantage of this new self-monitoring movement, and what implications can this have to your healthcare? Stay tuned for my next blog post for some ideas…

-Warren Wright
@MillennialCoach

http://www.CoachingMillennials.com