This Power Point is from a keynote presentation hosted by CAI at it's annual Compensation and Benefits Conference. Presenter is Dr. Kevin Snyder who has held a career in Student Affairs and working with young professionals. Now he speakers to college and corporate audiences all over the country. Description: The Millennial generation has emerged in 2015 to officially become the majority demographic in the workforce. Organizations that understand, embrace and leverage the needs and perspectives of this new generation’s melting pot will not only find success in a more engaged and productive workforce, but will also avoid the cost of turnover and poor customer service. Kevin will leave you with a deeper understanding of how to shape this group’s compensation and benefits offerings to match their needs and positively impact your business.

1. Think Differently:
Compensation & Benefits in
the New Millenium
Presented at CAI’s 2015
Compensation and
Benefits Conference

2. Think Differently:
Compensation & Benefits in
the New Millenium
On the final slide, you
have the opportunity to
receive two(2)
complimentary eBook
downloads:
Think Differently &
Empower Your Employees

3. Dr. Kevin Snyder
www.KevinCSnyder.com @KevinCSnyder
• Motivational Speaker,
Consultant, Author
• Former Dean of Students;
career in Student Affairs
• Experience speaking to
Millennials in all 50 states

5. If a fish market can find a way
to ensure employees find
purpose, meaning, fit and
culture, can’t yours?
Their product isn’t just fish,
but dead fish!

8. The “FISH Philosophy”
started because one person
empowered his team to
“Think Differently” about
their work.

9. %
... of employees self-reported
being unhappy – miserable in
their daily job. These were
likely their parents.

10. < %
... found that <30% of
the workforce is
engaged

11. … executive concerns is a skills
gap and knowledge transfer.
… baby boomers retiring daily.
TOP
10K
86% … would leave their job if a better
opportunity arose.
‘TRUE’ FACT

12. Did you know?

13. … 2015 is the year Millennials have become the
majority workforce demographic. There are more
Millennials now than Baby Boomers! ~ 10,000
Boomers reaching retirement daily.

15. Anyone born between ~1980 - 2000

18. Never before has
their been four
generations in
the workforce.
Imagine 4
generations
living under the
same roof …

19. @KevinCSnyder

20. It is projected that by 2025,
70-75% of the workforce will be
Millennials.

21. How are you preparing your organization
to attract, engage and retain this young
professional talent? Or are you? How?

22. Do you know the
generational
makeup of your
workforce?

23. What will your
workforce look like
in 2025?

24. What plan do you
have in place to
transfer that
knowledge?

25. Millennials expect mor …
Is your organization
prepared for the
Millennial mindset?
Most aren’t.

26. Millennials expect mor …
Is your organization
prepared for the
Millennial mindset?
Most aren’t.
Be proactive.

28. What comes to mind when you
hear the term Millennial?
What are some descriptors
about this generation?

29. Here are some headlines …

30. “The Tethered Generation”

31. “The Now Generation
has become the ME
Generation.”

32. “The Now Generation
has become the ME
Generation.”
Actually, this was said about
Boomers in 1976!

33. “They have trouble making
decisions and have short
attention spans. They’d
rather hike the
Himalayas than climb
the corporate ladder.”

34. “They have trouble making
decisions and have short
attention spans. They’d
rather hike the
Himalayas than climb
the corporate ladder.”
Actually, this was said
about Gen X in 1990!

35. “The Me, Me, Me Generation.
The Millennials are
lazy, self-entitled
trophy kids who still
live with their parents.”

36. “The Me, Me, Me Generation.
The Millennials are
lazy, self-entitled
trophy kids who still
live with their parents.”
Okay, okay. This is what Time Magazine
actually wrote about Millennials in 2013.

37. “I’ve discovered that
what’s written and said
about Millennials has also
been said about every
generation in their ‘youth’
years. Moreover, what is
written about Millennials
seems more about hype to
sell magazines than it is
about literary accuracy.”
@KevinCSnyder

38. “No generation wants to
be labeled. Much like race,
religion, gender, etc., you
cannot and should not
stereotype any group.
When you do, it only
shows the lens of YOUR
experience. Let’s consider
a new Millennial lense.”
@KevinCSnyder

39. Balance/Flex
Development
Meaning
Culture
What’s important to
Millennials?

40. It’s more important to make
meaning than $$.
It’s important they work for a
company that makes a difference.
83%
78%
81% Fit & culture most important.

42. 67%Millennials who admitted to, on day one, beginning
to think about another job search.
91%Millennials who expect to stay in a job < 3 years.

43. Millennials expect more …
Is your organization
prepared for the
Millennial mindset?
Most aren’t.

44. In order to prepare your
organization and
attract/engage/retain Millennial
talent, let’s first understand the era
of which Millennials have grown up.

45. Previous
Generations
Yearbooks
Millennials
Facebook
Libraries Internet
Breakfast Club Glee
Walmart Amazon
Work-life Life-work

46. • Technology
• World events
• Recession & Unemployment
• Student Debt - $28,000
• Parental Involvement
• Culture of Immediacy; “Flat”
• “Anything Is Possible”; Dream

47. “So much of how we
perceive something in our
lives is due to our own
generational lens.”
~ Lancaster and Stillman
#CAI @KevinCSnyder

48. @KevinCSnyder #NCSHRM2014
#1 use:
Talking

49. @KevinCSnyder #NCSHRM2014
#1 use:
Texting

50. My recent flight
#MillennialAirlines

51. Is being so ‘connected’
Millennial? Or is it just society?

52. • Technology
• World events
• Recession & Unemployment
• Student Debt - $28,000
• Parental Involvement
• Culture of Immediacy; “Flat”
• “Anything Is Possible”; Dream

53. Jobs
@KevinCSnyder
... in a career on average
for Boomers/Gen X

54. Jobs
... projected to be the
average for a
Millennials career.
@KevinCSnyder

56. Jobs
... new research
suggests this isn’t true.
@KevinCSnyder

57. New research
suggests that
Millennials are NOT
job-hoppers. In fact, new
research suggests what we thought
about Millennials is now wrong.

62. The Point:
What has been said for
years may not actually be
true. Be careful what you
read, and assume, about
Millennials. It might just
be hype.
Talk with your young
professionals. Lead a
focus group. Find out
what they want. Explore.
Never assume.
Communicate.
@KevinCSnyder

63. The Millennial generation is a refreshing
reminder that living a dream is possible.
It’s what we should all aspire to do.
Imagine loving what you do ….
It’ll show.

65. In my research with Millennial focus groups and in my keynote
speeches all over the country, I asked over 1,500 Millennials …

66. What is it that you are most looking
for in a career … boss … environment?

67. Here’s how they responded …

68. Sense of Purpose & Meaning
Fit/Culture are Important
Career Development
Feedback, Mentoring & Coaching
Flexibility and Autonomy
What Millennials Want
@KevinCSnyder

70. • On site kindergarten/day care
• After school programs
• 100% healthcare coverage
• Fitness center
• Cooking lessons

71. • Connects new hires
immediately in REACH cohort
• Advancement program
• Extended, “recharge” holiday
time
• Projects collaborative

72. • Extensive training program
• Tuition reimbursement
• Rotational job duties

73. • Flexible work schedules
• Can work from any space in
building
• Options for life/auto/home
• Three weeks paid vacation

74. • Complimentary food/snacks
• Fitness center
• Flex schedules

75. “When you treat people [well] ...
you get better productivity. Rather
than really caring what hours you
worked, you care about output.
Our people have also been a lot
happier and more
productive, which is
much more important.“
~ Google CEO,
Larry Page

76. Recommendations
Sense of Purpose; Fit/Culture
• aThis next website should give you some hints
on how Millennials can sense culture/fit before
they ever even interview with your company.

80. XSInc has developed an internal social media platform they
call Novarete. This internal system aligns their company
values with behavior, enhances engagement and connects
employees both onsite and virtually. Check out their website!
http://novarete.com

82. Recommendations
Sense of Purpose; Fit/Culture
• a This next company has a “Culture Club.”
They meet monthly and investigate ways
to ensure their work culture is engaging,
fun, and rewarding.

83. @KevinCSnyder #NCSHRM2014

84. Recommendations
Sense of Purpose; Fit/Culture
• aThis next company has a whiteboard in their
lobby with open space for collaboration. People
write thoughts each day. It has a message of the
week as well.

85. @KevinCSnyder #NCSHRM2014

86. @KevinCSnyder #NCSHRM2014

87. Recommendations
Sense of Purpose; Fit/Culture
Collaborative Opportunities
This next environment just looks fun. They
removed cubicles so that employees had
more space to collaborate informally.
Retention doubled within 2 years.

89. Recommendations
Sense of Purpose; Fit/Culture
Collaborative Opportunities
Challenged; Ongoing Development
Training isn’t a one-time-only event.
Just ask my puppy, Barker.

90. Sense of Purpose; Fit/Culture
Collaborative Opportunities
Challenged; Ongoing Development
Transparency/Social Responsibility
Recommendations
Demonstrate you care about giving back. Contribute.
Make a difference beyond your organization and
make sure you promote what you do.

91. %
... Of Millennials want their
boss to serve more as a
mentor vs supervisor.

92. RecommendationsBy far, flexibility was
top desired quality in
what Millennials are
seeking in an
environment. Is your
company flexible?

93. Sense of Purpose; Fit/Culture
Collaborative Opportunities
Challenged; Ongoing Development
Transparency/Social Responsibility
Feedback, Mentoring & Coaching
Flexibility and mobility
Leverage Technology
Recommendations

94. The Strawberry Conundrum
http://bit.ly/1MQ8LW5

96. Twitter/LinkedIn:
@KevinCSnyder
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