The Millennial generation, born between 1980-2000, is moving into manager and leadership positions rapidly with a desire to excel. They have a workplace style that is vastly different than their predecessors. Raised in a praise-based culture, college-bound since kindergarten, Millennials have been protected from failure by over-engaged parents. They have not bought into ‘climbing the corporate ladder and paying their dues’ and instead value equality over hierarchy. Millennials seek flexible schedules as well as time for personal pursuits yet they expect to make an impact immediately. They are comfortable challenging authority and the status quo and bring these values into leadership and management roles. They perform best when using their strengths; learn how focusing on strengths makes transitions into leadership and supervisory roles more successful. Understand what types of training and mentorship this generation of leaders needs to be more productive and engaged in their work. #sxsw #GenYWorker

1. Millennials as Supervisors:
Strategies for Success
Jennifer H. Selke, Ph.D.
@jennselke
#GenYWorker
workstrengths.com
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2. About Me: Millennial Expert
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3. Reprinted or used with the permission of Gallup Inc.
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4. About Me: Gallup Certified
Strengths Coach
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5. Keeping Millennials
Engaged
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6. Fighting Stereotypes
Entitled
Narcissistic
Needy
Lazy
Job Hoppers
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7. Work: The Old Way
Looking-up to find out information
Rules, regulations, and policies
Authority
Hierarchy
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8. The New Way
Consensus building
Ideas from anyone
Empowering
Think Differently
Individualize
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9. By 2020, 46 of all employees in U.S. will be
in the Millennial Generation.
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10. Generation Y / Millennials
(1980 - 2000)
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11. Millennial
Supervisors
Confident
Make an Impact
Learner
Driven to Innovate
Tech-Connected
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12. The Cost of Turnover
30-50% of the annual salary of
entry-level employees
150% of middle level employees
up to 400% for specialized, high
level employees
Society for Human Resource Management
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13. Over 25% expect to have 6
or more employers in their career
Get the most out of them for as long as they stay
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14. Managing them to Leave
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15. 45 Strategies for Success
as a Millennial
Supervisors
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16. Actually I have
7
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17. 1
Age
Diversity
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18. Generations
The Greatest Generation (1901-1928)
The Silent Generation (1928 - 1945)
The Baby Boomers (1946 - 1964)
Generation X (1965 - 1980)
Generation Y / Millennials (1980 - 2000)
Generation Z (Early 2000's - present)
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19. The Silent Generation
(1928 – 1945)
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20. The Silent Generation
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”Great Depression" by buckle1535 is licensed under CC BY 2.0

21. The Baby Boomers
(1946 – 1964)
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22. Baby Boomers
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23. Baby Boomers
Pension
Individual
Hierarchical
Apprentice
Structured Work
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24. “Each generation
imagines itself to be
more intelligent than the
one that went before it,
and wiser than the one
that comes after it.”
~ George Orwell
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25. Generation X
(1965 - 1980)
Lost Generation
Cynical
Under Socialized
Slackers
Latch Key Kids
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26. Generation X
Generation X
Value Ideas
Degrees
Better Offers
Move up
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27. Diversity Training
Cross Generational Work Teams
Training: “Generation Shock”
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28. “The Ys told us they were so happy to
learn why the baby boomers were so
conservative and why Gen X didn’t want
to share information with them.”
Marjolaine Rompré, director of learning for development at
L’Oréal Canada.
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29. Learner-centric
Education Oriented
Desires Feedback
Wants to Grow
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30. 2
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Growth and
Development

31. #lifeskills
training
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32. 360 degree
feedback
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33. 3
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Engagement

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35. 4
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Strengths Based
Management

36. PEOPLE WHO FOCUS ON USING THEIR
STRENGTHS MAXIMIZE THEIR POTENTIAL
People who learn to use their strengths every
day have 7.8% greater productivity.
Teams who receive strengths feedback have
8.9% greater profitability.
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37. PEOPLE WHO FOCUS ON USING THEIR
STRENGTHS …
are three TIMES as likely to report
having an excellent quality of life
are six TIMES as likely to
be engaged in their jobs
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38. PEOPLE WORKING IN THE STRENGTHS ZONE …
n
look forward to going to work
n
have more positive than negative interactions with coworkers
n
treat customers better
n
tell their friends they work for a great company
n
achieve more on a daily basis
n
have more positive, creative, and innovative moments
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39. 5
Finding a
coach
at work
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40. goal oriented
immediate
impact
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42. Challenge
Norms
Equality not
Heirichy
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43. Tech Savvy | Fast Pace | Connected
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44. 6
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Communication
Skills

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49. Adaptable
Positive
Playful
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50. Love Working as a Team
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51. 7
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After-hours Work

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53. The Challenge
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54. The Cost of Turnover
30-50% of the annual salary of
entry-level employees
150% of middle level employees
up to 400% for specialized, high
level employees
Society for Human Resource Management
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55. Reprinted or used with the permission of Gallup Inc.
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56. "To love what you do
and feel that it matters
-- how could anything
be more fun?”
~Katharine Graham
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