Are We Even Speaking the Same Language? Integra6ng Millennials into - - PowerPoint PPT Presentation

▶
are we even speaking the same language integra6ng
SMART_READER_LITE
LIVE PREVIEW

Are We Even Speaking the Same Language? Integra6ng Millennials into - - PowerPoint PPT Presentation

Feb 16, 2024 277 likes •835 views

Are We Even Speaking the Same Language? Integra6ng Millennials into the Workplace RE REINA C INA COGGINS OGGINS, P PHARM HARM.D., BCP BCPS PHARMA PHA MACY CY EDUCA EDUCATOR BILLINGS BILLINGS CLINIC CLINIC RCO

slide-1
SLIDE 1

Are We Even Speaking the Same Language? Integra6ng Millennials into the Workplace

RE REINA C INA COGGINS OGGINS, P PHARM HARM.D., BCP BCPS PHA PHARMA MACY CY EDUCA EDUCATOR BILLINGS BILLINGS CLINIC CLINIC RCO RCOGGINS@BILLINGSCLINIC.ORG RG

slide-2
SLIDE 2

Disclosure

I am classified as a Millennial. I an not an expert on genera5ons. Nothing else to disclose.

2

slide-3
SLIDE 3

Objec6ves

Describe characteris5cs for each genera5on currently in the workforce. Discuss the values, behaviors and preferences that define the Millennial genera5on. Iden5fy strategies to communicate effec5vely and create a posi5ve working and learning environment.

3

slide-4
SLIDE 4

Defining A Genera6on

Defined by birthdate

  • Within, roughly, a 20-year span

Group that shares significant life events

  • Forma5ve Years: Years responsible for forming their
  • utlook

Share unique commonali5es

  • Not all will share the same values
  • May relate to other genera5ons

4

slide-5
SLIDE 5

Silent Genera6on

5

slide-6
SLIDE 6

Silent Genera6on

Also known as:

  • Veterans
  • Tradi5onalists
  • Builders

Birth Years: 1925-1945 Forma5ve Years: 1945-1964

6

slide-7
SLIDE 7

Silent Genera6on

Significant Life Events

  • Discovery of Penicillin
  • End of World War II
  • End of The Great Depression
  • GI Bill
  • Radio in each home

7

slide-8
SLIDE 8

Silent Genera6on Commonali6es

Prac5cal Outlook

  • Understand the difference between necessity and luxury

Dedicated and Loyal

  • Adulthood came early

Respec^ul and Trus5ng

  • Believe and trust public figures

Difficulty understanding work-life balance Feedback is only needed if change is necessary

8

slide-9
SLIDE 9

Baby Boomer Genera6on

9

slide-10
SLIDE 10

Baby Boomer Genera6on

Also known as:

  • Post-war babies

Birth Years: 1946-1964 Forma5ve Years: 1965-1980

10

slide-11
SLIDE 11

Baby Boomer Genera6on

Significant Life Events

  • Contracep5on medica5ons entered market
  • FDA Kefauver-Harris Drug Amendments Act
  • Civil Rights Movements
  • First landing on the moon
  • Television in the homes

11

slide-12
SLIDE 12

Baby Boomer Genera6on Commonali6es

Op5mis5c outlook

  • Idealis5c and Confident
  • “Wanted Genera5on”

Driven

  • Embraced compe55on

“Pay Your Dues”

  • Loyalty to a company
  • Seniority = Advancements in the workplace

Feedback needed annually

12

slide-13
SLIDE 13

Genera6on X

13

slide-14
SLIDE 14

Genera6on X

Also known as:

  • Gen X
  • Baby Bust
  • Slackers

Birth Years: 1965-1980 Forma5ve Years: 1980-2000

14

slide-15
SLIDE 15

Genera6on X

Significant Life Events

  • CDC’s first report of AIDS
  • Stock market decline
  • Corporate layoffs
  • Opera5on Desert Storm
  • Challenger explosion

15

slide-16
SLIDE 16

Genera6on X Commonali6es

Skep5cal outlook

  • Mul5ple recessions
  • Increasing public awareness of real world issues

Values and responsibili5es align

  • Friends became family

Want a work-life balance

  • Experiences > Work

Want regular feedback

16

slide-17
SLIDE 17

Genera6onal Recap

Silent Genera5on

  • Prac5cal Outlook
  • Do the job and do it well

Baby Boomers

  • Op5mis5c Outlook
  • Confident and Compe55ve

Gen X

  • Skep5cal Outlook
  • Valued experiences

17

slide-18
SLIDE 18

What do all genera6ons have in common?

18

slide-19
SLIDE 19

Commonali6es Between Genera6ons

Difficulty understanding other genera5ons

  • Why can’t they be more like us?

Consider their genera5on the standard of comparison

  • Conflicts with the genera5ons before
  • Cri5cism of the genera5on to follow

Played a vital role in the development of genera5ons to follow

19

slide-20
SLIDE 20

Millennials

20

slide-21
SLIDE 21

21

slide-22
SLIDE 22

How many people have used the word Millennial in a nega6ve way?

22

slide-23
SLIDE 23

Millennials

Also known as:

  • Gen-Y
  • Gen Next

Birth Years: 1980-2003 Forma5ve Years: 2001-2023

  • S5ll currently happening

PEW RESEACH CENTER GRAPHIC

23

slide-24
SLIDE 24

Millennials

Significant Life Events

  • Prozac introduced into the market
  • Google and World Wide Web opens to public
  • 9/11
  • School and Public Shoo5ng
  • Hurricane Katrina

24

slide-25
SLIDE 25

Helicopter Parents

Heavy parental involvement

  • Ac5vi5es coordinator for their children
  • Allowed for structure and control

Reduced free-5me

  • Regular ac5vi5es and involvement from parents

Promoters of Self-Esteem

  • Par5cipa5on trophies
  • Honor student bumper s5ckers

25

slide-26
SLIDE 26

Paren6ng A Millennial

Choices

  • Given a voice in family decisions

Speak up for yourself

  • Verbalize their feelings
  • Say what you want

Sacrifices Were Made

  • Personal, financial, and professional

26

slide-27
SLIDE 27

Explaining The Unexplainable

Easy access to informa5on

  • TV and Newspapers
  • Internet

Issues to Address

  • Missing Children on Milk Cartons and Billboards
  • 9/11
  • School and Public Shoo5ngs

27

slide-28
SLIDE 28

Safest Genera6on

Safety First

  • D.A.R.E Programs
  • Baby on Board
  • Helmets, Knee and Elbow Pads, and Wrist

Guards

  • Stranger danger
  • Seatbelt laws

28

slide-29
SLIDE 29

Learning Styles

Classrooms were no longer lecture-based

  • Purposeful and Fun

Group-based learning

  • Encouraged to collabora5on

Discussions and opinions were encouraged

  • Required applica5on of the informa5on

Internet became primary source for informa5on

29

slide-30
SLIDE 30

Behaviors

Cau5ously op5mis5c outlook

  • Easily accessed informa5on regarding current events
  • Want to change the world

U5lize technology 24/7

  • Con5nuous access to informa5on

Embrace the present

  • Value experience and seize the moment
  • Live inten5onally

Passionate

  • Embrace change

30

slide-31
SLIDE 31

Values

Meaningful work

  • “Because I said so” no longer works
  • Want to understand their impact

Collabora5on and Diversity

  • Value the experiences of others

Inclusion

  • Taught to share and be fair

31

slide-32
SLIDE 32

Values

Freedom of choice Social Awareness/Jus5ce

  • Hold others accountable

Work-life balance

  • Work is a vehicle to experiences
  • Determined to change things

32

slide-33
SLIDE 33

Preferences

Flexibility

  • Do things on their own 5me

Regular feedback

  • Parents gave them constant reassurance

Want a voice

  • Want their ideas and opinions to be heard

33

slide-34
SLIDE 34

Preferences

Explana5ons for decisions

  • Transparency is key

Don’t consider age or “dues” to correlate with promo5ons

  • Expect opportuni5es to be highlighted upfront

34

slide-35
SLIDE 35

Workplace Expecta6ons

Manager/Superior involvement is expected

  • Mentorship is key
  • Present and transparent without micromanaging

Gain real-world experience

  • Gain the experience that they are told they lack

Make contribu5ons

  • Want involvement from day one

35

slide-36
SLIDE 36

Workplace Expecta6ons

Varia5ons in work

  • Boredom is a fear
  • Don’t feel 5ed to a posi5on or company
  • Always chasing the next opportunity

Flexibility

  • Daily work/ac5vi5es
  • Ability to change focus

36

slide-37
SLIDE 37

How do we all get on the same page?

37

slide-38
SLIDE 38

Understand Genera6onal Differences

Acknowledge and accept that differences exist

  • Ignorance is not bliss

Understand your influence

  • Self-reflec5on on your tendencies

Select your baples wisely

  • Compromising is NOT the worst thing

38

slide-39
SLIDE 39

Technology and Millennials

Technology has impacted EVERYTHING Experienced freedom through technology Expanded their digital world but shrunk their actual world Allowed connec5ons to be made, despite distance

39

slide-40
SLIDE 40

Millennials Take On Communica6on

Not done in person does not mean impersonal

  • Phone calls are not necessary
  • Tex5ng and instant messaging allows for quick

communica5on

Mul5tasking can happen Want con5nuous feedback if possible

  • Mul5ple 5mes per day

40

slide-41
SLIDE 41

Talk About Communica6on

Talk about communica5on

  • Discuss the pros and cons to each type
  • Allow for discussion

Efficiency is the ul5mate winner

  • Efficiency does not always mean what is easiest for you

41

slide-42
SLIDE 42

What Are You Communica6ng?

Realis5c expecta5ons

  • Don’t be a salesman
  • Be honest

Acceptable and unacceptable behavior

  • Don’t assume everyone has the same understanding
  • Situa5ons and examples

Discuss decisions and structures

42

slide-43
SLIDE 43

Learning Expecta6ons

Accommoda5ons will be made

  • Individualized learning

Feel credit is due for par5al work or completeness

  • Par5cipa5on trophies
  • Pass/Fail

Want to be entertained

  • Rely on teachers/preceptors to make things interes5ng

43

slide-44
SLIDE 44

Teaching Strategies

Modeling of behaviors

  • Cri5cal thinking
  • Professionalism

Discuss and u5lize real-life situa5ons

  • Simula5ons
  • Understanding of outcomes and consequences

Promote collabora5on Create resources for everyday u5liza5on

  • Access to informa5on as it is needed

44

slide-45
SLIDE 45

Training Strategies

Interac5ons and variety are key

  • Collabora5on is necessary
  • Constantly Varied = Less Boredom

Allow them to contribute

  • Assist in iden5fying and crea5ng learning opportuni5es
  • Promote involvement in your work

Understanding the impact

  • Why is this important?

45

slide-46
SLIDE 46

Training Strategies

Promote structure

  • Preceptor/Mentor is NOT google
  • Give clear expecta5ons

Offer flexibility when possible

  • Allow them some choice, if possible
  • Training areas
  • Hours of training
  • Learning experiences

46

slide-47
SLIDE 47

Feedback Expecta6ons

Constant feedback is available

  • 24/7 online parent portals
  • Coaching done at a team and individual level
  • Video games
  • Social Media

Most would like it once to mul5ple 5mes a day

  • Once a week at minimum

47

slide-48
SLIDE 48

Feedback

Acknowledge your limita5ons with feedback Recognize opportuni5es/preferences of staff

  • Small gestures = big results
  • Ask your learner/trainee/coworker!
  • Beper, Shorter, More Frequent
  • Make it personal
  • Mul5modal approaches

Involve others in providing feedback

48

slide-49
SLIDE 49

Mentoring

Mutual mentoring programs

  • Allow both par5es to receive mentorship
  • Receive feedback from their peers
  • Promote construc5ve feedback by all par5es

Opposites apract

  • Silent/Baby Boomers with Millennials

49

slide-50
SLIDE 50

Key Points

Each genera5on has differences that impact the workplace Millennials have entered the workplace with expecta5ons and want to be heard Opening up about communica5on, allowing Millennials to be involved and acknowledging limita5ons can help promote a more posi5ve working and learning environment

50

slide-51
SLIDE 51

References

Shaw H. S5cking Points: How to Get 4 Genera5ons Working Together in the 12 Places They Come Apart. Carol Stream(IL); Tyndale House Publica5ons;2013. Espinoza C, Ukleja M. Managing the Millennials: Discover the Core Competencies for Managing Today’s Workforce. 2nd ed. Hoboken(NJ); John Wiley and Sons;2016. Lancaster LC, S5llman D. The M-factor: How the Millennial Genera5on is Rocking the Workplace. New York (NY); HarperCollins Publishers;2010. Fry R. Millennials are the largest genera5on in the U.S. labor force (4/11/2018). Pew Research Center Web site. Available at hpp://pewresearch.org/fact-tank/2018/04/11/millennials-largest- genera5on-us-labor-force/. Accessed October 1, 2018. Genera5ons and Age. (3/1/2018). Pew Research Center Web site. Available at: hpp:// pewresearch.org/topics/gerena5ons-and-age/. Accessed September 15, 2018. Stein J. Millennials: The Me Me Me Genera5on. (5/20/2013). TIME Web site. Available at: hpp://5me.com/247/millennials-the-me-me-me-genera5on/. Accessed October 1, 2018.

51

slide-52
SLIDE 52

References

Novotney A. (3/2010). Engaging Millennial Learner. American Psychological Associa5on Web

  • site. Available at: hpps://www.apa.org/monitor/2010/03/undergraduates.aspx. Accessed

September 23, 2018. Teaching Across Genera5ons. (2015). Effec5ve Teaching and Learning Department. Baker College Website. Available at: hpp://www.mcc.edu. Accessed September 20, 2013 Roberts DH, Newman LR, Schwartzstein RM. Twelve 5ps for facilita5ng Millennials’ learning. Med Teach 2012;34:274-278. The Millennial Genera5on Research Review (11/12/2012). U.S. Chamber of Commerce

  • Founda5on. Available at: www.uschamberfounda5on.org/reports/millennial-gerera5on-

research-review. Accessed Sept 28, 2018. Millennials Surpass Gen Xers as the Largest Genera5on in U.S. Labor Force. Pew Research Center (5/8/15) hpp://pewrearch.org/fact-tank/2015/05/11/millennials-surpass-gen-xers-as-the- largest-genera5on-in-u-s-labor-force/u_15-05-11_millennialslargest/. Accessed October 1, 2018.

52

slide-53
SLIDE 53

References

Smola KW, Supon CD. Genera5onal Differences: Revisi5ng Genera5onal Work Values for the New Millennium. J Organiz Behavior.2002:23,363-382. Myers KK, Sadaghiani K. Millennials in the Workplace: A Communica5on Perspec5ve on Millennials’ Organiza5onal Rela5onships and Performance. J Bus Psychol 2010:25;225-238.

53

slide-54
SLIDE 54

Ques6ons?

54