Whats the Most Important Thing How to w to Bring Bring Out th t - - PDF document

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Whats the Most Important Thing How to w to Bring Bring Out th t - - PDF document

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Whats the Most Important Thing How to w to Bring Bring Out th t the Best Best in You Your r Mil Millennials 1. Your manager does that allows and/or supports this kind of passion at work? 7 7 Pr Pract actices ices for for Great

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1 How to w to Bring Bring Out th t the Best Best in You Your r Mil Millennials

7 7 Pr Pract actices ices for for Great eater er Engage Engagement ment and and Pr Product

  • ductivity

ivity

with David Lee

What’s the Most Important Thing…

  • 1. Your manager does that allows and/or

supports this kind of passion at work?

  • 2. You manager does NOT do, and because
  • f that, your enthusiasm and passion are

not squelched?

HumanNatureAtWork.com/snhu HumanNatureAtWork.com/snhu

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HumanNatureAtWork.com/snhu Millennials

Born Between…

1978 to 1999 Bruce Tulgan 1980 –1996 Gallup 1982 –2000 US Census Bureau

Born in the 80s and 90s

Millennials According to Bruce Tulgan

Born Between…

1978 to 1989 Gen Y 1990 to 1999 Gen Z “Generational Differences” and Commonsense

  • Not ALL people in a generation are alike,

just like…

  • Just because you’re in a particular

generation doesn’t mean…

  • Generational differences are just one of

MANY factors…

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“Generational Differences” and Commonsense

  • Parenting style has a HUGE impact…
  • It’s important to differentiate between the

characteristics of youth…

  • The goal: foster understanding, not…

Have You Seen This?

"Young employees are demanding that they be given productive tasks to do from the first day of work, and that the people they work for notice and react to their performance." Fortune Magazine April, 1969

“(Today’s) children now love luxury.

They have bad manners, contempt for authority; they show disrespect for elders and love chatter in place of exercise.”

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Two Competing Views Millennial As Alien Lifeform Millennials Are No Different

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Millennial As Alien Lifeform Millennials Are No Different

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Gen Y employees are your “Canary in the Coal Mine” Millennials Want What Other Generations Want

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Millennials Want What Other Generations Want

But With Them….

If If You You Suc Suck k As As an an Emp Employ loyer er or

  • r

Manager… …They’ll Let You Know

“55% of Employees are ROAD Warriors”

Source: Gallup Organization

Would Would You

  • u Rathe

ather r Have Have This his?

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7 7 Pr Pract actices ices for for Great eater er Engage Engagement ment and and Pr Product

  • ductivity

ivity

  • 1. Dial up the relational component

The Why The Why

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If your employees are “just not that into you,” perhaps they don’t experience you as being “into them.” David Lee

The Why The Why

Treat me like a number? I’ll return the favor. This job will quickly become nothing more than my rent payment. I’ll start living for Friday and counting down the minutes until

  • 5. After a few months of that, I’ll probably

have a drunken epiphany and realize I want more out of my life than this.

The Top 5 Drivers of Millennial Employee Engagement

  • 1. I feel I am valued in this organization.
  • 2. I have confidence in the leadership of this organization.
  • 3. I like the type of work that I do.
  • 4. Most days, I feel I have made progress at work.
  • 5. This organization treats me like a person, not a number.

Source: Unlocking Talent 2015 by The Center for Generational Kinetics

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“Relational”

  • NOT “Let’s be BFFs”
  • Courtesies, civilities, and pleasantries we

(hopefully) do in our personal lives that help keep “the fabric of society” from unraveling

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“Relational” (conti tinued)

  • Acknowledging “You are a human being

not a robot, app, or machine” whose only value is…

  • Showing interest in the person as…a

person.

  • Showing you care about that person as an

individual with a life.

“She pays attention to what I say and remembers where we left off…It’s remembering that last conversation.”

Act Action Step ion Step I Will Will Ta Take ke

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  • 2. Commu

mmunicate te the the Wh Why

“Employees can deal with almost any What if they understand and believe in The Why.” David Lee

The Why

  • Why you exist
  • Why you are making these changes
  • Why the project is important
  • Why their job exists

The Why

  • The Why of expectations –rationale and

importance

  • The Why of your feedback – rationale and

importance

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Communicate The Why

  • Why you exist
  • Why you are making these changes
  • Why the project is important
  • Why their job exists
  • The Why of expectations
  • The Why of your feedback
  • 3. It’s all about the conversation

“Every better result you want requires a better conversation.”

David Lee

Exercise

1.What’s one result you would like more of from an individual or your whole team? 2.What questions might you ask them to learn more about what’s going on and how you can help them deliver this result?

Act Action Step ion Step I Will Will Ta Take ke

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  • 4. Manager as “How to Be a Great

Employee” Coach “Professionalism Coaching”

  • 4. Manager as “How to Be a Great

Employee” Coach HumanNatureAtWork.com/snhu

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  • 4. Manager as “How to Be a Great

Employee” Coach

  • 4. Manager as “How to Be a Great

Employee” Coach

Act Action Step ion Step I Will Take Will Take

  • 5. The Desire

re for r Inte tellectu tual Sti timu mulati tion, Gro rowt wth, and Professional Development…How to Satisfy and Support These Powe werf rful Dri rivers rs of Emp mployee Engageme ment

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3 of Gallup’s Q12 Relate to Professional Development

  • Item 6: Is there someone at work who

encourages your development?

  • Item 11: In the last six months, has someone at

work talked to you about your progress?

  • Item 12: In the last year, have you had
  • pportunities to learn and grow?
  • 5. The Desire

re for r Inte tellectu tual Sti timu mulati tion, Gro rowt wth, and Professional Development…How to Satisfy and Support These Powe werf rful Dri rivers rs of Emp mployee Engageme ment

Act Action Step ion Step I Will Will Ta Take ke

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  • 6. Value, Support, and Focus

s the Enthusi siasm, sm, Confi fidence, and Optimi mism sm

  • f Youth…Don’t Crush It!

Action S Action Step tep I Will T Will Tak ake

  • 7. Th

The Custo stomize mized Em Employe yee Experience…the Future is NOW NOW

Source: Building the New Leader: Leadership Challenges of the Future Revealed by The Hay Group

The Starbuckification of Society

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“Stop, Start, and More”

  • 1. “What’s 1 thing that, if I STARTED doing,

would make the biggest difference…”

  • 2. “What’s 1 thing that, if I STOPPED doing,

would make the biggest difference…”

  • 3. “What’s 1 thing I already do, that you

would recommend I do MORE of…”

Act Action Step ion Step I Will Will Ta Take ke

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How Do You Get More of This?