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

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 RCOGGINS@BILLINGSCLINIC.ORG RG

Disclosure I am classified as a Millennial. I an not an expert on genera5ons. Nothing else to disclose. 2

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

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 outlook Share unique commonali5es ◦ Not all will share the same values ◦ May relate to other genera5ons 4

Silent Genera6on 5

Silent Genera6on Also known as: ◦ Veterans ◦ Tradi5onalists ◦ Builders Birth Years: 1925-1945 Forma5ve Years: 1945-1964 6

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

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

Baby Boomer Genera6on 9

Baby Boomer Genera6on Also known as: ◦ Post-war babies Birth Years: 1946-1964 Forma5ve Years: 1965-1980 10

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

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

Genera6on X 13

Genera6on X Also known as: ◦ Gen X ◦ Baby Bust ◦ Slackers Birth Years: 1965-1980 Forma5ve Years: 1980-2000 14

Genera6on X Significant Life Events ◦ CDC’s first report of AIDS ◦ Stock market decline ◦ Corporate layoffs ◦ Opera5on Desert Storm ◦ Challenger explosion 15

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

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

What do all genera6ons have in common? 18

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

Millennials 20

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How many people have used the word Millennial in a nega6ve way? 22

Millennials Also known as: ◦ Gen-Y ◦ Gen Next Birth Years: 1980-2003 Forma5ve Years: 2001-2023 ◦ S5ll currently happening PEW RESEACH CENTER GRAPHIC 23

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

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

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

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

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

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

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

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

Values Freedom of choice Social Awareness/Jus5ce ◦ Hold others accountable Work-life balance ◦ Work is a vehicle to experiences ◦ Determined to change things 32

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

Preferences Explana5ons for decisions ◦ Transparency is key Don’t consider age or “dues” to correlate with promo5ons ◦ Expect opportuni5es to be highlighted upfront 34

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

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

How do we all get on the same page? 37

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

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

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

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

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

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

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

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

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

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

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