Embracing Millennials in the Workplace: Seasonal Employees, Interns and Beyond

1. Embracing Millennials in the Workplace: Seasonal Employees, Interns and Beyond Julie Knapp, PhD, CPRP Indiana University

2. What are the Primary Generations Today? Gen Z/Gen 2020- Born 1996 or Later (19 and younger) Millennials-Born 1981-1997 (36 to 20 years) Generation X: Born 1965-1980 (52-37 years) Baby Boomers: Born 1946-1964 (71 -53 years) Traditionalists: Born 1920 (and earlier)-1945 (72- older)

3. In 2015- Millennials surpassed Gen Xers as the largest generation in the US labor force (Pew Research Center)

4. Session Learning Objectives • Build awareness of suitable work/ internship experiences that allow Millennials to understand the 'why' behind their work and provide opportunities that will allow them to see their impact and find meaning and satisfaction in their roles. • Recognize the importance of reverse mentoring programs that enables Millennials to help their Gen X and Baby Boomer supervisors better understand technology, social media and how existing work environments can suit their needs. • Understand unique attributes that Millennials bring to work environments and develop opportunities, relationship/recruitment strategies and meaningful work for this generation.

5. Spend 3-5 minutes and brainstorm ….. What are the stereotypes (right or wrong…) Perceived Positive Perceived Negative Take a Moment….

6. Is it all about “Free Food and Bean Bags?” –Simon Sinek What is Being Said? What do Millennials Want? Purpose Make an impact Finding the ‘Why’ But…. Still not happy (what are the missing pieces?) • Narcissistic • Unfocused • Lazy • Entitled • Tough to Manage • Self interested • Julie’s word of caution… Stereotypes and what about link to socio economic status

7. The 4 Characteristics that Shape the Millennials • Parenting- Failed Parenting Strategies your special, parent complaints, trophies for coming in last (devalues) –low self esteem • Technology –Facebook, Instagram, counting the ‘likes’… filtering of life (everything is ROSY) lack of deep meaningful friendships • Impatience- Instant gratification (Amazon, binge) • Environment-departments and managers responsibility to assist with forming relationships and trust

8. But, what you cannot get instantly……. • Job Satisfaction • Strength of Relationships

9. Teach Millennials that It Takes Time to Make an IMPACT • Patience must be learned • Understand that the overall journey takes TIME! • We have responsibility to help this Generation build confidence, patience, social/communication skills and find balance b/t life and technology

10. Job Satisfaction, Finding “the Why” and Building Strong Relationships • Provide Growth Opportunities • Need for a Coach not a Boss • Regular Feedback • Desire for increased transparency (knowing the why behind what you do) • Common Sense is not so Common (losing the art of face to face and phone communication) • Listen to their fresh perspective • Think about Maslow’s Hierarchy of Needs- not fulfill basic needs but the need for Self Actualization

11. How are Park and Recreation Professionals Positioned To Do This?

12. Parks and Recreation is Work with a Purpose • Whether you are working in an office or out in the field, a career in park and recreation means enhancing the quality of life for all people through advancing environmental conservation efforts, social equity, and health and wellness. Going to a job you love every day is something everyone wants. If you have the passion for being outdoors, helping people, and bettering your community, you may want to consider a career in this field. http://www.nrpa.org/careers-education/careers/choosing-a-career-in-parks-and-recreation/ • MARKETING AND RECRUITMENT Opportunities

13. ACA Become a child’s HERO • Camp jobs offer invaluable skill-building, leadership, training, and enrichment opportunities that can’t be found anywhere else! Regardless of your college major, camp experiences allow you to learn and develop skills that will enhance your job marketability. The benefits go far beyond a paycheck, too. Business executives often note that experience as a camp counselor translates into excellent management and personnel skills.

14. Create Opportunities for Mentorship, Skills Acquisition and Co-Leadership • Purposeful Mentorship • Determined Structure • Assign During Orientation • Planned Meetings and Goals Linked Meetings

15. Ideas… • Mentor/Mentee • Together Develop a “Professional Growth Plan” • A document that outlines a professional's goals, strengths, weaknesses, and an action plan for achieving future career objectives

17. Reverse Mentoring • An initiative in which seasoned professionals are paired with and mentored by younger employees on topics such as technology, social media and current trends. • One manager has her “reverse mentor” introduce one new app for her phone each week- “today it is about collaborating, communicating and being able to work together.”

18. Benefits of Reverse Mentoring • Knowledge Transfer-allows for specific knowledge and experience to be passed on. • Increased Millennial Retention-provides the opportunity to contribute and have an impact that Millennials desire.  • Compound Growth- Both parties win. Millennials want insights that Google provide and Non-Millennials will benefit by understanding what’s next. • Fresh Perspectives- Young mentors can offer insights into their target market, help define a brand voice via social media, or provide advice on digital best practices.

19. Value Means Inclusion- Giving Young Talent a Voice Create opportunities for engagement-spread out decision making (input on hiring, training needs/ideas) • Meet the 4 Core Needs • Value-feeling appreciated • Purpose-finding meaning in work • Focus –prioritize tasks • Renewal- take breaks

20. Supervisors, Managers and Leaders Become ‘the New Life Coach’ • Design programs that invest in skills development • CPRP and other certifications • No $$- ask local college faculty to visit a staff meeting, skype in on a topic, state association free webinars, book clubs, podcast clubs, watch an inspiring Tedx Talk

21. Share your own ‘best practices’ or Ideas that have potential Others….

22. Questions…… • Thank you! Contact information: Julie Knapp julknapp@indiana.edu (812)856-1068