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exaqueo™
a workforce consultancy
©exaqueo™ 2013 @SusanLaMotte
Communicating With
Millenials
@SusanLaMotte |
Susan@exaqueo.com
Susan LaMotte, founder
today’s conversation
Communication Across the Ages
What We’ve Learned About Millenials
Evaluating Existing Channels
Giving Millenials What They Want
©exaqueo™ 2013
Where business meets behavior.
©exaqueo™ 2013
more of the same
©exaqueo™ 2013
communication across the
ages
Communication model
Show comm model with filter
©exaqueo™ 2013
changes in channels
©exaqueo™ 2013
generational affect
©exaqueo™ 2013
case in point
©exaqueo™ 2013
©exaqueo™ 2013
what we’ve learned about
generational differences
workforce habits
©exaqueo™ 2013
MULTIPLE
GENERATIONS AT
WORK
TRAD. BOOM. X Y Z
① Re-engaging in the workplace
② Dissatisfied with opportunities for
career progression
③ Plan to work until at least 70
④ Think their drive is intimidating to
other generations
Pre-
1945
1945-
1964
1965-
1980
1980-
1997
1998+
communication habits
©exaqueo™ 2013
©exaqueo™ 2013
evaluating existing
practices
cultural norms
©exaqueo™ 2013
I can’t
understa
nd you.
practical guidance
©exaqueo™ 2013
① Practice
awareness
② Ask about
preferences
③ Be open to
learning
workforce habits
©exaqueo™ 2013
TRAD.
BOOM.
X
Y
Z
① Re-engaging in the workplace
• Sit-down conversations
② Dissatisfied with opportunities for
career progression
• Ask what they want
③ Plan to work until at least 70
• Give them a vision
④ Think their drive is intimidating to
other generations
• Be clear in performance reviews &
pair with mentors
©exaqueo™ 2013
©exaqueo™ 2013
©exaqueo™ 2013
©exaqueo™ 2013
©exaqueo™ 2013
©exaqueo™ 2013
giving millenials what they
want
what they care about
©exaqueo™ 2013
case in point: voice
©exaqueo™ 2013
case in point: social
currency
©exaqueo™ 2013
case in point: pride
©exaqueo™ 2013
case in point: ease of
access
©exaqueo™ 2013
case in point: ease of
access
©exaqueo™ 2013
case in point: constant
communication
©exaqueo™ 2013
case in point: instant
feedback
©exaqueo™ 2013
exaqueo™
a workforce consultancy
©exaqueo™ 2013
Communicating With
Millenials
@SusanLaMotte |
Susan@exaqueo.com
Susan LaMotte, founder
@SusanLaMotte | #DOF2013

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Communicating With Millenials

Hinweis der Redaktion

  1. Zeitgeist definition
  2. I. Communication Across the Agesa. Changes in channel structuresb. How that intersects with generational shifts
  3. http://www.youtube.com/watch?v=xlNumMUaDik
  4. II. What We've Learned About Millennialsa. Communication habitsb. Workforce habits
  5. Referenceaccenture survey, and BLS data (cite China Gorman, in evernote under datat)
  6. III. Evaluating Existing Channelsa. Cultural norms in the organizationb. Tools in the organizationc. Tools to consider
  7. Referenceaccenture survey, and BLS data (cite China Gorman, in evernote under datat)
  8. In-person conversations
  9. email
  10. meetings
  11. Start & end times
  12. hierarchies
  13. IV. Giving Millennials A Voicea. Internally: with leaders and peersb. Externally: consumer/employer brandsV. Giving Millennials Feedbacka. Change in performance management normsb. Communication coachingc. Culture & Communication
  14. http://www.pwc.com/gx/en/managing-tomorrows-people/future-of-work/millennials-survey.jhtml
  15. Career Builder WorkLife
  16. The NSHSS student survey has been conducted online since 2008, emailed to NSHSS members annually.• Over 9,000 students, ages 15-27, participated in the 2013 surveyRespondents were asked to rank their preferred companies to work for and selected from a list of over 200 companies. The list of companies was created by combining the 2012 and 2013 Fortune 100 Best Companies To Work For, the 2012 and 2013 DiversityInc Top 50 Companies for Diversity, selected companies from Fortune’s Global 500, and popular write-in choices from prior surveys. Respondents were given the opportunity to select up to three companies and were also allowed to write-in choices. Results available for further review include gender, age group, and diverse/non-diverse rankings.Note: Companies with identical rankings are tied in responses and the next ranking order skipped.The most popular choices continue to reflect interests in technology and health fields. In 2013, Google dropped from first place in 2012 to 4th as the most preferred employer. St. Jude Children’s Research Hospital ranked number one, with 8 of the top 25 companies being hospitals or health service companies and organizations. Teach for America was a popular choice, ranking #21. Many government agencies placed high as well. The FBI ranked #6 and the CIA closely followed placing at #7; the U.S. State Department ranked #12, and National Security Agency #17. Of the U.S. Armed Forces, the Air Force ranked #18, the Navy ranked #25, the Army ranked #29, and the Marines ranked #67. Technical companies Google, Apple, Microsoft, SONY, and Amazon ranked in the top 25, with Facebook dropping from #17 to #38. Abercrombie & Fitch remains the only retail company in the overall top 25.
  17. Brazen Careerist
  18. Career sites—chat functions
  19. Yammer
  20. Yammer