“Gen Y Teachers - how to find them and keep them without losing your marbles”

Presented by: Kristie McMaster

What will we cover today?

We’ll look at:

1. Australia‟s generations: Builders, Boomers, X, Y, Z

2. Common Gen Y characteristics and what they mean for your organisation

3. Why we need Gen Y in our workplaces 4. What Gen Y want 5. How to attract and retain Gen Y 6. How to do it without losing your marbles

Who is Kristie McMaster? •Principal Consultant and Owner of Master HR Solutions •Degree Qualified in Management (Human Resource Management)

•Certified HR Coach and Member of the HR Coach Network •Certified Member of Australian Human Resource Institute (CAHRI) •Professional Career of 10+ years with organisations including CGU, Telstra, MasterFoods, GE, Rural Ambulance Victoria, ALDI and the Victorian Department of Premier and Cabinet AND ……..

Who is Kristie McMaster?

Generation Y

Australia’s Generations

Description

Born

Age

Builders

Before 1946

66+

Boomers

1946 – 1964

47 – 65

Generation X

1965 – 1979

32 – 46

Generation Y

1980 – 1994

17 – 31

Generation Z

1995 – 2009

Under 17

ABS Population Pyramid 2006 & McCrindle Research Study 2006

Australia’s Generations

Description

Born

Age

Builders

Before 1946

66+

Boomers

1946 – 1964

47 – 65

Generation X

1965 – 1979

32 – 46

Generation Y

1980 – 1994

17 – 31

Generation Z

1995 – 2009

Under 17

ABS Population Pyramid 2006 & McCrindle Research Study 2006

Australia’s Generations Baby Boomers (1946 – 1964)

Australia’s Generations Baby Boomers (1946 – 1964)

•Prime Ministers: William McMahon, Gough Whitlam, Malcolm Fraser •Iconic Technology: TV 1956, Audio Cassette 1962, Colour TV 1975 •Music: Elvis, Beatles, Rolling Stones •TV & Movies: Easy Rider, The Graduate, Jaws •Popular Culture: Flare Jeans, Mini Skirts, Barbie, Frisbee 1959 •Social Markers: Decimal Currency 1966, Neil Armstrong 1969, Vietnam War 1965 – 1973, Cyclone Tracy 1974, Advance Australia Fair 1974

Australia’s Generations Gen X (1965 – 1979)

Australia’s Generations Gen X (1965 – 1979)

•Prime Ministers: Bob Hawke, Paul Keating •Iconic Technology: VCR 1976, Walkman 1979, IBM PC 1981 •Music: INXS, Nirvana, Madonna

•TV & Movies: ET, Hey Hey It‟s Saturday, MTV •Popular Culture: Rollerblades, Hyper colour, Torn Jeans •Social Markers: Challenger explodes 1986, Haley‟s Comet 1986, Stock Market crash 1987, downsizing of companies, Berlin Wall down 1989, Newcastle earthquake 1989

Australia’s Generations Gen Y (1980 – 1994)

Australia’s Generations Gen Y (1980 – 1994)

•Prime Ministers: John Howard •Iconic Technology: Internet, Email, SMSing, DVD 1995, Play Station / X-Box •Music: Eminem, Brittany Spears, Puff Daddy •TV & Movies: Titanic, Pay TV, Reality TV •Popular Culture: Body Piercing, Baseball caps, Men‟s cosmetics •Social Markers: Thredbo disaster 1997, Columbine shootings 1999, New Millennium 2000, September 11, 2001, Bali Bombing 2002

Common Gen Y Characteristics •Street Smart – They know how to survive modern urban life •Socially, Culturally and Environmentally Aware – They are conscious, have knowledge and are fully informed about current issues •Lifestyle Centered – Focused on their personal way of life •Informal – They act without formality. They are more relaxed in approach and regulation •Stimulus Junkies – Addicted to excitement “Generation Y: thriving (and surviving) with Generation Y at work.” Peter Sheahan

Gen Y Characteristics – Street Smart Gen Y‟s are street smart and they are resilient, fast learners, practical and enterprising

Challenges

Opportunities

•Managers may need to curb Gen Y‟s expectation of having the latest and greatest technology

•Draw on Gen Y‟s knowledge of new technologies and involve them in productivity improvement initiatives

•Managers must clearly establish the rules and policies and then enforce them consistently to gain Gen Y‟s respect. If rules or policies are not enforced consistently, Gen Y will not comply!

•Involve Gen Y in brainstorming sessions and other forums as they are always searching for better ways of doing things

•Gen Y are the smartest, most intelligent generation of all time and they know all there is to know! When trying to up skill and educate Gen Y, Managers will need to tread carefully and try not to bruise the ego. Coaching and mentoring are excellent solutions.

•Gen Y are action-oriented. While you‟re in your office strategising and planning, they could have already executed a creative and innovative plan to improve your business

Gen Y Characteristics – Street Smart Gen Y‟s are street smart and they are resilient, fast learners, practical and enterprising

How can you harness Gen Y’s Street Smarts in your organisation?

Gen Y Characteristics – Aware Gen Y‟s are culturally, socially and environmentally aware Challenges •Make sure your organisation is above reproach when it comes to treatment of staff, customers, community and the environment •While you need to create a fun, engaging, friendly workplace for Gen Y to flourish, it is important for managers to draw the line between work and play

•Gen Y‟s day to day jobs may become „boring‟ fast. Managers will need to find ways to keep Gen Y motivated in the short term as well as the longer term. Gen Y‟s love praise and recognition!

Opportunities •Engage in relevant community based programmes and use these in your recruitment campaigns. You may find your future teachers by running free English classes for disadvantaged immigrants staffed by volunteer Gen Ys! •Gen Y work extremely well in team environments. They don‟t discriminate on gender, race or age. They accept everyone for who they are and what they bring to the workplace and they inject an energy into team work

Gen Y Characteristics – Aware Gen Y‟s are culturally, socially and environmentally aware

How could you harness Gen Y’s Cultural, Social and Environmental Awareness in your organisation?

Gen Y Characteristics – Lifestyle Centred Gen Y‟s are in search of meaning and purpose but they are also materialistic, success driven and image conscious Challenges •Gen Y have a sense of entitlement – they want to be rich and famous but they won‟t make lifestyle sacrifices to achieve it. Managers will need to be creative in how they „sell‟ the job opportunity to Gen Y‟s •Gen Y like to work in a comfortable, attractive workplace. Organisations are going to have to ensure their work environments are up to scratch •Managers will need to find ways of measuring productivity and creating accountability structures in a more flexible working environment

Opportunities •Organisations that offer a fun, vibrant workplace where Gen Y can socialise and work flexibly will attract Gen Y •If managers can show Gen Y how they contribute to the organisation then Gen Y are more likely to remain engaged •Organisations who invest in their employer brand and become an „employer of choice‟ will find it easier to attract Gen Y •Gen Y love education and training. Organisations that provide a range of education and training opportunities will find it easier to attract Gen Y

Gen Y Characteristics – Lifestyle Centred Gen Y‟s are in search of meaning and purpose but they are also materialistic, success driven and image conscious

How can you make your workplace a more fun, vibrant place where your employees are happy and have the flexibility they desire?

Gen Y Characteristics – Informal Gen Y‟s are informal in their communication, business etiquette and attire Challenges •Gen Y‟s comn8n skls amzg. Thy comn8 in txt spk tht othrs dnt get. Managers will need to train, coach and develop Gen Y‟s business communication skills – oral and written, especially if they‟re client facing •As with communication, business etiquette and an appropriate dress standard will need to be taught and enforced

Opportunities •Knowing Gen Y are typically informal beings, you can tailor your recruitment campaigns to their preferred way of communicating: informally & via the web •Gen Y‟s informality around tradition and their disregard for „doing things this way because it‟s the way we‟ve always done it‟ can lead to new, more efficient ways of working

Gen Y Characteristics – Informal Gen Y‟s are informal in their communication, business etiquette and attire

What will you do to develop business communication, etiquette and presentation skills in your Gen Y’s?

Gen Y Characteristics – Stimulus Junkies Gen Y‟s have spent their childhoods being entertained and over-stimulated Challenges •Gen Y‟s are used to being entertained. If they‟re not being entertained, they‟re bored. Managers need to re-think traditional position descriptions to make Gen Y positions more engaging and appealing •When Gen Y become bored, they leave. Not next week or next month but immediately and without hesitation •Training programs are competing with the cutting edge technology and interactivity of online computer games and reality TV. Managers must be innovative with their training programs or Gen Y will get bored. The old style „chalk and talk‟ does not work with Gen Y unless you want them to fall asleep

Opportunities •Gen Y‟s are a creative bunch. Why not ask them how to make their jobs more interesting while still achieving objectives •Gen Y thrive on challenge and are natural multi-taskers. Load them up with new and interesting projects. Why not ask them to research current best practice for the delivery of ELT courses globally and come up with some recommendations your college could implement. Ask them to cost it out and get back to you within two weeks. Support them with mentoring and coaching.

Gen Y Characteristics – Stimulus Junkies Gen Y‟s have spent their childhoods being entertained and over-stimulated

How can you make your workplace more stimulating and exciting while capitalising on Gen Y’s ability to be challenged and multi-task?

Why should we change for them? Q: Why should we change for them? A: Because you need them, whether you like it or not!

•Ageing Population •Generation Changeover •Increasing Work Options •Redefined Work Life

War for Talent

What Do Gen Y Want? From their job

From their employer

From their boss

Purpose and meaning

Flexibility

Empowerment

Responsibility

Ethical business practices

Mentored not directed

Promotional opportunity

Fun

Fairness

New challenges and experiences

A sense of belonging and engagement

Recognition

Fair pay

Modern and edgy workplace

Personal connection

Transferrable skills – personal and professional

Passion and optimism

A boss who involves them and values their input

Opportunity to express their individuality and creativity

Competence

“Generation Y: thriving (and surviving) with Generation Y at work.” Peter Sheahan

So How Do We Recruit Them? 1. Be clear about your expectations and your desires (for your own purposes) 2. Have a strong value proposition that is aligned with what Gen Y wants

3. Search for candidates in the right places & speak the language of Gen Y 4. Keep your recruitment process moving swiftly

5. Approach the recruitment and selection process with creativity. Perhaps the traditional interview is not going to cut it with Gen Y? 6. Keep in touch with candidates before, during and after the recruitment process and let them know about your corporate social responsibility initiatives, employee initiatives and the impact you‟re having on your students 7. Involve your existing Gen Y employees in the recruitment process – use them to critique your advertisements, recruitment process etc.

How do we keep them? 1. Do what you said you‟d do in the recruitment process 2. Educate them about your culture, brand and the impact they have on your students. This will help them feel they‟re part of something bigger than themselves 3. Develop them, particularly their communication skills, business etiquette and other transferable soft skills but do it in an interactive, experiential way – don‟t lock them in a training room for „old style‟ training – they‟ll fall asleep! 4. Give them an inspirational mentor to learn from and if managing them be sure to mentor rather than direct 5. Make the workplace fun, vibrant and social 6. Involve them in your business and value their contribution 7. Give them lots of praise and recognition 8. Reward your Gen Y‟s creatively – it doesn‟t have to be with money. Find out what they love doing and reward them with an experience 9. Give them challenges and watch them flourish! Be sure to back them up with a mentor 10. Be real and authentic and have fun yourself

How do we keep our marbles? It‟s a tough challenge but .... 1. Practice patience, patience and more patience – take up yoga!? 2. Understand Gen Y – talk with them rather than about them

3. Be authentic and have fun

What we covered today.

We looked at:

1. Australia‟s generations: Builders, Boomers, X, Y, Z

2. Common Gen Y characteristics and what they mean for your organisation

3. Why we need Gen Y in our workplaces 4. What Gen Y want 5. How to attract and retain Gen Y 6. How to do it without losing our marbles

Recommended Reading 1. “HR Coach Gen Y Impact on Strategy White Paper” HR Coach Research Institute 2. “Generation Y: thriving (and surviving) with Generation Y at work.” Peter Sheahan 3. “Managing tomorrow‟s people. Millennials at work – perspectives from a new generation” PricewaterhouseCoopers 4. “Seven Secrets to Hiring Gen Y.” Patrick Stafford 5. “Generations of Employment.” Australian Bureau of Statistics 6. “10 Reasons to Hire Gen Y.” Andrea Riddell

Further Information

For more information and to discuss how your organisation can attract and retain Gen Y, contact:

Kristie McMaster 0404 211 104 [email protected]