Category: Gen Y – What We Look For

3 Ways Millennials Are Influencing Healthcare

[Breaking News] – The healthcare landscape is changing, and while those in DC continue to have polite, bipartisan discussions on how to “solve” this nagging problem, HR departments everywhere are trying to keep up.

A new study released last week by Allidura Consumer, GSW Worldwide, and the Harris Poll offers some creative options when it comes to running a competitive workplace. The study shifts the discussion from topics like the Affordable Care Act, Obamacare, Private Exchanges, preventative care, and Medicaid Part D, to healthcare marketing for the Millennial Mindset.

And why not focus on the consumers of healthcare? Insurers, employers, and providers… grab some popcorn and watch us, Millennials, find our way through the healthcare maze. We are going to make up over half of the workforce in a few years, which means benefits packages will need to play nice with our interpretation of healthcare, whatever that may be.

We are a little bit dramatic… okay, really dramatic:

Millennials worry about getting a serious illness or affording healthcare almost as much as Boomers…. And we are 20 something! The viral nature of the web, the access we have to technology and information, and the trust we put in these types of media is overwhelmingly a GenY downfall.

  • 44% of Millennials say that viewing health information online causes them to worry
  • Millennials are more likely to describe themselves as anxious
  • 1 in 10 have been diagnosed with a social phobia

One word. Paranoid. One hashtag. #Ebola.

Tell your Millennial employees they are healthy. Show them with facts. A little biometric screening never hurt anyone.

We Love Trends:

Have you heard Millennials say (or post rather) some iteration of… #selfie Check out my progress with my #crossfit family! Oh my gosh, I’m on this cleanse and it’s amazing! #juice #eatclean Heck No! G-M-O. I drank wine last night @WholeFoods while I shopped. It was the coolest thing of all time. #wineo I made gluten free pizza from a post on Pinterest I found last week. #organic #farmtotable

Whole Foods

  • 49% of Millennials have used a training program such as P90X, Insanity, or CrossFit in the past 2 years
  • 33% have used a cleanse in the past 2 years
  • 27% are willing to pay more for foods that are free of GMOs
  • 23% are willing to pay more for foods that are made by a well-known brand
  • 15% feel it is absolutely essential or very important to eat gluten- free foods

Don’t offer us a gym membership, then we have to find friends to go with us because we can’t do anything alone. Offer yoga classes, so we can meet friends. For a company fitness challenge… I don’t want your designated pedometer, let me use my Nike+ Fuel Band. And when I win… I absolutely will REFUSE that Subway gift card. Find the brands we like with the nutritional value we think we need.

We trust people we know and our fellow consumer:

It’s no longer a little voice in our heads encouraging us… it’s now an app, our friend, or Kevin Durant giving us the authority to diagnose ourselves or choose the right nutrition plan. Oh, except they don’t have the $500,000 in debt and letters after their names like real doctors. Small detail.

KIND: Kevin Durant

  • 84% of Millennials trust information from people they know personally
  • 37% have self-diagnosed themselves with health problems that they don’t have
  • 22% trust celebrities when endorsing a food product

Groupthink is a powerful thing in this generation. Get people on board and get creative with who delivers the message and how the message is coming across (it doesn’t have to be a celebrity, but if my company felt the need to bring Sam Smith in to make sure I didn’t eat Cane’s every day of the week, I wouldn’t be mad).

The healthcare topic is here to stay. If you wait until it’s solved, you may be waiting longer than the City of Cleveland on a World Championship… aka a really long time. If organizations take a few Millennial approaches to healthcare and make them their own, rather than just keeping up they’ll find themselves setting the standard.

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The Bachelorette #MenTellAll: The Ultimate Exit Interview

Finally. A forum to tell people what is really going on at this company (sort of)! Exit interviews can provide companies with feedback on areas of improvement and offers closure to employees. The concept is a little kumbaya, assuming that all break-ups will be civil, but if done correctly, exit interviews can be a positive experience for both parties.

The Bachelorette: Men Tell All episode aired this past Monday evening. There are two lucky bachelors left, vying for this season’s bachelorette, Andi. As for the twenty-three unlucky bachelors sent home earlier this season, the tell-all episode gives the guys an opportunity to explain what went wrong, why it wasn’t a match made in Heaven, and what led to their departures.

With twenty-three good-looking, broken-hearted guys confessing their love, I have to say that’s an epic display of a true, romantic tragedy.

When conducting an exit interview, there are a few types of people (or bachelors in Andi’s case) HR should be on the look out for:

Extremists (Marcus):

These are the people that make you feel like this (insert eyes wide open emoji). They say so many good things about your company that there aren’t any take-aways, and you can’t get one piece of constructive criticism out of them. It’s like talking to Elmo or something.

Then there are the folks who have a V for Vendetta against the organization. Your company is so detrimental to society that even the instant coffee machine that spits coffee onto their brand new white pants gets stage time in their “famous last words” speech.

If you detect either of these sentiments, run far, far away. Don’t let these people skew your data.

Friend Zoners (Marquel):

This never works out too well. Telling current HR staff members about the laundry list of awfulness is like officially breaking it to someone that they’re in the friend zone. It’s hard. It usually means it’s been going on for a while, and their heads don’t match their hearts. You’ll never get the truth.

The Gentleman (Chris):

Nice guys finish last in love, again… But, on the off chance you find an Honest Abe who has the opportunity to express his constructive criticisms and valid compliments to a non-partial third-party, do not squander the encounter! If Chris, the farmer from Iowa, is sitting at the table, don’t let him get away!

Whether it’s feedback on culture, a manager, the location of the popcorn machine in proximity to napkins, or process improvements, capturing the data and implementing action steps is imperative.

While most exit interviews won’t have an HR department with Bachelorette host Chris Harrison on staff, a blooper reel, lie detector results, millions of viewers, tears (well maybe), or cookies thrown into the crowd, the idea is the same. We all need closure, whether it’s with The Bachelorette or a company. And if done the right way, the conversation might yield an improvement in the instant coffee machine for the rest of us.

It’s 2014: 3 Ways Technology Can Drive Your People Strategy

Last Saturday night I sat on the patio of a local pub trying to hold back from devouring the plate of funnel cake fries sitting in the middle of the table but, more importantly, to celebrate one of my closest friend’s 25th birthday. We all went to high school together, and during those wonder years, the patio I was sitting on was home to a Borders.

My inner geek started creeping in and I thought to myself how incredible and powerful technology is, putting entire industries either out of business or forcing those who survive to radically change their business models (e.g. Barnes & Noble).

Poof. The need for another “me too” storefront retailer of CD’s and books is gone. Thank you iTunes and tablets. But, iTunes is so 2006, and online music streaming is now putting even the almighty iTunes at risk of extinction.

Every two days we create as much information as we did from the beginning of time until 2003. Today, it’s no secret data can aid in making better, more efficient decisions. Why not start applying it to how we attract, develop, and retain people?

In a few years (or today if you’re a Decoded Company):

(1) Internal referrals will never be the same!

Your LinkedIn profile is a data source being tapped by people you’ve never met, terrifying right? Not really.

With LinkedIn data and network notifications, you can be reminded of that ex-coworker who meets all of the requirements for the Accounting Department’s open analyst role. A quick e-mail asks if you would work with him again. A survey is sent evaluating culture fit. A few clicks later… #boominternalreferral. No outbound recruiting needed.

(2) The best Sourcer is no longer determined by who has the best Boolean string.

Wouldn’t it be cool if while I was sitting at a stoplight on my way to lunch, Wendy’s pinged my cell phone with a Buy One, Get One Free Jr. Bacon Cheeseburger coupon? By the way, it’s right across the street.

Location-based advertising can not only get you a discount on your next burger but maybe even find you your next job. Unassuming passive job seekers would be alerted of an opening on their smart phones when they walk by your office that could be a good fit for their background. Click here to apply. Companies in metro areas should be all over this with the high-level of foot traffic populating their sidewalks.

(3) Training is proactive rather than reactive.

What if you had an internal system tracking your projects? Any mistakes or errors made would be flagged. If an individual is consistently being flagged for the same mistake or error, their manager could be notified in order to provide training rather than wait for a quarterly or annual review to discuss solutions.

How we do things is being optimized by technology, and HR (or whatever snappy title you’ve given this department) is no exception.

We live in a world of information and if companies choose to ignore this or are slow to adapt, they may very well end up like Borders. However, if an organization can adjust their business model, use technology as an asset, and still hold onto their where I came from swag, they may find themselves in the Barnes & Noble safe zone… for now at least.

Anyone reading this blog on a Nook Tablet?

Be an Employment Brand Junkie: My 2014 HCI Strategic Talent Acquisition Conference Take-Away

I love Southwest Airlines; therefore I have a Southwest Visa and avidly watch my points tally up. I have convinced myself my internal energy tank is low without Starbucks in the morning and I have to use my mobile application to pay or else it doesn’t feel right. I own more t-shirts than a sorority sister in her 6th year of undergrad because I elect to represent my teams in Homage gear. And when I receive a Nordstrom Note in the mail it’s as if I was just accepted to my dream college… Every time.

Your employment brand is directly connected to your consumer brand. However, instead of using this vision to sell more plane tickets, you’re using this vision to ensure you have talented folks flying the planes, serving the drinks, checking the bags, and changing travel plans for those who bought that plane ticket.

Employment Brand Quote

Recruiters have been “selling” companies to potential candidates for decades. Employment branding at its core is not new. Showing candidates why they should work at your company is not a new concept. But how you show candidates is changing. Estela Vasquez Perez mentioned three steps to having a successful employment brand:

(1)  Emotional – Connect with your people and potential people.

(2)  Rational – Connect corporate vision with your people and potential people.

(3)  Experiential – Deliver on the employment brand promise you made (nobody likes liars).

Who does this really well? Or at least is on the right track to do this very well? I saw multiple videos at the conference, showing off speaker companies and what it’s like to work there. One stood out and that was Hewlett-Packard. Yes, HP,  the company that has been knocked by many not only for the jet-lagged innovation to Apple in recent years but their revenue numbers have not shown promise either. However, with new CEO Meg Whitman they’ve reassessed their employment brand. HP pulls you in with understanding its history then rationalizes it by showing their inventions of then, now, and the future. And as for the experience part… Guess you’ll have to work there and see if it lives up to expectation.

The job search landscape is competitive. Technology is either crippling your company if you can’t catch-up or lifting your company if you embrace and deliver on it. There is going to be a shortage of talent. High-potentials are going to leave your company. Millennials are knocking on your door. If employment branding wasn’t important before, it certainly is now. It’s no secret these kids are showing up in droves. And guess what?… WE LOVE BRANDS.

We are brand junkies. Don Draper said these famous words on AMC’s Mad Men, “Advertising is happiness.” When you read, listen, or watch an ad, its purpose is to generate happiness leading to a transaction. When you think of a brand, what you remember is how that brand made you feel. I’m only going to say, “Yes,” over and over again to a brand that gets it.

You want the people who come to work for your company to be brand junkies. Make them happy. Get them hooked. Show people what it’s like to work at ___________. Next thing you know they’ll be waving your flag through the streets.

4 Ways Talent Management Programs Can Learn From Millennials

If you take a holistic view of the workforce and use a little math, it can be determined that millennials are the closest in age to their childhood. Your 20-somethings within your organization are fresh off the “becoming an adult” train and who knows, maybe some of your 30-somethings are too. 

For as much as we millennials love the future and being on the cutting edge of technology, pop culture, and style (for those fashionistas out there) we also love looking back at ourselves, seeing how we grew up and remembering “that one night when…” As technology continues to shape how millennials operate in the workforce it’s also enabling a generation to say, “Remember when…” and track moments in time that would otherwise be overlooked.

Talent Management Programs continue to grow in popularity. When an organization is ready to develop their talent as well as focus on engagement and retention, a TM Program is usually looming overhead. Charts, graphs, feedback outside of the “annual review” from the supervisor, virtual high fives, those are… “Okay,” as Juan Pablo from The Bachelor would say. But if you look at how millennials are tracking their own lives… maybe there’s something to be learned.

1. TimehopThis is an app you connect to all of your social media outlets. Timehop aggregates posts, pictures, Tweets, places you’ve “Checked-In” and tells you what was going on in your life one year ago, two years ago, and three years ago today. Similar to SportsCenter saying “Today in sports history…” We can now say, “Today in my history…” Pretty cool, huh?

Timehop Example

2. SpotifyI now have every ‘NSYNC and Backstreet Boys album at my fingertips. Music gets old fast these days. If I have to hear “Blurred Lines” or “Cups” one more time I might give up on the radio. But, the #throwbacks – those stay forever. You want to listen to J. Lo or 2Pac? Maybe even LFO, Third Eye Blind, or Blink 182? Go right on ahead. 

Spotify Example

3. ‘Look Back’ Videos: For Facebook’s 10th anniversary Facebook users could create a ‘Look Back’ video. A ‘Look Back’ video selected unrelated posts and pictures from people’s profiles, put it to music, and told their 10-year (or less) story in a one-minute snip it. It is a potpourri of your life and brings back sentimental feelings connecting you to your family, friends, milestones in your life, but also the days you were just hanging out watching football with your dog.

Look Back Example

4. BuzzFeed Junkies: Who needs news? I could scroll through BuzzFeed all day to remind me of what I loved as a kid and a teen.

I know I’ve taken a risk posting these links as those with short attention spans have already clicked and are on to another window but for those who haven’t I will close the blog.

BuzzFeed Example

Why is this important in today’s workplace? Think about if you were able to track employees careers like they track their personal life. Wouldn’t it be cool to Timehop that one day you won your biggest account? When you hired your CEO as an intern and now he’s calling the shots? Why not add ways to ‘Look Back’ and show your history, where you came from and where you’re headed?

Incorporating a similar type of platform could remind valuable, top talent why they joined, stayed, and want to continue growing within your organization. 

Millennials: Will Work Well In Groups

Myth/Overused Stereotype #146 about Millennials: they are known for collaboration and to be fluid team players. A trait that could be mapped to the current education system consistently promoting group work; so let me get this straight, we currently have a narcissistic generation who also likes to collaborate and work with a team? That seems somewhat unhealthy. Maybe even an oxymoron or more realistically, a group that cannot and will not operate efficiently and effectively.

I’m not quite sure how many “group projects” you’ve worked on, but in my high school and college experience (2003-2011, prime formative GenY years) a group project was met with anxiety, rolled eyes, and immediate over-the-shoulder looking to evaluate if the “worst” person you could potentially work with truly isn’t “that bad,” right?

What caused this change in the education system? Why are we now completing more group projects than in the past? It’s simple mathematics, if I’m a teacher or professor… Do I want to grade 23 papers or 4 papers? Hum… I’ll take 4. And yes, I went to a private liberal arts school and it is possible to have only 23 people in a class. Disclaimer: if any of my business professors are reading this – I truly did enjoy my time and don’t judge me for wanting to get A’s on your group projects. All in a day’s work. I loved my time at Mount.

When you go to a Division III private liberal arts school, you have to take majestic photos.

When you go to a Division III private liberal arts school, you have to take majestic photos.

Now that we’ve discussed one reason why there is a shift to group work, let’s assess how these group projects truly work.

Cast: The Annoying, Control Freak Over-Achiever, Slacker #1, Slacker #2, and Will Follow Orders

The Annoying, Control Freak Over-Achiever reads the assignment and delegates work. Will Follow Orders completes minimal research on Wednesday and sets up a second group meeting on Thursday, the day before the assignment is due. Slacker #2 doesn’t show up to the meeting, Slacker #1 wants to makes sure they get the grade and asks, “So what part of the presentation am I doing?” And The Annoying, Control Freak Over-Achiever has already put together the entire project to be delivered the next day.

If you’re wondering… I may or may not have played the first role of The Annoying, Control Freak Over-Achiever sans Annoying of course.

At the end of the day a class project results in a grade.  The Annoying, Control Freak Over-Achiever is only worried about chasing an “A” and truly does not care how he/she gets there. Does this promote great group work? You can be the judge. If you played The Annoying, Control Freak Over-Achiever in school, you despised group work. If you played any other role, you loved group work. Simple.

So when does it make sense to engage in group work at the office?

When Group Work Works for Millennials:

  • They’ve had time to ideate alonegroupthink is powerful, I’d argue too powerful to overlook with a group of 20 something’s.
  • A clear business challenge or innovative approach will be discussed – chasing a grade is easy, but finding a solution as to why company “x” is spending too much money on base compensation for their sales people has an ambiguous result – we don’t know exactly what we’re chasing and therefore, we have to stretch.
  • It comes sparingly – when working in a group it’s a chance to dig out from the “cube life.” If you do something too much it loses meaning. Very similar to praise, don’t just do it because Milennials supposedly “thrive” in that environment. But rather view it as, hey, it’s nice to every once in a while talk to other humans. Even more so when you’re getting paid to actually talk about an innovative approach or solve a problem.

If you’re in GenX or a Baby Boomer, don’t take my word for it or even one of the 808,000 Google results for (“millennials” AND “group work”), ask one of your millennial co-workers about their group projects in high school and college. That will result in some valuable water cooler talk, not to mention hopefully it’s entertaining.

4 GenY Misconceptions About Mentoring

As millennials we’re not only green (aka young, inexperienced, naiive… you get it) when it comes to skill sets needed in a job but the real issue is we’re green to full-time work in general. This creates a perfect storm for 20-somethings and we simply just don’t know what we don’t know.

I currently serve on the board of the Human Resources Association of Central Ohio (HRACO) as the VP of Student Services. My responsibilities include the organization and execution of our mentoring program for college students. Last week I was preparing to speak to students about joining HRACO and I began to think about why GenY might balk at the thought of mentorship.

Misconception #1: Making a decision might be worse than Chipotle running out of steak right before they close and it gives me anxiety.

chipotle

When individuals say you need to find a mentor, it’s singular. As a 24 year-old millennial, how am I supposed to pick just one mentor? What if I pick the wrong one? What if I don’t think I have the time? What if someone recommends me the wrong person? What if I want two or three mentors? The idea of choosing “My Mentor” is daunting and therefore I refuse to even look into it because of the “what ifs.”

Truth: Getting out of your comfort zone is the best thing you can do. Decisions really aren’t that bad. You can have one or more mentors and if it’s not an “epic” experience, that’s ok. If you pick up just one nugget of information it’s an experience that is moving your forward.

Misconception #2:  I’m young, wild, and free like the retro 2011 song says. I have plenty of time.

Three months ago I had my two-year anniversary at work and if you do the math, with a retirement age of 65, I have 41 years left in my career. 41 years? I’ll get a mentor when I’m 30. I can wait.

Truth: So my question would be what happens when you’re 30? Is that when your career jumpstarts? It might be. But, be content with knowing others started at 22 and you’re now 8 years behind. #sorryimnotsorry

Misconception #3: “Older” folks know nothing about technology and that’s what runs the world, please tell me what I can learn from them.

I have a co-worker who has asked me multiple times to help show him how to forward text messages. I tie both hands behind my back, close my eyes, rap “Ice Ice Baby,” hop on one foot and forward the text at the same time, thinking to myself… “For real?” I guess by definition he could be a mentor but he can’t even use his own phone. On to the next one.

Truth: Don’t hate me for this… but you can only learn so much from YouTube. For example, ask YouTube how to merge a PDF. Do not ask YouTube if it can put you in touch with the VP of HR at your dream company. Whether or not a mentor has the latest app has about as much bearing on his/her ability to teach you rapport-building skills, how to build your network, or organizing/prioritizing tasks as the players on a Cleveland roster have on winning a championship. None.

indians

Misconception #4: When I step off the stage at graduation, nothing can stop me from taking over the world.

When I graduated, there was nothing I “couldn’t” do. My parents let me believe if you work hard enough you can get anywhere you want to go. Why would I ask for help? That’s admitting I can’t do it alone and that does not fall in line with my narcissistic ways.

Truth: You’re creating a new marketing plan, you have a meeting to present it to your supervisor tomorrow, and you do it all by your lonesome. All you have as a reference are the three marketing classes you took in college, where you were on Twitter 87% of the lecture and the other 13% of the time you looked up occasionally to make sure the professor was really only using the PowerPoint. In which case you need not pay attention at all, just tally up another “I showed up” in the attendance books and save the studying for the night before your test when you print the PowerPoint and take a quick read-through.  How much about marketing do you REALLY know? Maybe someone who’s done this before could give you some tips? Just a thought.

Whether or not you formally call someone a “mentor” is not the issue. What is important is that we seize opportunities to learn from those with experience. It could be a formal program, a meeting with your professor, or lunch with a co-worker.

I’m not trying to crush dreams. Please feel free to be successful. Just know you might need a few others along the way.