Key Questions When Onboarding Millennials

Is your organizational culture designed to engage and retain Millennials?

Summary
Transcript
In this video, Dr. Rebecca (Becky) Barker, Director of Leadership and Volunteerism at The University of Oklahoma, recognizes that there are key differences when onboarding Millennials versus when older generations began their careers. As the Millennial generation enters into the workforce, Becky advises that there is a greater sense of independence and desire for flexibility, creativity and engagement -- and leaders must speak to these expectations. What are the key questions to ask when onboarding Millennials? How can leaders effectively manage change as more Millennials enter leadership positions? Discover great insights from Dr. Becky Barker to help your organizational culture align with the needs of young leaders in hiring, engagement and retention.
We're dealing right now with 18- and 19-year-olds who are away from home for the first time. I think that as students go through college they get a little bit thicker skinned. They start to discover who they are. They're really learning to find their niche, but whenever they leave college they enter a whole new world again. I think that students leave with the expectation that someone's going to guide them through that process. They've had someone holding their hand through the collegiate process, but they need someone to guide them and mentor them. I think that, we have to ask them what their expectations are. I know in a class conversation with students that are in graduate school right now, looking for jobs in universities across the United States, they're saying, "I hope that they're open to my ideas. I'm looking for a place that will accept me as I am." Whenever I graduated in the '80s, I felt the need to conform to the environment in which I was going to work. I knew what the values and the criteria of the environment were. Where I think now, young people going in, want to work in an environment that is open, welcoming and will accept them for who they are and will listen. I'm not saying that they all want a fast track to the CEO office, but they expect to advance and they expect to be recognized. Everyone has been recognized their whole lives and I think that we have to know what speaks to them. How do they like to be recognized? So much of that is part of the on-boarding process and having those conversations of what speaks to you. How do you like to be recognized? What types of engagement are you looking for? What types of professional development are you looking for? Because they want that, and they expect it.
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Dr. Becky Barker

Dr. Rebecca (Becky) Barker has worked in higher education since 1985 in various roles in student leadership development and leadership education. Her current work at the University of Oklahoma focuses on empowering college students to...

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