Working With Gen Y Aiche Sts Final

Working with Generation Y Integrating recent college graduates into your work place and team

Adnan Siddiqui, PE, President Engineered Project Services LLC

Engineered Project Services LLC

My Background o

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11 years of experience in various engineering and construction project leadership roles. Very interested in attracting and retaining new engineers to the projects industry. n n

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CII Research Team 2007 Annual ECC Conference.

Founded EPS in 2008 to develop ConcepSys™ n

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A rapid conceptual design system for process industry capital projects. Increases process engineer productivity and enables faster evaluation of project options, Currently in a invitation-only beta test in North America.

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Agenda o o o o o

Who is Generation Y? What defines Generation Y? Generation Y in your workplace Attracting and retaining Generation Y HBR Case Study

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Generation Y o o o o

Born 1978 to 2003 Started graduating college around 2000 76 million Millenials

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Generation Y’s Defining Moments o

TMT Explosion n n n

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Technology Media Telecommunication

Economic boom of the 90s Web 2.0 in the 00’s Economic collapse of 2008?

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Generation Y’s Experience o o o o

Technology! Technology! Technology! Examples n

Internet o o o o

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Email Web Classic Web 2.0 Instant messaging

Cell phones Electronic media (TiVo, Hulu, etc.)

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Generation Y’s Aspirations o

Work / Life Balance n

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Myth or reality?

What is more important? n n

Generation Y side Engineer side

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Generation Y in Your Workplace o o o

Very low ratio In entry level roles How many do you interact with on a daily basis in your job? n n n n

1 2 3 More than 3!

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Generation Y and You o

Preferred communication tool n

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Email, IM, SMS

Work hours Your technology sophistication = your intelligence? n

Do you must have a Mac laptop and iPhone?

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Attracting Generation Y o

Company Reputation n n n

Vault.com Wetfeet.com Facebook o o

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Proactive – Deloitte Careers Fan Site Indifferent

YouTube

First contact n

Interview team demographics

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Training Generation Y o o o

Rotation programs Mentorship programs Use online training

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Retaining Generation Y o

Career management n n n

Expectations Tools Challenges

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Retaining Generation Y o

Four Biggest Reasons for Intergenerational Conflict in Teams n

Choosing where and when to work o

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Communicating among team members o

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No rescheduling of meetings

Finding information or learning new things o

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Rapid response expected

Getting together o

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Asynchronous with different locations and times

On-the-job, on-demand training

Reverse mentoring

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“Gen Y in the Workforce” Case Discussion o o

Harvard Business Review, February 2009 Case Case background n n n n n

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Film studio with 3 new Gen Y hires Marketing dept led by 37 year-old: Sarah New hire, Josh, Gen Y, works for Sarah. <> Josh does so-so job on immediate assignment for Sarah to develop his own ideas. <> Sarah frustrated with poor quality work and end-run. Josh complains about Sarah to other Gen Ys in his company

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“Gen Y in the Workforce” Case Discussion o o o o o

Do you know a Josh? Do you know a Sarah? Have you encountered a similar situation? What should Sarah do? What should Josh do?

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“Gen Y in the Workforce” Case Discussion o

Ron Alsop – Author of “When Trophy Kids Grow Up: …..” n

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Josh’s behavior is typical in terms of not respecting the corporate pecking order Sarah should reaffirm lines of authority while addressing Josh’s concerns Sarah may need to indulge Josh but not become a baby sitter or parent Encourage face to face communication over pure electronic communication

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“Gen Y in the Workforce” Case Discussion o

Pamela Nicholson – President and COO of Enterprise RentA-Car n n

Sarah should not get angry but rather commend Josh for initiative Provide more feedback to Generation Y

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“Gen Y in the Workforce” Case Discussion o

Jim Miller, Executive VP of Sales and Marketing at General Tool & Supply n n

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Josh is reaffirming Gen Y stereotypes Gen Y have outsize expectations about what an employer could and should do for them Looking for paycheck and not a career in terms of employment Josh’s behavior is wrong. He is jeopardizing team success by not doing the best job on current assignment. Sarah also needs to change her behavior and investigate Josh’s ideas.

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Conclusion o

Gen Y is joining the work force so companies must learn how to rapidly integrate them into productive teams.

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Thank You o

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Send follow-up questions to [email protected] Customized training session available for your firm Checkout demo of ConcepSys at: http://www.engineeredprojects.com/ConcepSysDemo/Jan09. html