Elevating Engagement With the Millennial Mindset

Published: 17th November, 2019

The Millennial Mindset- Surprise!

If you’ve been following my articles you’ll know I split this blog into a delve into the definition of exactly what is a Millennial mindset. You can read my findings here and in summary a surprise for me- it’s so much less about the obvious age related connotation than you might think. The story goes that the employees needs haven’t really changed in that our sense of self is primal and the need for a two-way dialogue has always been a basic human needs. However there has never been a better time to have high expectations that these can be achieved. Furthermore our workers are more likely to do something about if they are unable to be productive at their current place of work. Our belief is, and it’s shared widely in the research we covered that it’s those organisations that best serve this need that will prosper in the future of work.

“There’s always been an older and younger element of the workforce and those demographics have got very different needs, the older demographic is always working towards the coming to the end of their careers, and those in the the younger demographic are just starting those and they need a very different things ..  I completely agree with your point about values and purpose. ” – Gary, Nov 2019

We’re not shy of simplifying the Millennial mindset in this way in the same way we have simplified the visual representation of the business using Big Picture. By isolating the key elements in each we are able to share more ideas to more colleagues and as a result learn more quickly.

“I run my own company now and I’ve done for a few years, but when I was an employee, I wanted to know, not just that I was going to get paid at the end of the month, that’s kind of a given. I wanted to know that the role that I was playing in an organisation was going to have an impact on the on the greater good and have a positive impact on on halfway on to society. And I think that’s a common value held by younger people.” – Gary, Nov 2019

Inside-out then Outside-in

The tidiness of the approach flows into your practical application to elevate engagement with such individuals which we now understand to be the majority of the workforce. We recognise some will present themselves more readily than others but we’re all for giving the benefit of the doubt particularly as we have a time-efficient and personal approach to engaging the whole workforce.

Breaking it down with each principle mapped to a suggested Big Picture prompt:

  • You have a strong sense of self- in the way you expect:
    • Your personal development interwoven into everything you make and do;

Identify the MEASURES this development will result in  when successful;

    • You seek to demonstrate your own values aligned to the work you do; and

Make a note of these when you self-identify within the Big Picture in front of you;

    •  You develop relationships collaborating with others building trust and learning.

Note exactly who you see yourself working with to add the most value.

At this stage you have put yourself at the centre of your own work world in a way that makes perfect sense to you and in a form others can seek to understand too.

“Yeah, I think I think the the important part of what you’re doing is putting the, the individual, the individual really important to emphasise the individual in the centre of the conversation. And, and and very much buy into that buy into that value that sort of ethos.” – Gary, November 2019

Around the same time, maybe just after,  encourage the organisation itself to define itself to demonstrate it’s own commitment to elevating engagement with the Millennial mindsetters within it:

  • You seek to be working in an organisation that:
    • Encourages a 2-way dialogue not dissimilar to your relationships outside work;

Identify who will lead this within the organisation;

    • Is less about the hierarchy and more about the best team to get the job done; and

Be explicit about the process to bring the team together for each task;

    • Has a clear sense of purpose which you passionately believe is a force for good.

Invest time agreeing a clear purpose that has input from across the business.

With these two different perspectives natural connections will be made that, even if small in number, allow individuals to see how their own contribution is making a difference. This is powerful stuff and requires an ongoing discipline to maintain the elevation of engagement in this practical way.

I would be incredibly interested in in how the millennial mindset differs from another mindset and how an organisation can look at those different types of people those different tasks and mindset and how they can utilise that to find a common purpose across those different things. If you can find that common purpose and then I think that opens up a plethora of opportunities to grow your to not only grow your business and grow your, you know,  for general business drivers, productivity, sales, whatever whatever it is you’re looking at, but also to drive the people agenda. Answer that question what’s the driver for the organisation wants to drive the individual and where’s the purpose in the centre. I’ve been really interested in that.” – Gary, Nov 2019

A Practical Demonstration

On this recent webinar, I worked through a start, middle and end for elevating engagement with the Millennial mindset:

  • Demonstrating examples how a sense of self would look and feel for an individual part of the Big Picture process; and
  • Showing how an organisation can come together to demonstrate how they stand up their side of the bargain.

Watch the full Webinar here!

You can watch the whole Webcast here. Sign up for the next one at YourBigPic.com.

Here’s what one of the attendees fed back:

“There’s always been an older and younger element of the workforce and those demographics have got very different needs, the older demographic is always working towards the coming to the end of their careers, and those in the the younger demographic are just starting those and they need a very different things ..  I completely agree with your point about values and purpose. ” – Gary, Nov 2019

Why the bother?

When the team start talking, they have a chance to share what they really think, and so:

– They are more likely to be productive in their time with the company.

– The business will enjoy a ready supply of new opportunities each and every time you get to the truth- the challenge is working out what to do with them all! Boss Bill gets the most of her team and is able to translate that up to the board.

– Employees are likely to stay with the company for longer and that means avoiding the costs of rehiring- worse case 6-9 months of an the employee’s salary to locate and train a replacement and 2 years to become fully productive. Not to mention the toll on existing employee productivity and morale.

What we can help you with

Big Picture naturally generates extremely high engagement levels as you provide your people with the tools they require to share useful truths about the business. With light-touch delivery it means you can involve large group sizes, of up-to 20, with no drop off in engagement levels. This results in the highest Engagement levels we have ever seen for People and Business Development.

If you like this you might also like …

The stuff we care about is all over our YouTube channel @YourBigPic. You can have a go yourself by printing and writing on the one-pager here for a business YOU care about. I would love to take you through a taster of Big Picture in a Discovery Webinar you can sign-up for here.

And thanks for reading!

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