Educating the next generation research moderated by Melanie Courtright and Jamie Baker-Prewitt #CASRO #MRX

Live blogged from Nashville. Any errors or bad jokes are my own.

– Gen Y is also called echo boomers, net generation, and global generation
– it’s a large group of people
– referred to as entitled, me generation, trophy kid, narcissistic, job hoppers
– open minded, social , confident, liberal, upbeat, socially conscious
– they want to be leaders, they want transparency, they want a mentor not a boss
– top three priorities in a job search – want culture and friends at work, salary mattered, wanted to learn and grow, wanted a company with industry presence that was respected, innovation and change, work life balance, have a purpose at work, want feedback on their work and to know what happened as a result of their contrition, want to ‘feel like these are my people,’ want to be part of a tribe, want to respect fellow employees, common was personal growth, culture, and salary [is this any different than other people?]
– what were turnoffs during job search – did not like that everyone asks the same behavioural interviews, makes you feel like the company is going along with the fad, want to understand who the interviewer is a person and those questions don’t do it, aren’t flexible negotiating salary or time off, a good interview was a tour around the office plus meeting people, team interviews are awful, its better to do a free-flowing conversation so you can see people in their natural habitat and get a sense for the real culture
– does social responsibility of the company matter – some care and some don’t care, don’t think about it, doesn’t resonate with them. it’s not social responsibility its more do you feel proud of what you’re doing
– entitlement – its a generation of instant gratification, want to be promoted every year, that’s an upper middle class notion,
– the education programs lead you to believe that certain jobs and salaries will happen, but the economy didn’t pan out that way
– people now want the rewards at year one, not at year ten
– can’t give that much loyalty to a company because it’s not a long term investment like it used to be
– how long should you stay at a job – why did you stay there that long sounds negative, you can make more money if you jump around, more sense to move jobs to get more experience, you leave your job when you’re not learning new things and adding to your toolkit, title doesn’t matter so much but it’s good for career building
– how do you reset expectations about reality of promotions being every year or every five years – want more purpose every year not necessarily promotion.
– what is the perception of #MRX among college students – students know nothing about it, they fell into it and weren’t targeting it, no one has an undergrad in #MRX
– how did you find out about #MRX – linkedin, google search,
– would participation trophies help? [hee hee]
– training should be self-directed but companies can foster this, companies that are committed to education is important
[insert fire alarm here 🙂 ]
– want badges of the different types of work they are learning (not literally a badge)
– what is work life balance – some work 60 hours and some are 9 to 5, don’t mind busy times because it comes with a trough, when at home they want to be home
– job sharing is a good idea
– don’t want micromanaging, learning on the fly can be good
– don’t want to feel like you need to be a different person at home versus at work
– if you’re counting the hours at work, you need to move on

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