The Winston Employee Benefits Blog

Benefits for Millennials: What Every Employer Needs to Know

Posted by Colin Bradley on Tue, May 27, 2014 

According to a recent study by Bentley University, almost 70 percent of corporate recruiters say it’s difficult for their organizations to manage millennials. The millennial generation is generally identified as those born between the early 1980s and early 2000s, and as with any new generation that comes into the workforce, employers are examining how they manage and communicate with these workers in order to get the most out of their talent.

Even benefits communication tactics should be examined when it comes to millennials. Knowing the general traits of this generation -- they’re interested in customized options, they’re connected, they blur the line between work time and private time -- can help you tailor a benefits communication strategy just for them.

Keep these tips in mind to effectively reach millennial employees:

Focus on the here and now

Young people generally don’t spend a lot of time planning for the far-off future, and millennials are no exception, says Todd Cherches, CEO and co-founder of BigBlueGumball, a management and leadership development firm. The future, to them, is pretty much the next 6 to 12 months, Cherches says.

So, trying to sell them on benefits with a longer time horizon than 6-12 months isn’t valuable or appealing for millennials, and generally ineffective as a talent acquisition, retention, or engagement strategy, he says.

Millennials aren’t likely to be around to vest in long-term incentives such as 401(k) plans and equity ownership, Cherches says, adding that those kinds of benefits are more aimed at baby boomers and Gen Xers. Instead, Cherches recommends focusing on benefits that have more immediate impacts: “a great work environment and innovative culture, social networking and developmental opportunities, freedom and flexibility, and access to cutting-edge technology,” Cherches says.

Update often

Millennials are known for being connected, and are open to regular updates, says Lynn Berger, a career counselor. “Since millennials are constantly connected, you need to send them messages repeatedly reminding them to enroll in the benefit package and explain to them concisely what everything means,” she says.

Educate them

Millennials like to be informed, and they like to customize their options -- so show them how they can do so with their benefits. When communicating with them about benefits options, highlight the ways they can make the plans their own. “If possible, include personal stories and humor,” Berger says -- millennials are comfortable with less formality in the workplace. Hold in-person meetings that explain the benefits packages, or offer webinars and Skype sessions to get everyone informed, Berger says.

Don’t write them off

Millennials are sometimes stereotyped as lazy and not serious, but it’s important to remember that those are just stereotypes. “Millennials are not the slackers they are often portrayed to be,” Cherches says. “They want to succeed; it's just that they need to be shown that they are being set up for success now.” Help them succeed at your organization by ensuring that the benefits communication they receive is tailored just for them -- and shows them how to put a package together that works best for their needs.

http://www.winstonbenefits.com/The-Employee-Benefits-Blog/bid/198079/Benefits-Communication-for-Millennials-What-Every-Employer-Needs-to-Know

We’re constantly being told that the only way to be happy at work is to find your “calling.” But there’s a much easier –and more realistic – way to find satisfaction, and even happiness, in your current work situation simply by reframing how you look at it.

“So, what do you want to be when you grow up?”

Ask a group of five-year-olds that, and you’ll be bombarded with enthusiastic shouts of: Firefighter! Police Officer! Astronaut! Gymnast! Ballet Dancer! Movie Star! Baseball Player! Spider-man!

But how many of them will call out: Database Administrator! Market Research Analyst! UX Designer! HR Comp and Benefits Coordinator! Director of Regional Sales! Executive Coach!

We all know that more of us will end up in the latter group than the former – and there’s nothing wrong with that. Yet, every other day I see another blog post peddling the popular notion that having a job or a career isn’t enough. These articles seem to imply that if you’re just “working” and not pursuing a “calling” you’re somehow wasting your life. But it’s not quite that simple. And it’s just not true.

If you think back to your Psych 101 class and Maslow’s “Hierarchy of Needs” pyramid, you’ll remember that people are motivated by (in order from bottom to top): Survival, Security, Belonging, Importance, and Self-Actualization. So, you have a job that meets your basic Survival and Security needs, you are doing well. And if your job also provides you with a sense of Belonging/Community/Affiliation as well as Importance/Esteem, even better. If your job makes you feel Self-Actualized, you are one of the lucky ones. But not everyone achieves that highest level from their work, especially early in one’s career. And that’s OK! There’s absolutely nothing wrong with having a job that meets the first four levels of the pyramid and finding personal satisfaction and fulfillment from other aspects of your life (e.g., volunteering, hobbies, relationships, etc.). While some may see this as cynical, I see this perspective as realistic. And it removes a lot of the stress and pressure for those who find themselves endlessly frustrated by the fact that they aren’t going to a “dream job” every day. Even those who are lucky enough to have what they consider their “dream job” still have their good days and their bad. 

So what I advise my clients – and my students who are often just starting out in their careers and still trying to figure out what their calling is (if they even have one) – is that the best approach may be to focus on the present while, at the same time, always looking to the future.

Don’t beat yourself up because you’re not currently living the dream. It is ok—at certain times in our lives—to accept a job that simply allows us to support ourselves and our families. And there’s absolutely nothing wrong with that. Taking a job “for right now” when you need to, while you figure out what the next step on your career ladder should be.

For example, if you’re just getting out of school and need to pay the rent—or gain experience, develop your network, and/or build your resume—you may decide to take a job that’s “fine for now.” Or if you’ve been out of work for a while, transitioning back into the workforce, or are just in the process of trying to figure out your next move, you may end up accepting a position that’s not your “dream job” but moves you one step closer in that direction.

While some people have seemingly linear career paths, most others’ career journeys (like mine!) may be filled with endless bumps in the road, detours, and setbacks. The keys to success are resilience, self-discovery, continuous learning, and the ability to bounce back from adversity with a positive attitude. In short, there’s nothing wrong with doing what you NEED to do, while you’re navigating the road toward what you HOPE to do.

It’s a lofty and noble ambition to want to go out and change the world every day or, as Steve Jobs put it, to “put a ding in the universe.” But the reality is that finding your calling – and getting paid to do what you love to do (if you even know what that is!) may not happen as soon and as quickly as you wanted and expected it to happen, But, again, that’s totally ok.

What’s the Difference between a Job vs. Career vs. Calling

A job is something you do for a paycheck. You show up and do the work, and for that you get paid. A job pays the rent, puts clothes on your back, and food on the table. A job fulfills Maslow’s survival and security needs. As most of us have, I’ve held numerous “survival jobs” over the course of my career, both when I was just starting out, as well as a few times when I was in between “real” jobs that were intended to further my career. I did telephone sales, temped, and was even a bouncer in a club for a while (don’t ask). These jobs weren’t fulfilling, they weren’t leading to a career, and I wasn’t exactly rolling in dough. But when that paycheck came, I was certainly glad to have it.

Most people—if they’re lucky enough to be working—have jobs. Especially when first starting out. And as long as you’re showing up on time with a positive and productive attitude, putting in honest effort, producing results, and delivering a fair day’s work for a fair day’s pay, there’s nothing wrong with that. You’re there to get the job done and, hopefully, recognized and rewarded for it. And, if you’re really lucky, you’ll do so for a boss who appreciates you and sets you up for success, with good colleagues, and in an environment that you enjoy working in.

If your series of jobs follows a seemingly related and generally upward path, it adds up to a career. A job is to a career like a step is to a staircase, or a rung is to a ladder. “Climbing the career ladder” and “moving forward along your career path” are common metaphors for good reason. It is often the answer to the question, “So, what do you do?”

So as long as you are exploring, growing, learning, developing, producing, and progressing, you’re probably moving forward in the right direction. But it’s also helpful to note that you may come to various forks in the road along your career path, and change direction multiple times – often in unexpected ways.

My dream back when I was in high school and college was to someday work in the tv industry as a producer or network executive. After a series of lower-level, internships and assistant jobs at Aaron Spelling, Columbia Pictures, Disney, and CBS, I realized that (for various reasons) working in that industry was (at that time), not for me. Multiple years and numerous twists and turn later, I ended up doing what I do (and love doing) today, running my own management consulting, training, and coaching business with my brother, as well as being an adjunct professor at NYU. Who ever would have called that? Definitely not me. Not in a million years. And yet, I love what I do, and now, for lack of a better word, call it my calling.

So what exactly is a “calling?” Some people describe it as an internal—almost spiritual—feeling about what you’re “meant” to do for a living. Almost as if it were predetermined, when you fulfill your calling, who you are and what you do are in alignment. You define yourself by your role, seek to master it, and couldn’t imagine doing anything else. Some would even go so far as to say that you would be compelled to do it—even if you aren’t getting paid. It’s what you were born to do. It is your mission and purpose on this earth. It’s your opportunity—and your obligation—to change the world and put that Steve Jobs ding in the universe.

Some people don’t have a “calling”—and that’s fine. In this day and age, there’s nothing wrong with working at different jobs or exploring multiple careers over the course of one’s lifetime. While my father worked a total of two jobs in his professional career (including the last 35 years as an IRS agent—Boo! Hiss!), I’ve worked full-time for approximately 10 different companies so far. Back in the day that was looked upon as instability; today, people say, “Wow – it’s amazing how many different things you’ve done!” And it wasn’t until I hit age 40 that I discovered my current “calling.”

There’s a saying that if you’re lucky enough to love what you do, you’ll never work a day in your life. I don’t know if I’d go that far—because I work pretty hard even though I love what I do. But if you’ve ever had a job that you hated, and a job that you loved, you know that it’s a lot more fun when you’re earning a living doing something that you love to do.

Closing Thoughts

We may not always love every job we have–or every aspect of every job. But if you’re living what Thoreau called a “life of quiet desperation”, there’s good news. The job market is starting to pick up across the board, so now might be the time to start exploring some other job or career options.

But don’t feel that every single job you consider needs to fulfill your calling. Being open to new experiences and willing to explore new opportunities may lead you down a path to success that you might not have previously considered. It might even lead you to a calling that you never knew existed. The best job I ever had–for the best company and best boss–was a position I almost turned down. So, you never know. I’ve found that if you shoot for the stars, you may only reach the moon, but it will make you feel that the sky’s the limit.

As you aspire to a position that allows you the feeling of autonomy, the opportunity for mastery, and the sense of purpose that Dan Pink describes in his terrific book, Drive: The Surprising Truth About What Motivates Us, you may come to realize that being open to new experiences, changing your mindset, and managing your expectations is all you needed to get closer to where you want to be.

One of your co-workers gets so much work done in a day it makes your head spin, but she tends to steamroll over everyone in the process.

Another co-worker is great with details and never misses a trick, but he tends to over-analyze everything and takes forever to make a simple decision.

One of your other co-workers is a nice person and a great listener and teammate. But by trying to please everyone, she fails to please anyone.

Yet another is always enthusiastic, fun to work with, and has a million ideas. Too bad he’s all over the place and never seems to follow up, follow through, or finish anything.

In their classic “Social Styles” model, Robert and Dorothy Bolton labeled the four personality types mentioned above as: Driver, Analytical, Amiable, and Expressive. Of these four types, which person would you most prefer to work with and why? Which one drives you insane? And, perhaps most importantly, which one are YOU?

1. Driver
“Let’s go! Let’s get the job done right now!” She is direct, decisive, and determined. She loves a challenge, is willing to take risks, works at a fast pace, and is all about getting results. However, the Driver can also be seen as impatient, insensitive, dictatorial, and domineering. You want Drivers on your team because they don’t stop til the work is done, but you better be ready to get out of their way.

2. Analytical
“Let’s get the job done — but let’s get it done right!” He is precise, logical, careful, and methodical. Slow and steady wins the race, and nothing slips through the cracks. The Analytical dots every i, crosses every t, and plays by the rules. But by striving for perfection, his “over-analysis paralysis” can often hold things up and drive everyone nuts.

3. Amiable
“Let’s get the job done, but let’s focus on the people!” She is warm, approachable, friendly, inclusive, a good listener, a peacemaker, and a team player. The Amiable is a people-pleaser who genuinely cares about others, doesn’t want to hurt anyone’s feelings, and seeks to make others happy. While focusing on people and relationships, however, she can often lose sight of the task at hand and fail to get things done in a timely manner. When the Amiable asks, “How was your weekend?” they’re not just being polite – they really do care and actually want to know.

4. Expressive
“Let’s get this done! We can do it!” He is energized and energizing, a big-picture thinker, optimistic, visionary, cheerleader, and juggler of numerous things at once. But in his enthusiasm, the Expressive may sometime lose sight of reality. Since he tries to do too much at once, the Expressive often has trouble focusing and is all over the map. He’s excited about the journey, but often doesn't reach the final destination (though he does tend to have a good time along the way).

We all possess aspects of each of the four styles, but we tend to gravitate toward one or two of them. My primary style is Analytical – I love to read and write, analyze issues, design creative solutions, and solve problems. But as a person who runs his own business, I also need to be proactive and decisive — a Driver. As a presenter, facilitator, and professor, when up in front of the room I need to be Expressive. And as an executive coach working one-on-one with my clients, I need to be Amiable.

So the key is to "Know thyself" and be able to leverage one's strengths...but also be able to push ourselves beyond our default style as situations and relationships warrant. To do so takes emotional intelligence, self-awareness, and self-regulation, as well as empathy and social skills. All of which can be developed and improved...if you are willing to work at it!

Each style brings with it its relative advantages and disadvantages. As an Analytical-Driver, I'm a big -- and fast -- reader, researcher, and critical thinker. I process information quickly and am decisive...with an emphasis and priority on getting things done right the first time -- in the most efficient and effective way possible; the way I think is the best way. Sometimes the only way. :) In the process of driving forward at a relentless speed with a goal of maximum efficiency, however, I may sometimes overlook (and over-run) people and relationships. But since I’m aware of this, I’m able to modify my behavior accordingly. Sometimes. Alright...occasionally. Actually, almost never. (But at least I am aware of it! :)

Making it Work
Self-awareness is critical, but it’s only part of the equation. To truly connect with, get along with, collaborate with, and influence others, we need to start by trying to identify their primary and secondary styles...and then adjust our behavior accordingly -- both to the person (or people) and to the situation.

So, when dealing with:

• Drivers: Cut the small talk, pick up the pace, and get right down to business.
• Analyticals: Make sure you did your homework. Prove that you know your stuff, and be prepared to defend your position with logic, facts, data, and evidence.
• Amiables: Find common ground. Care. Connect with them on a personal level. And build trust.
• Expressives: Demonstrate your enthusiasm. Pump up your energy, your pace, and your passion.

Lastly, as you can probably guess, the best teams are composed of a mix of all four styles. Since our natural tendency is to gravitate towards (and to hire) people who are just like us, with this awareness we can better leverage the power of diversity and inclusion. 

When Drivers, Analyticals, Amiables, and Expressives work together in a spirit of awareness, openness, understanding, and collaboration, you’ll find that as a “T.E.A.M,” Together Everyone Achieves More.

A lot of people use the words “innovation” and “creativity” interchangeably, but my favorite definition helps differentiate the two: “Innovation is the value-added application of a creative idea.”

Of course, knowing a snappy definition is one thing — putting it into practice is something else altogether. If you’re struggling to truly innovate, or if you just want to refresh your creative mojo, start with this list of books that will make you more innovative in the new year.

I know there are a LOT of books out there on these topics, but this list is made up of some of my own trusted favorites. It’s an eclectic mix of exciting new releases from the past year combined with a few of what I consider the all-time greats. Each of the books on this year’s list will help you generate more creative ideas, communicate and present your ideas more effectively, and/or foster a culture of innovation.

Plus, they’re all highly entertaining and enjoyable to read. Written by some of the top thought-leaders out there today, some of whom you may already know and others you most definitely should. As my company’s mission and motto is “Educate, Engage, and Excite,” ^TM I assure you that every book on this list fulfills this slogan with flying colors. They will inform you, capture and hold your interest, and inspire you to new heights.

*If you missed it, here's my 2013 list: Thirteen Books That Can Change Your Life (If You Actually Read Them). 

14 Books, 365 Days of Innovation

My 14 recommended books for 2014, in alphabetical order, are (drum roll please…):

100 Things Every Designer Needs to Know About People and 100 Things Every Presenter Needs to Know About People
Susan M. Weinschenk Ph.D.
These two beautiful, colorful, companion books take a fascinating, psychology-based (and yet extremely practical) approach to both technology design and presentation design based on how people see, listen, think, feel, learn, and act. Here’s a fun video sample from the author (otherwise known as the “Brain Lady”), as well as a link to her blog.

Back of the Napkin, The: Solving Problems and Selling Ideas with Pictures and Unfolding the Napkin: The Hands-on Method for Solving Complex Problems With Simple Pictures 
Dan Roam
Cave drawings (and, therefore, visual communication) existed long before the written word was invented. These books (especially the fun and interactive “Unfolding the Napkin” workshop-in-a-book) will teach you how to think, problem-solve, and communicate more visually, and master the art of napkin-sketching, whiteboard-drawing, and more. Tons of great resources on the website as well.

Design For How People Learn
Julie Dirksen
The simple and straightforward title pretty much says it all. But what it doesn’t tell you is how extremely creative, visually appealing, and entertaining this amazing book is. For people who design and/or deliver training or facilitate workshops of any kind, this book is my new #1 recommendation. Even if you don’t do training, it will help to make you a smarter thinker and learner.

Doodle Revolution, The: Unlock the Power to Think Differently
Sunni Brown
The Beatles sang, “You say you want a Rev-o-lution, we-ll you know, we all want to change the world.” Well, visual thinker Sunni Brown IS changing the world through her Doodle Revolution by single-handedly shifting the paradigm from thinking of doodles as useless scribbles to giving the doodle its rightful place as a powerful and under-appreciated catalyst for innovation. Warning: If you visit her website, just know that you will be entering a wonder-filled world of color and creativity that you may never want to leave.

Give and Take: A Revolutionary Approach to Success
Adam Grant
While this book is not necessarily about innovation, per se, the creative and powerful storytelling by Wharton professor Adam Grant teaches us how being a “giver” rather than a “taker,” and and how selflessly cultivating a climate of generosity can help foster a culture of collaboration and innovation. One of the best business books of the past year, by a terrific guy who definitely practices what he preaches.

Icarus Deception, The: How High Will You Fly?
Seth Godin
No book list on the topic of innovation would be complete without a selection by the brilliant and prolific thought leader Seth Godin. Last year it was Linchpin; this time around it’s Icarus. Impossible to describe in a sentence, the basic premise is: you are an artist and your work – whatever it is that you do – is your art. So now that you realize that, the question is: “what are you going to do about it?” If you don’t know Seth Godin yet, or don’t yet subscribe to his blog, you must. You just must. Take my word for it.

Idea Stormers: How to Lead and Inspire Creative Breakthroughs
Bryan W. Mattimore
Staring at a blank screen, flip chart or whiteboard is no way to come up with new ideas — especially as a team. So ideation specialist Bryan Mattimore generously shares with us a number of his time-tested ideation and innovation secrets, including his simple but powerful (and energizing) “brainwalking” process, as well as numerous other idea-generating facilitation techniques and an array of inspirational and entertaining real-world innovation success stories.

Liquid Leadership: From Woodstock to Wikipedia — Multigenerational Management Ideas That Are Changing the Way We Run Things
Brad Szollose
In a world where Traditionalists, Baby Boomers, Gen X, and Millennials are thrown together and expected to work side by side in peace and harmony, the question becomes: “how can we leverage the power of this generational diversity to cultivate a climate of collaboration, creativity, and innovation?” Internet entrepreneur and keynote speaker Brad Szollose tells us how through humorous and insightful research and storytelling.

Naked Presenter, The: Delivering Powerful Presentations With or Without Slides
Garr Reynolds
To gain buy-in for your ideas, you need to be able to communicate and/or present them to your listener or audience. And this book is, without question, the single best book on public speaking I’ve ever read. And I’ve pretty much read them all. Written by Garr Reynolds, who I consider the king of presentations, this simple, aesthetically beautiful book is a resource that you will refer back to time and time again.
  
Presentation Zen: Simple Ideas on Presentation Design and Delivery
Garr Reynolds
About how many business books can you say, “This book, literally, forever changed my life and the way in which I see the world?” This awe-inspiring, Zen-based piece of work  will take your breath away — and make you unable to sit through (or produce) another horrible PowerPoint presentation ever again. His website and blog are amazing resources, as well.

Quick and Nimble: Lessons From Leading CEOs on How to Create a Culture of Innovation
Adam Bryant
Innovation doesn’t happen in a vacuum. So what can business leaders do to “build and foster a corporate culture that encourages innovation and drives results?” In his brand new book, New York Times business columnist and author of The Corner Office, Adam Bryant, identifies six key drivers that help companies to stay quick and nimble, as well as innovative.

Resonate: Present Visual Stories That Transform Audiences and Slide:ology: The Art and Science of Creating Great Presentations
Nancy Duarte
If Garr Reynolds is the king of presentation design and delivery, then Nancy Duarte is the queen. There is no way to put it other than to say that these two amazing – and amazingly beautiful – books will blow your mind. While Slide:ology is all about creating more effective visual presentations, Resonate is about telling more visual and impactful stories. Together, these two awesome works will transform you and help you transform your audiences. Great resources on her site as well.

Unstuck: 52 Ways to Get And Keep Your Creativity Flowing At Home, At Work & In Your Studio
Noah Scalin
Do you ever feel stuck when trying to come up with new creative ideas? This fun, colorful, visual, interactive book by Noah Scalin provides you with page after page of exercises intended to kick-start your creativity and help you generate new ideas. Whether you read it cover to cover, or simply open it to a random page, this stimulating do-it-yourself guidebook will help jump-start your creative flow.

White Space is Not Your Enemy: A Beginner’s Guide to Communicating Visually Through Graphic, Web, & Multimedia Design
Kim Golombisky and Rebecca Hagen

This book is a wonderful introduction to design thinking for non-designers. For someone like myself who previously knew very little about design, this visually beautiful book opened my eyes to a whole new world of possibilities.

While there are definitely other great books out there on the topic of innovation and creativity, you have to start somewhere. So this list of personal favorites is as good as any and, to me, they are some of the best of the best. Now is the perfect time to start turning those New Year’s “resolutions” into “real solutions,” and one way to do that is through reading.

I know this list may, at first glance, seem a little overwhelming, but remember that, as Confucius said, a reading journey of a thousand (or even 14) books begins with a single book. Or something like that. So let the wonderful books on this list be the fuel that powers your innovation engine and speeds you down the highway of success in 2014.

When asked by a CEO how to handle the ever-increasing time demands of start-up entrepreneurs requesting to pick his brain, the Workologist provided a few suggestions that I felt kind of came up short.

Here's the original column called, "Sharing Your Wisdom":

 http://www.nytimes.com/2014/01/12/jobs/sharing-your-wisdom-within-limits.html

And here's my response (scroll down to...Reader Feedback: A Mentor’s Limits)

 http://www.nytimes.com/2014/01/26/jobs/the-insufferable-colleague.html?_r=0