Live blog of Ryan Estis' keynote at ME HR Convention 2011
Bud Bernstein from Maine Law Publishers is getting the session off with an “HR Minute,” which I guess are these little blocks of intentionality, at least that’s what I’m going to call them until I receive new information.
Preparing for liftoff. Done this before, but never someone as dynamic as Ryan Estis. I’d cross my fingers, but if I do, I won’t be able to type. I’m going with typing at this point.
Julie Arsenault has sponsor’s minute to promote MaineJobs.com/Monster.
Nice intro from Bud talking about Ryan’s values and the one I like is that he puts people first, and “the profits will follow.”
He’s spending some time setting up his talk about the multigenerational workforce and how he’s a GenX’er and that X’ers are engaged w/ social media, including at work. Like last year, he’s encouraging the audience to live tweet (which I did last year).
Some facts:
· --65 percent employees report being under-engaged
· --Only 20 percent indicate that they are well-suited for their roles
· --84 percent of U.S. workforce intends to find new job in 2011
Four generations at work:
· --Traditionalists
· --Boomers
· --Gen X
· --Gen Y
Boomers seem to be a large contingent, but Gen X’ers (Ryan’s gen) are well-represented. Millennials small group, but the group that is the most engaged with technology, particularly in the workplace and any place else.
Ryan is conducting visualization exercise. Close your eyes and think of that time at work when you were, engaged, fulfilled, producing your best work. For me that was during my first two years in my current position. Who was there, what were the circumstances, what was happening, etc.
Coming out of exercise, Ryan mentioned how often people are smiling and feeling good about themselves after this activity. Can we create this kind of “utopia” in the workforce?
Experience design; work is an emotional experience and people want to be fulfilled during their time at work. HR has a key role to play in this design.
Talking about the difference between balance and flexibility. Each generation wants these two things, but define them differently.
Ryan is talking about generational conflicts; many of the stereotypes are drawing laughter from audience. Graphic on screen w/ Gen Y with pants sagging with letter “y” represented by ass crack (that’s showing due to sagging pants).
Ryan is showing 60 Minutes clip on Millennials, which again is drawing laughter when Morley Safer describes their characteristics.
The 60 Minutes clip is very telling and does a great job of breaking down the differences on the generational differences. Zappos and their corporate culture (catering to the younger gens) is highlighted in video.
Boomers (77.3 million) are “opportunistic” according to Estis. They are postponing their retirement, running their own companies. Marketers recognize the buying power of this generation and the video clip shown for Pepsi demonstrates this.
Generation X (1965-1981; 60 million) experienced huge shift in culture; many divorces; told to go out and play—used to being “alone.” This generation is comfortable with change and best suited to deal with the new economy—"free agent nation," as some call it.
[note: what sets Estis apart, in my opinion is how he seamlessly integrates technology and videos, into his presentation—sure beats the traditional (or boomer) tool of the boring, bulleted PowerPoint. He’s getting a great reaction from his video clips; audience laughing.—jb]
Millennials (14 percent of population) are what Ryan refers to as Me 2.0. Three major megatrends with this group:
--Great expectations
Feedback & Recognition (yearly performance review is “antiquated”)
This group is by and large a product of their parenting. Highly organized, structured—everyone gets a trophy for participation, not performance. Creates a sense of entitlement. They don’t expect to spend more than 1-2 years in entry level jobs.
They require constant feedback; morning, noon, and night (if they’re still there). Want positive feedback, and they like group recognition.
They expect a “dream boss” that is an “advisor and supporter, pleasant and easy to get along with, understanding and caring…(missed this point).”
Ryan is profiling the CEO of Zappos, Tony Hsieh. No executive suite—just a cubicle on the production floor. Totally different profile than the kind of CEO that you might find on CNBC, a boomer media entity.
Zappos culture—customer service, clothing. Original criticism is that women won’t buy clothes online. “Oh yes they will!!!!” Example of the kind of HR approach all companies should consider.
They are very public; they blog, they publish an annual transparency and
Second major megatrend:
--Meaning
Meaning matters to this generation. The company’s mission, vision, and values need to align with the DNA that’s embedded in the culture of Millennials.
Ryan is offering his $20 challenge; recite their mission, vision, and values verbatim. Someone just took his Jackson.
Netflix example—definition of culture. Netflix has “real core values, not a bunch of nice-sounding words or phrases.”
Fact: employees more engaged when org values are known and understood. See Netflix vacation policy.
Gaps between experience and expectations causes a loss of trust.
Third major megatrend:
--The social shift
Millennials engaged w/ social media and expect to be able to do this at work. They want to connect with their bosses and leaders that way. Millennials don’t want to email—Ryan says that “email is going to be the fax of his generation.”
Millennials were born digital.
Interesting conversation around Facebook, Twitter, LinkedIn and other social media. Don’t try to ban it because there is an app for that. It’s called an iPhone! You can’t control it!
Ryan sharing his own experiences using blogging, Twitter--telling story about tweeting about being stranded on runway trying to get to a conference and how his tweets got picked up by the people awaiting his arrival and depending on him being there; they in turn hit Delta with phone calls and other communication and then, via Twitter, Delta responds to his issue. The power of the (social) network!
Shift in communication--this is huge!! It is now a conversation, with everyone participating.
Whistle for the standing O, which is a Ryan Estis trademark.
Awesome presentation; I'm shipping!!
[edits made later, 11:40 am; pictures added--jb]
