3 Invaluable Lessons from Kristin Scroggin

  1. You’ve got to have a plan for attracting and retaining top Millennial talent.
  2. The people with the most influence are those that have the money and those that have the power – Millennials have the power right now in sheer numbers.
  3. If you’re not willing to adapt and spend money on training to work with Millennials you will be dealing with high turnover.

This week, host Sue Dyer speaks with Kristin Scroggin the differences between the generations and the key differences between millennials and other generations. Learn how to engage the millennials on your team and to retain them and mitigate turnover.

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About Guest Kristin Scroggin (1:40)

Kristin Scroggin will be the keynote speaker at the Collaboration 2019 International Partnering Institute Conference. Kristin started a company called GenWHY Communication Strategies. Kristin has her Master’s in Communication Studies, her Bachelor’s in Communication Arts and has been a communications lecturer at the University of Alabama for the last eleven years. Her passion is generational diversity.

Kristin’s Journey to Becoming the Founder of GenWHY Communication Strategies (3:25)

  1. Kristin was originally a communications lecturer and she wanted to make all of her students love her so they would want to get the best performance out of them – it didn’t work
  2. She wanted to figure out how to get her millennial students to reach their maximum capacity and started researching Millennials, then moved on to other generations to explain generational differences
  3. She’s worked with all the branches of NASA, military defense, hospitals, construction, Alabama linemen, and Solid waste

The Definition of Millennials and Other Generations (6:45)

  1. Millennials are anyone born between 1985 and 2005
  2. Kristin’s company looks at “micro-generations” in 5- to 7-year increments because things change rapidly
  3. They look at how kids are raised to see why they are how they are
  4. Millennials were raised by Flower Children (the hippies of the 60’s and 70’s), the iGen generation was raised by GenX
  5. The iGen are the first group since the GI Bill with an interest in returning to trade so we need to start focusing on high-school kids

Why Should We Focus on Millennials? (10:30)

  1. About 46% of the American population is under 33 years of age
  2. Companies are alienating the new generation that’s coming in, but to stay afloat, you need to attract the top of the generation
  3. The Millennial generation is 86 million – the largest generation we’ve ever had
  4. There will be a massive flip in the way work is done when Millennials get fiscal power
  5. 2030 is the year where things will flip dramatically to Millennial power
  6. Millennials will stay in power for pretty much their entire career

How Millennials Became So Different? (15:25)

Almost everything that we hate about the Millennials is what we as a culture put in place. We pushed self-esteem on this generation and now their rates and standards are extremely high, they won’t just put up with things.  Millennials have taken to hear the complaints from their parents that they heard as children and have responded accordingly.  For instance, the parents of the Millennials had an extremely high divorce rate so many Millennials don’t marry until later or have kids.  We’ve watered down what it means to be excellent, the parents of Millennials decided to give participation trophies, not the Millennials themselves.

What is an Action Plan to Take to be More Effective with Millennials? (20:24)

  1. The younger generation has not been refined or polished because we’ve removed the tribal style of learning and refining and disempowered refiners
  2. We need to mentor/be a Coach to the Millennials
  3. You have to train people on soft skills – the Millennial generation is great at knowledge, but they’re missing wisdom

How to Approach Learning with Millennials (24:25)

We have to build rapport and relationships with our employees. You have to get people to respect you before you put a lot of commands on them. “Just because I said so” doesn’t work for this generation because that’s not what their parents said to them.  A lot of why we make people wait is because we went through the same thing – the waiting game. Millennials walk away from jobs with a lot less threat because the nest they land back in is very soft.  If we don’t modify in order to attract and maintain the top, we will have to deal with the bottom of the barrel.  We are going to have to provide more training, continuous feedback, and catch them doing right as often as we catch them doing wrong. 

What it Looks Like to Mentor a Millennial (31:10)

Millennials work really hard for two characteristics:

1.  Someone they respect that’s consistent, even-tempered, and authentic. 

2.  They need to be a little bit afraid of you, there has to be a respect line that has been drawn.

The Challenges Kristin Has Faced and How She Improved (33:02)

Her original idea was to bring in some of her former students, train them, and then farm them out. All of those people were Millennials and both of the people managing them had very different management styles. The Millennials were not working well for the more rigid manager, and Kristin had to have a conversation with the other manager. Kristin was frustrated on both ends:  with the hyper-office mindset and also with the Millennial side – you have to find the happy medium that works the best for your corporate culture. 

What Are the Differences Between the Generations? (40:40)

  • First ½ Baby Boomers (64 – 74 years old): Raised by traditionalists, the older ones went off to WWII. They were pressured to get a job. Their job and identity are intertwined, and competition is huge for them.
  • Second ½ Baby Boomers (54 – 64 years old): Raised by hippies and HR emerges from this generation – they appeal to the whole self and building rapport. This generation would love to retire but can’t. They got hit hard in the recession.
  • GenX (44 – 54 years old): The least collectivistic of all of the groups of people. Most want to come in, do their work and go home.
  • Xennials (34 – 44 years old): Latchkey children, won’t tolerate micro-managing.  They don’t need social elements of generations.
  • iGen’s (23-13-year-olds): They’re a boomerang. They don’t want to be like the older millennials and are completely addicted to their cell phones.
  • GenZ (13-year-olds and below): They’ve experienced life post-9/11.  Parents want them to be super independent. If that child was born to people later in life, they’ll still be bubble wrapped vs. children coming in now who will have more freedom.

Contact Kristin

Website: https://www.genwhycommunications.com/

Facebook: https://www.facebook.com/genwhycommunications/

Instagram: @genwhycommunications

Twitter: twitter.com/genwhytraining

Resources for Listeners

Construction Nation! Dream Teams don’t just happen they are built one step at a time. Find all of the resources that have been recommended by our guests on our website on the Resources page, https://constructiondreamteam.com/resources/

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