Podcasts about gen y millennials

In this episode, Wendy Sellers & JC are joined by Ania Halama to discuss the importance of employee development in retaining top talent. Ania shares her journey from corporate burnout to founding Xpansion Alchemy which focuses on holistic personal development. The discussion covers the significance of mental, physical, and spiritual wellness in the workplace and how these elements can reduce employee turnover and enhance satisfaction. Listeners will learn about practical tools for addressing imposter syndrome, the benefits of collaboration over competition, and strategies for implementing effective wellness programs. Whether you're an employer looking to retain Gen Y/ Millennials and Gen Z employees, or someone interested in personal growth, this episode offers valuable insights and actionable advice.   Connect with Ania at https://xpansionalchemy.com/

A fascinating conversation in this week's Connected Leadership Podcast. Andy Lopata is joined from New York City by the 'courageous communicator' Renee Lee Rosenberg, to discuss ages, generations and the huge cultural differences between generations. In today's business world, there are often five generations working in the same place, with ages from 20 to 70+ and this is something that has to be addressed. Renee identifies five generations each having its distinct style: Traditionalists, Baby Boomers, Gen X, Gen Y (Millennials) and Gen Z. People have to work hard to understand, accept, acknowledge and show respect for other people and understanding what's important to them. Andy and Renee look at how leaders, both from the older and the younger generations must adapt to the challenges and get the balance right to overcome them while motivating and retaining employees.

6/9 : If we are observant, some of Gen Z's are now entering in the Workplace. But unlike Gen Y / Millennials, they are their own people. How do we adjust with them?

This Podcast Is Episode Number 456, And It's About Managing Generational Diversity In Construction Workplace Every manager has habits that make them effective. Managing contractors doesn't just mean scheduling them and making sure they're progressing on the project, but also knowing how to address workplace matters proactively - for one, the growing generational differences among their peers to communicate effectively and boost productivity. These days, it's inevitable that a diverse group of older and younger workers cross paths in the construction industry. After all, the young, tech-savvy, socially conscious Gen Y (Millennials) and Gen Z are currently the largest living generation in the U.S., navigating the workforce in record numbers. And the boomers may be retirement age, but that doesn't mean they're ready to stop working. Many baby boomers choose to enjoy "encore careers" – jobs that allow them to continue applying their skills and experience to personally meaningful projects. Here are a few ways to help these two groups work together so your construction business benefits from their unique and complementary skills.  Baby boomers and millennials in the construction business Millennials offer incredible potential to the companies they work for. Young, tech-savvy, and interested in making a difference globally, Gen Y only lacks one key trait: experience. On the other hand, Boomers know how the business world works, and many enjoy sharing their knowledge with younger colleagues.  However, unlike millennials, they may be "stuck" doing things less efficiently simply because they don't adapt quickly to new technologies.  With their distinctive skill sets, pairing up a young worker with an older employee can be mutually rewarding – and highly beneficial – if you know how to manage the relationship. Partners – not proteges Trust is the foundation of every good working relationship. Building trust among your younger and older workers can mean establishing a very different work dynamic than your more former employees may be used to.  To keep clear of tension, avoid creating hierarchies at work. No one is the boss; everyone is there to exchange knowledge and experience. Even in a mentor-mentee relationship, each person must see themselves as equal. That way, when someone doesn't know something, there's no reason to feel embarrassed. Communication is key Being digital natives, Millennials may prefer communicating with tweets, texts, and instant messages; Boomers, on the other hand, will likely make a phone call or send an email.  Moreover, older generations may use a more formal approach to communicating at work, particularly with management. They may interpret a more casual communication style – common among their Gen Y peers – as a lack of respect. You can help bridge gaps in communication with weekly staff meetings. You might even consider creating a communication policy: group emails for urgent matters that affect everyone and the communicator's preferred form of communication for other issues.  Successful Construction Companies' Employees Produce Results Excellent contractors understand quality, scope, and time regardless of generational differences. They are willing to work efficiently. When you have a Business Strategy, everything changes your life and your construction company because you will see everything differently. Your thinking patterns and what you think about the most are why you are where you are now. It is worth noting that there is no profit in chaos, and the sooner you understand that the better off you will be, including your mental and physical health. It may be too late to recoup past losses from chaos, but it is not too late to stop it from happening again. To begin with, get a clear understanding of What Ten Minutes Costs Your Contracting Company and start implementing a Business Strategy to eliminate chaos. Final thoughts While you can't necessarily influence how well any two employees work together – after all, there's more to any working dynamic than generational tendencies – an awareness of how your staff works best and an attitude of flexibility can make a huge difference.  Find ways to support your employees as they nurture each other's growth. When it comes to problem-solving, encourage your boomer staffers to help younger workers understand the reasons behind their decisions with examples based on their experience. Likewise, millennial staff should think about the best ways to teach their older colleagues, who are less comfortable with technology, to use a new web tool or software. With these tips in mind, you'll be on your way to nurturing the skills and talents of all your workers – and creating a harmonious atmosphere for everyone. About The Author: Sharie DeHart, QPA is the co-founder of Business Consulting And Accounting in Lynnwood, Washington. She is the leading expert in managing outsourced construction bookkeeping and accounting services companies and cash management accounting for small construction companies across the USA. She encourages Contractors and Construction Company Owners to stay current on their tax obligations and offers insights on how to manage the remaining cash flow to operate and grow their construction company sales and profits so they can put more money in the bank. Call 1-800-361-1770 or sharie@fasteasyaccounting.com   The daily processes and transactions involved in operating a general maintenance and repair contracting business can mean long hours of repetitive tasks and occasional oversights due to human nature. These days, you can use technology to take care of almost any issue facing your business. Automating these tasks can result in significant savings in resources and eliminate mistakes caused by human error. The key, however, is to know which tasks should be automated and which ones warrant staff intervention and guidance. Let's discuss some of them:  

We're continuing our Generations series, and this time we're jumping forward to the 1990's and the Millennial generation. Millennials are the first digital natives in our world. Yes, they know how the Internet works, created social media, and have an unexplainable affinity for avocado toast, but they also have a much deeper story to tell. Generation Y, more commonly known as "Millennials," is the generational classification for anyone born between 1981 and 1996. This week Elliott, who is a Millennial himself, sits down with three other Millennials -- Leslie Chacon, Cristina Fernandes, and Eric Stanley. All three of them have been a part of our church for years. Each has served in our youth program, The Bridge. Leslie is also an active worship leader in our Sunday morning band, and Cristina has also helped our with our Trail Life kids group. In this conversation, we dive deep into just what makes a Millennial, what are the things that drive them, and how they view the world. We also explore the effects of how they emerged from college into the Great Recession of the mid 2000's, how the lack of jobs and housing crisis affected them and altered their goals in life, and how this all affects how they view the world compared to previous generations. And yes, the avocado toast came up once or twice. We also discuss how their experiences have affected how Millennials view the church and how the church deals with current issues in the world as well as how the churc can best meet and minister to their age group. In our Lightning Round, we take a trip back to the late 90's and early 2000's to reminisce on the trends of the day, including clothing styles and musical tastes. This is the Millennial story. Jump to a Segment: 00:00:00 Intro 00:00:33 This Week on CF Stories... 00:01:38 Meet the Millennials 00:03:13 Defining the generations 00:05:45 What makes a Millennial 00:12:53 Jobs, Housing, and Stability: The Millennial struggle 00:25:58 Lightning Round: First memories 00:37:59 What is it like being a Millennial in the Church? 00:47:22 What does the Church need to do to reach Millennials? 01:01:03 What should other generations know about my generation? 01:02:54 Wrapping it up 01:03:50 Outro / Thanks for listening ========== Hosted by: Elliott Johnson | Instagram (https://www.instagram.com/john_elli/) Guest: Leslie Chacon (https://www.instagram.com/chacoella/), Cristina Fernandes (https://www.instagram.com/cristinabby/), and Eric Stanley (https://www.instagram.com/ericjstanley/) Produced by: William Hartz | Twitter (https://twitter.com/williamhartz) Instagram (https://instagram.com/williamhartz) Audio Engineer: Oliver Kaufmann Music by: Giancarlo Cordon | Instagram (https://www.instagram.com/gc_music) ========== Christ Fellowship of Elizabeth is a Christian community whose mission is to love God, make disciples, and change the world. We hope you enjoyed this week's message. Make sure you subscribe in Apple Podcast, Google Play, Spotify, or your favorite podcatcher so you never miss an episode. Follow us online: Website: https://cfofelizabeth.com Instagram: https://instagram.com/cfofelizabeth Twitter: https://twitter.com/cfofelizabeth Facebook: https://facebook.com/cfofelizabeth YouTube: https://youtube.com/ChristFellowshipofElizabeth Subscribe to our other podcasts at: https://cfofelizabeth.com/podcasts You can join us in person every Sunday. We gather for worship at 10:30am at The Liberty Center at 1121 Elizabeth Ave, Elizabeth, NJ. You can also join us virtually on our livestream by visiting https://cfofellizabeth.com/live or visiting our YouTube page. To give your tithe or gift online, you can visit: https://tithe.ly/give_new/www/#/tithe or text "Give" to 856-317-6679. To contact the church by phone, call 908-289-6322. If this is your first time with us or you just want to learn more about our church, please visit: https://www.cfofelizabeth.com/im-new ========== ©2021 Christ Fellowship of Elizabeth Love God. Make Disciples. Change the World. Special Guests: Cristina Fernandes, Eric Stanley, and Leslie Chacon.

All the shrieking over the recent events on the New York Stock Exchange over the trading in GameStop Corp. may be the best indication of the 21st century. By that, I mean the generations that have come of age in the past 20 years or so. I am an expert. I have four sons, all Millennials or younger. “Official” age designations are as follows: Baby boomers were born between 1946 and 1964, currently 57 to 75 years old. Gen X were born between 1965 and 1980 and currently from 41-56 years old. Gen Y/Millennials were born between 1981 and 1997. Gen Z were born between 1998 and 2015.

This Podcast Is Episode Number 0364, And It's About Bridging Generation Gap In The Construction Industry   These days, it’s inevitable that a diverse group of older and younger workers cross paths in the construction industry. After all, the young, tech-savvy, socially conscious demographic known as Gen Y (Millennials) and Gen Z are currently the largest living generation in the U.S., navigating the workforce in record numbers. And the boomers may be retirement age, but that doesn’t mean they’re ready to stop working. Many baby boomers are choosing to enjoy “encore careers” – jobs that allow them to continue to apply their skills and experience to personally meaningful projects. Here are a few ways to help these two groups work together, so your construction business benefits from their unique and complementary skills.  Baby boomers and millennials in the construction business Millennials offer incredible potential to the businesses they work for. Young, tech-savvy, and interested in making a difference in the world; Gen Y only lacks one key trait: experience. Boomers, on the other hand, know how the business world works, and many enjoy sharing their knowledge with younger colleagues. However, unlike millennials, they may be “stuck” doing things less efficiently, simply because they don’t adapt quickly to new technologies.  With their distinctive skill sets, pairing up a young worker with an older employee can be mutually rewarding – and highly beneficial – if you know how to manage the relationship. Partners – not proteges Trust is the foundation of every good working relationship. Building trust among your younger and older workers can mean establishing a very different work dynamic than your more former employees may be used to.  To keep clear of tension, avoid creating hierarchies at work. Even in a mentor-mentee relationship, each person must see themselves as equal. That way, when someone doesn’t know something, there’s no reason to feel embarrassed. No one is the boss; everyone is there to exchange knowledge and experience. Communication is key Being digital natives, Millenials may prefer communicating with tweets, texts, and instant messages; Boomers, on the other hand, prefer a phone call, email, or face time.  Moreover, older generations may be used to a more formal approach to communicating at work, particularly with management. They may interpret a more casual communication style – common among their Gen Y peers – as a lack of respect. You can help bridge gaps in communication with weekly staff meetings. You might even consider creating a communication policy: group emails for urgent matters that affect everyone, and the communicator’s preferred form of communication for other issues.  Do you run a family business? The future of your construction company may seem like a problem for tomorrow or sometime next decade, but forward-thinking business owners know they need to plan for the future today. The steps you take now to prepare your company for the next generation will go a long way to determining how successful it remains after you retire.  It's tempting to think that things will automatically work out for the best—especially where family businesses are concerned—but that rarely happens without planning.  Here are some easy steps you can take now that will help your construction business survive after you've retired: 1. Write a formal succession plan  You might know in your head how you want the business to run when you're gone, but it certainly doesn't mean that everyone will agree with you. In fact, not having a written plan can lead to conflict and legal disputes. Put in writing how you want the business to run after you leave. Who will take your role? Will your job be divided among various family members? Will, one of your children, own the entire business, or will they all be part owners? Is everyone in the family aware of your decision? Talk to the people affected by your succession plan. Make sure they are willing and able to take a role in the business. Please don't assume that because you want your son or daughter to take over the company, they are capable of it or even want to.  By working on your succession plan early, you also have time to determine who has the skills to take over specific roles and who might need additional training.  2. Invest in professional development Many business owners assume their children know how to run the family business because they've grown up in the industry. That doesn't mean that they have all the skills necessary to run your construction business successfully.  It makes sense, then, to invest in education and professional development, not just for your family members but for young employees who could one day take over management roles in your company.  Start slowly handing over more responsibilities, so the job isn't overwhelming to them when you decide it's time for you to retire. By the time you go, the person or people taking over your role should already be very familiar with the job expectations and feel comfortable in the role.  3. Foster innovation Again, it's no secret that the younger generations have embraced technology as a way to make business more efficient. Fostering technology and innovation early in your business makes it more appealing for the next generation to stay with your business for the long term. It also shows them that you are forward-thinking and that you value their input and ideas.  Adopt new technologies and encourage your employees to be innovative. They may find ways to make your business more successful, or at least more efficient.  Final tips While you can’t necessarily influence how well any two employees work together – after all, there’s more to any working dynamic than generational tendencies – an awareness of how your staff works best and an attitude of flexibility can make a huge difference.  Find ways to support your employees as they nurture each other’s growth. When it comes to problem-solving, encourage your boomer staffers to help younger workers understand their reasons behind their decisions with examples based on their experience. Likewise, millennial staff should think about the best ways to teach their older colleagues, who are less comfortable with technology, how to use a new web tool or software. Planning for the future might not be the most fun way to spend your time, but it is vital to do so to ensure the continued success of your business. It also keeps the transitional time after you retire as smooth as possible for those who follow in your footsteps. With these tips in mind, you’ll be on your way to nurturing the skills and talents of all your workers – and creating a harmonious atmosphere for everyone. Running a family business and need some help? Get in touch.  About The Author: Sharie DeHart, QPA is the co-founder of Business Consulting And Accounting in Lynnwood, Washington. She is the leading expert in managing outsourced construction bookkeeping and accounting services companies and cash management accounting for small construction companies across the USA. She encourages Contractors and Construction Company Owners to stay current on their tax obligations and offers insights on how to manage the remaining cash flow to operate and grow their construction company sales and profits so they can put more money in the bank. Call 1-800-361-1770 or sharie@fasteasyaccounting.com  

In this Glass is in Session podcast, Trey Harris, Education Market Manager at Clarus, discusses education sales at the university level. For the better part of the first decade of his career, Harris worked in architectural photography, led national marketing for the planning and landscape architecture division of a national A/E firm, and honed his skills as a professional communicator. Now at Clarus, having joined last year to lead education sales, he has visited 92 universities in nine months. There, he's seen a trend across the board: classrooms aren't equipped for Generation Z. "The in-house designers at the university, when they're looking at what they want their classrooms to be, how do they filter all this new generation's needs," Harris said. Higher education is such an enticing market not only because older adults are returning to college, but because of the size of Generation Z; the majority are just now entering college, but soon will be making up 40 percent of all consumers. He notes that Gen Z is very different from both Gen Y (Millennials) and Gen X, saying, “security and stability” are what they value most. “Technology is integrated into their lives at birth,” Harris says. “Technoholics would be an understatement.” He discusses how although Gen X will move companies, they do not move industries. It’s becoming clear that Gen Z are what he terms “career multitaskers,” meaning they will move industries throughout their working lives. They want their hobbies to be their professions, and this innate flexibility need to be expressed in their learning process. Harris explains how Clarus helps universities make the design and technological transition Gen Z expects, empowering project-based learning and flipped classrooms through collaborative technology like the glassboard.

In this Glass is in Session podcast, Trey Harris, Education Market Manager at Clarus, discusses education sales at the university level. For the better part of the first decade of his career, Harris worked in architectural photography, led national marketing for the planning and landscape architecture division of a national A/E firm, and honed his skills as a professional communicator. Now at Clarus, having joined last year to lead education sales, he has visited 92 universities in nine months. There, he's seen a trend across the board: classrooms aren't equipped for Generation Z. "The in-house designers at the university, when they're looking at what they want their classrooms to be, how do they filter all this new generation's needs," Harris said. Higher education is such an enticing market not only because older adults are returning to college, but because of the size of Generation Z; the majority are just now entering college, but soon will be making up 40 percent of all consumers. He notes that Gen Z is very different from both Gen Y (Millennials) and Gen X, saying, “security and stability” are what they value most. “Technology is integrated into their lives at birth,” Harris says. “Technoholics would be an understatement.” He discusses how although Gen X will move companies, they do not move industries. It’s becoming clear that Gen Z are what he terms “career multitaskers,” meaning they will move industries throughout their working lives. They want their hobbies to be their professions, and this innate flexibility need to be expressed in their learning process. Harris explains how Clarus helps universities make the design and technological transition Gen Z expects, empowering project-based learning and flipped classrooms through collaborative technology like the glassboard.

Leadership and Families - they tend to be the same thing. Great parents can't do it alone. Neither can great leaders. It is said that the old guard don’t change their beliefs, we just have to wait for them to die. Many in leadership today complain about these Millennial’s “They don’t have our work ethic,” “they’re all entitled” and “they think they’re going to change the world” Let’s just stop for a moment and do a Reality Check: As weird and different as the Millennial generation may seem, let’s not forget that the old guard of today (the baby boomers) were at one time “hippies” who weren’t going to “work for the man”. The generation before them said pretty much the same thing: “They don’t have our work ethic” “they’re all entitled” and “they think they’re going to change the world” Some of todays leaders are children of those hippies. They said they would fight authority, consumerism and corrupt governments. They spiked their hair wore studs and safety pins and went punk (Gen X’ers) It all makes me wonder if Gen Y (Millennials) will have similar complaints about generation Z in twenty year. Like I said: It’s all Different Except Where It’s The Same. - See more at: http://dovbaron.com/2014/05/30/different_same/#sthash.Se03rd3Y.dpuf learn more at www.fmloyalty.com See acast.com/privacy for privacy and opt-out information.