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	<title>Generationally Speaking</title>
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	<link>http://www.genspeaks.com</link>
	<description>GenSpeaks: Research &#38; Consultation Regarding the Millennial Generation</description>
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		<title>﻿﻿﻿Marketing to Millennials…Resonance with Managing Millennials…?</title>
		<link>http://www.genspeaks.com/%ef%bb%bf%ef%bb%bf%ef%bb%bfmarketing-to-millennials%e2%80%a6resonance-with-managing-millennials%e2%80%a6/</link>
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		<pubDate>Sat, 10 Dec 2011 23:24:00 +0000</pubDate>
		<dc:creator>admin</dc:creator>
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		<guid isPermaLink="false">http://www.genspeaks.com/?p=135</guid>
		<description><![CDATA[Last week I did a keynote address at the “Share.Like.Buy. Marketing + Millennials” conference. I must say, it was an incredibly interesting event, and I really enjoyed it. You have to remember, much of my work aroudn the Millennial Generation is about education and/or human resources, so to get this perspective was quite fascinating for me. As described in the conference program: “Ah, Millennials. Tough to figure out, sell to, and employ. Or are they?&#8221; &#8220;How do you market to a generation: • Smarter than you about the media they use? • Who have created more media by age 30 than you have in your entire career? • Who smell phoniness easily, but whose concept of phoniness differs from yours? • Who are willing to help you sell to them, if you simply ask the right way? Share.Like.Buy. addresses an unmet need: to understand and communicate with the most enigmaticRead More]]></description>
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		<title>Millennials at Work – Insights from PwC</title>
		<link>http://www.genspeaks.com/millennials-at-work-%e2%80%93-insights-from-pwc/</link>
		<comments>http://www.genspeaks.com/millennials-at-work-%e2%80%93-insights-from-pwc/#comments</comments>
		<pubDate>Sat, 10 Dec 2011 23:17:30 +0000</pubDate>
		<dc:creator>admin</dc:creator>
				<category><![CDATA[Uncategorized]]></category>

		<guid isPermaLink="false">http://www.genspeaks.com/?p=131</guid>
		<description><![CDATA[In 2007, PricewaterhouseCoopers published its first report “on the future of people management,” in which they asserted that “the growing talent crisis, demographic shifts, advances in technology and the rise of sustainability issues on the corporate agenda would dramatically change organizational models and the way in which companies manage their people.” Nearly two years later, at the end of 2008, they conducted a follow-up study and report entitled Millennials at work: perspectives from a new generation. In this, insights from over 4,000 new college graduates from 44 countries were shared, designed to help companies understand how Millennial attitudes towards work differ from previous generations. It’s a very interesting report, filled with data points that really help to understand the unique – and sometimes not so unique – psychographic characteristics of Millennial employees. Some of it is not new information, and some of it was surprising even to me, an ardent followerRead More]]></description>
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		<title>Recruit, Retain and Inspire the Millennial Employee</title>
		<link>http://www.genspeaks.com/recruit-retain-and-inspire-the-millennial-employee/</link>
		<comments>http://www.genspeaks.com/recruit-retain-and-inspire-the-millennial-employee/#comments</comments>
		<pubDate>Fri, 08 Apr 2011 13:16:18 +0000</pubDate>
		<dc:creator>admin</dc:creator>
				<category><![CDATA[Uncategorized]]></category>

		<guid isPermaLink="false">http://www.genspeaks.com/?p=128</guid>
		<description><![CDATA[As we again hit college graduation season, gainful employment is on the minds of those graduating…and probably their families as well. According to March 2011 of the U.S. Labor Bureau on “the employment situation,” job gains are occurring in professional and business services, health care, leisure and hospitality, and mining, as well as in manufacturing. So I guess this means that employee recuitment isn’t just on the minds of new college graduates, but also those organizations that are continuing to hire new employees. And let’s not forget that those new employees aren’t just those crossing the commencement stage next month, but (at least in many entry level jobs) some slightly older employees who may have been downsized previously and are looking to get back to work. So how are they looking? If we want to recruit the best fit of employee into our organizations it’s pretty important to understand whereRead More]]></description>
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		<title>Another “Johnny Come Lately” to the Millennial Conversation</title>
		<link>http://www.genspeaks.com/another-%e2%80%9cjohnny-come-lately%e2%80%9d-to-the-millennial-conversation/</link>
		<comments>http://www.genspeaks.com/another-%e2%80%9cjohnny-come-lately%e2%80%9d-to-the-millennial-conversation/#comments</comments>
		<pubDate>Wed, 30 Mar 2011 22:18:07 +0000</pubDate>
		<dc:creator>admin</dc:creator>
				<category><![CDATA[Uncategorized]]></category>

		<guid isPermaLink="false">http://www.genspeaks.com/?p=123</guid>
		<description><![CDATA[A couple of weeks ago, I blogged about Neil Howe’s new book, Millennials in the Workplace, co-authored with Reena Nadler. In that blog entry, I discussed my skepticism about if any new ideas are being delivered here, or if it is a reframing – or re-hashing – of the same old ideas. Then, within the last week, I came across a CNN opinion piece by Peter W. Singer, a senior fellow and director of Brooking Institution&#8217;s 21st Century Defense Initiative, and the author of the Brooking report, &#8220;D.C.&#8217;s New Guard: What Does the Next Generation of American Leaders Think?&#8221; I was quite surprised when Mr. Singer began this piece with “History will mark 2011 as the year the baby boomer generation, which has so dominated American politics and society, first became eligible for retirement. But little is known about the new guard of American leaders, the Millennial generation, born betweenRead More]]></description>
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		<title>Flip Flops and Facebook Breaks…Really?!</title>
		<link>http://www.genspeaks.com/flip-flops-and-facebook-breaks%e2%80%a6really/</link>
		<comments>http://www.genspeaks.com/flip-flops-and-facebook-breaks%e2%80%a6really/#comments</comments>
		<pubDate>Sat, 12 Mar 2011 06:49:05 +0000</pubDate>
		<dc:creator>admin</dc:creator>
				<category><![CDATA[Uncategorized]]></category>

		<guid isPermaLink="false">http://www.genspeaks.com/?p=115</guid>
		<description><![CDATA[Apparently Neil Howe is out with his long-awaited book, Millennials in the Workplace, co-authored with Reena Nadler. I’ve been quite eager for this myself, and will have the bookstore at the college where I work order one for me ASAP! Among other motivations, I really want to see if Neil and Reena have something new to add to this converation. I am a litle reluctant to say (only in part because I obviously have not even cracked the binding yet) that I am not sure that they do. Let me explain why I am skeptical. Sure, in part it’s because there has been so much written – including by me – and continues to be written – also including by me. I write…and speak…and consult on this topic because I do strongly believe that there is far more to say, and my consulting work only underscores this. But we haveRead More]]></description>
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		<title>Onboarding Millennials…A Whole New Outlook</title>
		<link>http://www.genspeaks.com/onboarding-millennials%e2%80%a6a-whole-new-outlook/</link>
		<comments>http://www.genspeaks.com/onboarding-millennials%e2%80%a6a-whole-new-outlook/#comments</comments>
		<pubDate>Sun, 06 Mar 2011 14:42:29 +0000</pubDate>
		<dc:creator>admin</dc:creator>
				<category><![CDATA[Uncategorized]]></category>

		<guid isPermaLink="false">http://www.genspeaks.com/?p=111</guid>
		<description><![CDATA[I’ve been doing some work lately on onboarding programs for new employees, and it is very much driven by the changing expectations for the workplace that are held by the Millennial Generation. Lynn Shleeter writes in a blog post for Human Resources IQ, “Intentionally connecting new hires or interns to the company as soon as possible is a crucial activity. Helping them understand the company’s culture and brand through a structured onboarding program is an integral process.” But the big question is what does this mean? Well, it’s not just about training any longer…that is – as one might say – so old school. As Shleeter writes, “Gone are the administrative days when new hires and interns received a badge, benefits package and cursory company overview and landed at their workstations before lunchtime. The terms of engagement have shifted for companies that want to attract and retain younger workers.” TheRead More]]></description>
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