[MUSIC]
Let's actually get back to this theme
of meeting them where they are.
I very much like that kind of metaphor,
because it's a metaphor of an encounter
where we are making a movement to
get close to where they are as well.
So how do you attract Millennials in
the companies both of you have built?
>> I think this idea of people
want to have a life of purpose, and
they want to not only do good and
they want to do well.
And I think it's acutely true Millennials,
and
now even Gen Z are entering the workforce.
And so if you can show them a path
where they can have a career, but
also allow them to do other things
that they might want to do.
This notion of a portfolio career,
multiple things going on at the same time,
maybe within the same company or
inside and outside.
That will bring them into the environment,
and hopefully will allow you to hold on to
them for
maybe longer than you might otherwise.
Because, if you look at what's
happened in the last two decades,
a lot of the trauma in the world,
financial crisis, student debt,
etc, it's really shaped
some of their worldview.
And if we can have more empathy to
what they might be looking at and
what they're dealing with, you can again
go back to meeting them where they are.
That will develop a longer term
relationship where it's less transactional
and more focused on two people connecting.
>> Two people connecting.
Let me sort of pick up on all
the shocks that you outlined.
Is that the distinguishing characteristic
of this generation, Michelle?
The shocks they've encountered,
be it the 2008 recession or
be it 9/11, or whatever landmark event?
How has it shaped their psyche?
>> Yeah, I mean I think every
generation has a historical context by
which they have been on their
journey that is formative for them.
And the Millennials are no exception.
So but again, the Millennial generation,
I mean, the youngest in the workforce
now are 20 and the oldest are 38.
So some did indeed experience 9/11,
the recession, the housing crisis.
Some of them don't remember an Obama
administration, a Bush administration.
So I think we have to be careful
not to extrapolate too much.
But instead do what Rob said,
which is to have empathy of
what they have experienced.
And that is the case for
all people, Millennial or not,
is it's meeting them where they are.
It's knowing its people to
people interactions, right?
And it's about getting to know them,
what motivates them, what inspires them.
Creating that trust-based relationship so
you can then evolve into having
them be engaged employees.
