Saying things Human Resources wishes they could say since 2014.
Kristin Scroggin, the Managing Partner and Lead Trainer at genWHY Communication Strategies, realized she had a big problem three years into her teaching career at the University of Alabama in Huntsville. Her plan of making all her Millennial students "love her" (so they would work harder in her classes) was backfiring. Instead of working harder, they thought she was more likely to "hook them up" with a good grade. It was time to find a new pedagogical (teaching) style that would work for a new generation of students. That's when she began actively studying the Millennial Generation.
For the next eleven years, Kristin surveyed and interviewed students who came through her Communication classes. Students ranged from children of NASA rocket scientist to military "brats" who spent years living across the United States. Data was collected on everything from future family plans, to ideal work hours, and measured across the decade. This information was collated and put into a humorous and informative presentation that meets the needs of almost every industry.
Kristin Scroggin has her Masters in Communication Studies, Bachelors in Communication Arts and was a Communications Lecturer at the University of Alabama in Huntsville for 11 years. Her passion is generational diversity and for the past five years she has spoken at conferences and organizations across the United States ranging from Fortune 500 companies to small non-profits. Obsessed with travel and desperate to see the world, she and her husband try to keep their heads above water while parenting their four children and any foster children who come their way.
Heather Lebischak received her Bachelor’s degree from the University of Montevallo in 2001. While her degree is in Kinesiology which she utilizes in the group fitness classes she teaches, she has 15 years in the legal field in the areas of Labor & Employment and Employee Benefits law prior to joining genWHY Communication Strategies. This experience combined with her mad organizational skills allow her to juggle multiple tasks and projects while consistently ensuring client satisfaction. She loves traveling with her husband and son, knitting, and running.
Your Childhood Influences How You Work
GenWHY connects history & pop culture to determine what the dividing lines between generations and what characteristics are most commonly displayed by each generation in the workplace.
Workplaces MUST Change
As 86 million + Millennials are in the workforce (or entering it soon) and have very different opinions about what they want work-life to look like. Companies that invest in attracting & retaining this top talent will gain a huge advantage as Boomers retire.
Soft Skills Communication Based Training Helps Increase Retention
For years we moved the focus from relationships at work to task accomplishment, which now has backfired in terms of company loyalty and employee engagement. Training is the best way to increase skills you want employees to have.
HOW WAS OUR RESEARCH CONDUCTED?
Early in her career as an instructor at the University of Alabama in Huntsville (UAH), Kristin Scroggin began researching her students. She obtained approval from the UAH Internal Review Board (IRB) to conduct surveys, interviews, and focus groups with adults over the age of 19. As of 2018, more than 10 online surveys (primarily using Survey Monkey & Google Forms) have been completed by individuals 33 and younger. Over 4,000 individuals were surveyed, and over 75% of them were millennials.
Responses were sorted to include the following:
Individuals between 19-33 years of age were classified as Millennials.
Individuals between 34-54 years of age were classified as GenX.
Individuals between 55-75 years of age were classified as Baby Boomers.
Individuals between 76-96 years of age were classified as Traditionalist.
Individuals must have spent at least 90% of their childhood (ages 0-15 yrs) in the United States.
Individuals raised in all areas of the country (West, Midwest, South, East) were surveyed. Approximately 45% of those surveyed were from the Southern United States.
Individuals with and without college educations were surveyed.
Questions were asked on multiple topics including: basic demographics, childhood norms, socio-economic background, culture, desires for work, family, housing, travel, workplace expectations, social media
Multiple interviews and focus groups were conducted to confirm consistency with survey results and further refine the dividing lines between generations. In addition, the continual delivery to audiences with varying work backgrounds allowed for further sorting. A few of the Industries represented include: aerospace, government contracting, technology, manufacturing, healthcare, government, hospitality, education, and non-profit organizations.
In addition to our own research, we rely on the information from many other valuable *AND TRUSTED* resources to refine our presentations and consulting.
In particular we pull from:
and thousands of brilliant journal articles, opinion articles, blogs, and podcasts from Communication Professors, HR Directors, Leadership Experts, and Sports Psychology Theorists.