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Creating Experiences For The Young Adults In Our Workforce

Recently we had a Transformational Talk in which I talked about how millennials value experiences more than things; so, items, material positions etc.

I think it’s interesting because this is different from many other generations who didn’t grow up with many possessions.

Looking at the Silent Generation, they went through the Great Depression and had nothing. Think about our grandparent’s stories how they literally had nothing to their name.

Next, we consider the Baby Boomers who were (are) all about building things and working hard focusing on careers to achieve security. Much of their identity was generally derived with a deliberate goal to provide for the basic material needs of the family.

That’s why it’s so interesting to see minimalism and material avoidance from young adult millennials and Gen Zr’s who actually prefer experiences over (appreciable and depreciable) possessions.

Now the thing is, what are some ways that we can create great experiences for our young adults that are working for us?

You must understand that you need a strategy for the experiences you are providing your team at work.

To determine our action steps more completely, I want to discuss a psychological heuristic in which people judge experiences.

So, let’s dig into something that psychologists call Duration Neglect.

Let me break it down for you.

What duration neglect essentially means is that people don’t remember experiences based on their duration, but rather the peaks and the ending. These can be positive or negative experiences.

For positive experiences, was the climax meaningful and impactful?

On the other hand and for negative experiences, it will be a strong negative peak. How severe was the pain? How difficult was the trauma?

We also will judge an experience by the ending. How did your employees feel at the end of a meeting, an offsite team building event, or a big project?

For example, let’s say someone goes to a three-day conference. They don't remember the three days as a whole, but rather they recall the one speaker that really connected with them. That one instance where they felt uplifted or motivated.

As they leave the event and they’re driving away, how are they judging the event?

As time passes, we recall those past experiences based on those two items. The peaks and then the end of the event.

Knowing this can help us determine how to create experiences for the young adults in our workforce.  

What type of experiences are they involved in each day? Are you giving your teams positive experiences? Are you making a point to end experiences with something meaningful and inspiring?

When you create your experiences, whether that's daily, an event, or training, it might be helpful to use the movie making business as a guide. Create a high point, a climax, something that really speaks to the heart. And finally, make sure you have a spectacular ending-close it well!

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