View
212
Download
0
Category
Tags:
Preview:
Citation preview
Generations in the Workforce
What You Remember Reveals Your Age….
Do you remember when smoking wasn’t hazardous to your health?
The Veterans (oldest generation still working) How They Learn New is not necessarily better Not innovative with new ideas Like structure, schedules and procedures Brain processes new ideas into old mental
framework Some refuse to work with technology (too
overwhelming a learning curve, others jump in)
Want clear expectations and guidelines Must memorize the basics
School Experiences for Veterans Hard work
Respected their elders Children were to be seen & not heard Felt an obligation to make the grade Performance based on individual ability Little feedback unless negative More intrinsic reward for good performance Learned from history (other’s experiences) Small class size, one curriculum for all No special ed (students no where in sight) Virtually never tested with standardized tests
– less comparison to others
Did you ever use one of these???
The Veteran’s First Computer
Changes in the Workforce
Veterans have experienced the most change in their lifetime. They have had to adapt to: Computers Communication channels changing World getting smaller Keeping up with rapid increases in
information Move from content to process
Marketing to Veterans Faith in the government and
national institutions Want quality but believe
standard options are fine (not luxury)
Loyal customers that follow the rules
How Boomers Learn Want things to fit into the “big picture” Want recognition for how well they have
done Team oriented, work well in groups Like to explore and analyze, look at
different views Follow instructions well Good with content
Boomer’s Educational Experiences
Overwhelmed the school system starting in 1950, large class sizes
Ability grouped (red birds and blue birds)
Question authority but respect position See life as an adventure (and school) Emphasis on team work (cohort
education)
Boomer’s Educational Experiences
Need silence to concentrate Were told “you are lucky to be
here, others are standing in line to get in.”
Want to feel valued No special ed students in school but
honors courses in a few subjects Rarely tested and not for school
performance (PSAT, SAT)
Remember these……
Boomer’s First Computer
Marketing to Boomers
Are individualistic so they like “customized and custom-made products”
Want to look successful (lots of stuff)
Seek self-improvement Products/services that help them
reach a balanced life (work/home) Like technology but see the
problems that come with it
How Gen Xers Learn Task oriented – like to
learn new skills Speed is important Self-paced learning,
independent learning Want to have fun while they learn Informal learning environments are
best Hate group work Want feedback from teacher/boss
Gen X Educational Experiences
Learned to rely on self
Distrust authority Seek challenging environment
(career education emphasis)
Want feedback on progress Want to do things their way –
like no rules and freedom on assignments
Gen X Educational Experiences Had special education classrooms
in school but separated Had honors programs Funding cut to education Testing “mania” began with them First daycare centers arose with
them Many latch-key kids
Remember these…..
Gen X’s First Computer
Was this your first video game?
Was this your first calculator and cell phone?
Marketing to Xers
Can spot a phony Peer to peer referral Like technology Like products and services
with options
Millennial School Experiences
Many private schools, charter schools, magnet schools – all to meet the needs of the individual child –many, many choices
School uniforms, child safety, high performance standards, character education, cooperative learning and community service
Millennial School Experiences Goal oriented – outcome based education
(what’s in it for me) School is a means to an end – one must
endure until the next level Interactive, participatory and engaging – are
consulted by adults Everything 24/7 and available electronically No “grunt work” - must do “meaningful
work”, participate in decisions
International flavor, celebrate diversity, different is okay
Millennial School Experiences Motivated by working with bright, motivated and moral people
Student makes judgments about truth and believability of what is taught
Classroom mainstreamed – multiple levels based on ability and interest
Constantly tested and compared to peers (learned to take tests so now of little use for college admissions)
Feel pressure for high achievement
How Millennials Learn Try it their way – always looking for
better, faster way of doing things Prefer graphics before text, reading of
excerpts Like small and fast processing
technology – best when networked Want instant gratification and frequent
rewards (spot)
How Millennials Learn
Focus on skill development – not memorization of what they perceive they don’t need to know
Productivity is key – not attendance – so make it worthwhile or they won’t come
Have different critical thinking skills based on their high tech world not thought processing (need help here)
Rely on teacher to facilitate learning Group think and interaction
This is what millennials grew up with?
Their Idea of Computer Technology
What Do Businesses and Colleges/ Universities Need
to Know about Today’s College Students and Graduates
Here Come the GirlsHere Come the Girls
Boys Issues in K-12
For Every 100 Girls Who….
Number of Boys
Enroll in Kindergarten 116
Enroll in Ninth Grade 101
Enroll in Twelfth Grade 98
Are Suspended from K-12 250
Are Expelled from K-12 335
Diagnosed with Learning Disability
276
Enroll in the gifted and talented program
94
The Boys Project. http://www.boysproject.net/statistics.htmlThe Boys Project. http://www.boysproject.net/statistics.html
Boys and Their Educational Choices
For Every 100 Girls Who….
Number of Boys
Graduate from High School 96
Enroll in College 77
Earn an Associates Degree 67
Earn a Bachelors Degree 73
Earn a Masters Degree 62
Earn a Doctorate 92
The Boys Project. http://www.boysproject.net/statistics.html
First Time Freshman Enrollments by Gender – 50 Years (numbers in
thousands)
0
200
400
600
800
1000
1200
1400
1600
Males
Females
(45.2%)(45.2%)
(54.8%)(54.8%)
College Graduation Projections (numbers in thousands) (61% of degrees
will go to women)
250
350
450
550
650
750
850
950
1050
Assoc. Degree MaleAssoc. Degree FemaleBach. Degree MaleBach. Degree Female (37.4%)(37.4%)
(62.6%)(62.6%)
(40%)(40%)
(60%)(60%)
At Your Tables Discuss:
When you were an undergraduate student and had a paper assigned in a class, what was your process for preparing for and writing the paper? Where did your reference material come
from? How long did it take? Would it be done differently today?
When you were in medical school, what was the process you were taught to diagnose and treat a condition? What reference materials did you have? How is it done now?
Ambitions •Medicine•Education/teaching
•Business and marketing
•Engineering•Law and politics
•Computer science
Most sought after qualities in careers:•Responsibility
• Independence
•Creativity
• Idealistic and committed co-workers
Most common job trends :
•Multi-taskers•Change Careers
•Seek security & benefits
•Stay with company that offers a challenge
Source: Industry Week, March, 1998.
Difference in Values They have witnessed their
baby boomer parents coming home from stressed jobs, exhausted, falling asleep at the dinner table; and don’t want that for themselves.
They are a generation who is interested in a life with value and meaning – they do not aspire to what the “boomers” aspire to – they want something different.
True Multi-taskers Millennials have lived
programmed lives and are already quite capable of learning several jobs simultaneously and performing them admirably.
Millennials will change careers many times (retool/recycling skills).
To retain them, smart employers will encourage Millennials to try out different careers within the same company.
Salary Expectations of Millennials
Realistically, what do you expect your starting salary will be when you begin working? Millennials $15-20K 7.7% $21-30K 29.3% $31-40K 27.0% $41-50K 15.9% $50K+ 7.0% Not sure 12.5%
Approximately 65% felt they would earn $40K or less
Approximately 65% felt they would earn $40K or less
Future OddsHow likely is it that someday you will:
% Indicating Somewhat or Very Likely
• Work for yourself/own business?
64.3%
• Have lifestyle you grew up with?
93.4%
%%
• Somewhat to very Important 77.4%
• Not Important 22.6%
How important will a two-income household be in reaching your lifestyle goals?
Quality of Life? Rank order of items that
contribute to a good quality of life
%%
• Having a secure future for my family 70.2%• Time to enjoy family/children 69.9%• Having family/children 65.0%• Having a great job 54.7%• Having good friends 50.7%• Having plenty of money 38.6%• Having plenty of free time 38.1%
(% ranking item in top 3 on a scale of 1-8)(% ranking item in top 3 on a scale of 1-8)
Your Generation in the Future Someday your generation will be raising
kids, running corporations and occupying high political office. When that day comes, which areas of American life will be better, the same or worse than today because of your generation?
3=better2=same1=worse
Will be better, the same or worse than today because of your generation?
3=better2=same1=worse
meanmean• Technology 2.90• Race Relations 2.47• Economy 2.23• Schools 2.09• Arts/Culture 2.21
Will be better, the same or worse than today because of your generation?
meanmean• Foreign Affairs 2.13• Government 2.02• Family Life 2.01• Religion 1.93• Crime/Public Order 1.79
3=better2=same1=worse
Importance of Career Components
Millennials felt the following career elements would be very important:
Respected on the Job Opportunity for Professional
Development Ability to Have an Impact on the
World
Importance of Career Components
Items thought to be somewhat important:
Access to Information and Expression of Personal Opinion Having High Job Prestige Working with Inspiring Colleagues Geographic Location of Job Receive Guidance and Direction from Supervisor Participating in Company Decisions Independence/Professional Autonomy Using Creativity on the Job Lots of Responsibility Flexible Work Hours Dress Code Appropriate to Work Environment
Importance of Job Benefits Benefits thought to be very important
Health InsuranceSalary Growth Plans like 401K Life Insurance BonusesEmployer-paid Retirement
Benefits thought to be unimportantStock Options Profit Sharing
Jobs in Lifetime How many jobs
millennials thought they would hold in their lifetime? 1-3 35.7% 4-6 41.5% 7-10 16.5% Over 10 6.2%
64% expect to have 4 or more jobs
Reasons US Workers Change JobsIn 2006, 21% of US workers made voluntaryjob changes for the following reasons:
Growth and earnings potential (30%) Time and flexibility (23%) Financial compensation (22%) Culture and work environment (22%) Benefits (12%) Supervisor relationship (10%) Travel and development (9%) Management climate (9%)
Benefit News Benefit News
Changing Workforce Workers are demanding the ability to balance
their work and personal responsibilities. Workers are not afraid of changing jobs. The idea that the best way to grow financially
and otherwise is to stay with one employer has been eroding to the point of extinction.
Younger workers and those earning $15,000 or less were the most likely to change jobs.
The cost of turnovers range from $7,000 for hourly employees to $30,000 for mid-level managers and $80,000 for technical or senior level management (Center for Workforce Learning).
Charlotte Biz, March 2007Charlotte Biz, March 2007
What can managers do?
1. Mentor their employees• About how the organization runs, what
makes people of different generations work well together. Teach people skills not just medical processes.
Great leaders can motivate all people by balancing processes and people’s needs for the good of the organization
1. Mentor their employees• About how the organization runs, what
makes people of different generations work well together. Teach people skills not just medical processes.
Great leaders can motivate all people by balancing processes and people’s needs for the good of the organization
Messages that Motivate
Veterans Your experience is respected here What has and hasn’t worked in the past
is relevant Perseverance is valued
Boomers You are important to our success Your contribution is unique and
important We need you
Messages that Motivate
Gen Xers Do it your way There aren’t a lot of rules here We’re not very corporate
Millennials You will work with other bright, creative
people You can help turn this organization around You can be a hero here We value independent workers Your boss will help you succeed
2. Communicate with employees• Encourage them to develop trust with others
and empower people to do their jobs. Ask for input rather than telling them what to do. Open communication reduces resistance.
3. Value their values• Want work-life balance. They value family
and friends and want to work their eight hour day and go home. Older workers think long hours show your loyalty and productivity. Younger workers often get things done faster. They value efficiency and effectiveness and doing things faster.
2. Communicate with employees• Encourage them to develop trust with others
and empower people to do their jobs. Ask for input rather than telling them what to do. Open communication reduces resistance.
3. Value their values• Want work-life balance. They value family
and friends and want to work their eight hour day and go home. Older workers think long hours show your loyalty and productivity. Younger workers often get things done faster. They value efficiency and effectiveness and doing things faster.
4. Focus on Retention
• People leave for several reasons: older workers retire but younger workers often leave feeling unvalued.
• Have strategies to retain both groups.
• Older generations like monetary rewards, younger generations like time off work.
4. Focus on Retention
• People leave for several reasons: older workers retire but younger workers often leave feeling unvalued.
• Have strategies to retain both groups.
• Older generations like monetary rewards, younger generations like time off work.
Questions (if we have time) What are the greatest challenges you
face with the multiple generations in your area?
What strengths do the younger generations have that you did not at their age?
Has anyone discovered “a great truth” in working with the younger generations that you can share with us?
Recommended