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For the first time, 5 generations will share workspace. We're talking about Traditionalists, Baby Boomers, Generation X, Millenials and Generation Z. Come and explore some tactics to engage each of these generations in a meaningful way.
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Engaging the Five Generations in the
WorkplaceElsa E. Velasco,
Norina L. Columbaro
Our Session Objectives
• Recognize– commonly held beliefs about the 5 generations
• Introduce– an intergenerational approach within your
organization
• Identify – specific and realistic ways to engage these
generations in two contexts: • Work within Your Association• Membership
Describe the 5 GenerationsMultigenerational v. IntergenerationalLet’s Get Engaged!Ready, Set, Engage Tactical PlanningQuestions & AnswersLearning Reflection and Application
Our Agenda
The Fabulous Five
Traditionalists
Baby Boomers
Gen X
Gen Y
Gen Z
• Break into groups of 5 generations • Create an overview of your assigned generation
on flip charts based on your own experience and knowledge as well as what was shared in the plenary
• Use pictures, words, descriptions, icons (Keep it clean – it’s a family show!!)
• You have 10 minutes to develop your overview and select a spokesperson
Generations Refresher Teach Back
Why Engage?
Highly engaged employees can improve business performance by up to 30%
Fully engaged employees are 2.5 times more likely to exceed performance expectations than disengaged employees
Remember, your members are also part of these 5 generations!
Let’s Talk About UsWhere does your association fall in the following
generational change spectrum?• Level 4:
– “The generation of people in the top boxes is the only one that matters…the rest just need to grow up or shut up.”
• Level 3: – “The generational change is an emerging issue within our organization
but we haven’t done much about it.”
• Level 2: – “We view generational change as an emerging opportunity.”
• Level 1: – “We’re actively changing the work culture to harness the power of
generational change.”
What does it mean for the future of association membership?
So What Can We Do?
Traditionalist Baby Boomer Gen X Gen Y Gen Z
Strengths & Assets
Strong work ethic, discipline, loyalty,
emotional maturity
Customer service oriented,
optimistic, dedicated, future
oriented
Adaptability, tech literacy, creative, willing to buck the system
Optimistic, tech savvy, global world view, team players
Digital native, service oriented,
receptive, culturally sensitive
Influences
Great Depression, WW II, G.I Bill, Eisenhower, Korean War
Suburbia, Civil Rights
Vietnam, Rock n’ Roll
Challenger, gangs,internet, AIDS, Sesame Street, latch-key kids
OK City bombing, rise of Facebook and MySpace,
9/11, high speed internet
social networking, mobile games,
Newton, Columbine, Boston Race
Information Source
Newspaper, books, Peers, TV
TV, websites, newspapers
Websites, TV, books
Emails, FB, Pinterest, Instagram, Hangouts
Chat rooms, Hangouts, You
Tube
Learning StylesTraditional, source
of institutional knowledge
Traditional learning +
Participation, Reflection, Feedback
Highly receptive to E-learning,
series of structured lectures
Integrate technology +
media
Personalized learning through
customized environments
Career Planning“I am happy to be
where I am.”
“My dedication and service should
be rewarded.”
“It’s about time I get a promotion!”
“I delivered the results. I’ll get
promoted.”
“I’m smart. I’ll get a job. I need a
job.”
Now that we know more about each of these generations and the intended
outcomes of engaging them,
How Do We Do It?
Ready, Set, ENGAGE! - Tactical Planning Session
• Get into your assigned generation group• Based on what we learned about each
generation, brainstorm tactics you could use to positively engage and motivate people from your assigned generation on flip charts
• Use pictures, words, descriptions, icons • 15 minutes to develop your flip chart and select a
spokesperson
Today, I Learned..
To recognize commonly held beliefs about the 5 Generations. I was introduced to the intergenerational approach within my organization. I identified specific, realistic ways to engage these generations in two contexts: Work within My Association and Membership
Examples
Reference ListClifton, J. (2013) Gallup’s State of the American Workplace: Employee Engagement Insights for U. S. Business Leaders.
Deal, J. (2007). Retiring the Generation Gap: How Employees Young & Old Can Find Common Ground (Center for Creative Leadership).
Gravett,L. & Throckmorton, R. (2007). Bridging the Generation Gap: How to Get Radio Babies, Boomers, Gen Xers, And Gen Yers to Work Together And Achieve More
Johnson, M. (2010). From Boomers to Linksters: Managing the Friction Between Generations at Work
Zemke, R. (2000). Generations at Work: Managing the Clash of Veterans, Boomers, Xers, and Nexters in Your Workplace.
Engaging the Five Generations in the
WorkplaceElsa E. Velasco,
Norina L. Columbaro
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