Generations in the WorkplaceWRLA MEMBERSHIP WEBINAR

PRESENTED BY: DIANE TAYLOR – GLOW LEADERSHIP

Quick Housekeeping

• All attendees are muted but should be able to hear us and our speaker• If you want to ask questions use the CHAT icon at the bottom of your screen and type in

questions during the webinar

• Erin and Jess will monitor the questions and facilitate them at the end with Diane• A link to the copy of the webinar recording will be sent out after and posted on our

website

Who am I? • Diane Taylor - Principle of Glow Leadership Inc.

• 25 year Career in Human Resources – Non-Profit, Automotive, High Tech & Retail industries.

• 2012 Finalist for the Human Resources Professional of the Year Award.

• Work with business leaders and athletes to Elevate Performance in their organizations and teams.

• Two ways – HR Partnership and Glow Leadership Members Online Leadership Development Program.

2020 Outlook

The Generations

Traditionalists—born before 1946.

Baby Boomers—born between 1946 and 1964.

Generation X—born between 1965 and 1976.

Millennials—born between 1977 and 1997.

Generation Z—born after 1997.

Why does it matter?

Clashes between generations can directly affect turnover, and unwanted turnover is expensive and time consuming.

If team members do not feel like they “fit in” or that their values are not reflected in the workplace, they are more at risk of leaving.

If you do not understand your workforce it is difficult to engage and retain them to create business success.

Boomers

Approximately 15% of the global population.

Born 1945 – 1964.

Motivated by job security.

Communication mode - Telephone.

Technology milestone – TV.

Communication preference – Face to face, phone or email.

Attitude towards career – Career is defined by the employer.

How to motivate Boomers

Titles. Give them titles and authority commensurate with their responsibilities.

Mentoring. Provide them with opportunities to mentor younger generations.

Challenge. Provide them with challenges.

Involvement. Involve them in decision making.

Structure. Have established policies and operate your company fairly.

Be Creative. Offer them post retirement opportunities.

Generation X Approximately 20% of the global population.

Born 1965 – 1976.

Motivated by Work-Life Balance.

Communication mode - Email or text.

Technology milestone – The PC.

Communication preference – Text messaging or email.

Attitude towards career – “Portfolio Career” –loyal to profession, not employer.

How to motivate Gen X

Risks. Let them take risks. Allow them to take some chances.

Time. Respect their time. Time off or away is often a motivator for this group. Sabbaticals, compressed work-weeks, telecommuting, are all very popular amongst this group.

Develop. Reward them with training or other experience building offers. Gen X values the opportunity to build their resumes.

Autonomy. Let them do it their way. Take advantage of their entrepreneurial spirit. Give them a challenge and let them figure it out.

Millennials – Gen YApproximately 27% of the global population.

Born 1977 – 1997.

Motivated by freedom and flexibility.

Communication mode - Text or Snapchat.

Technology milestone – Smartphone.

Communication preference – Texting, snapchat or iPhone

Attitude towards career – ‘Digital Entrepreneurs’ – work ‘with’ organizations, not ‘for.’

How to motivate Millennials

Trust. Be liberal with trust, autonomy and creative freedom.

Develop. Opportunities for learning and growth.

Feedback. Provide frequent feedback.

Be Authentic. Avoid the bullshit. Gen Y – they need to understand the WHY.

We Generation. Emphasize relationships more than structure.

Fun! Make it fun.

Generation Z

Approximately 32% of the global population.

Born after 1997.

Motivated by security and stability.

Communication mode: Handheld.

Technology milestone – AR/VR.

Communication preference – Facetime.

Attitude towards career – ‘Career Multitaskers’ – will move seamlessly between organizations and ‘pop up businesses.’

How to motivate Gen Z

Autonomy. Give them a project, outline the expectations, tell them you are there for guidance and collaboration and let them run.

Incentive. Incentives should be aligned to deliverables. Incentivise outcomes, not time.

Advancement. Provide growth opportunities and nurture career development. Where and I going, what do I need to learn to get there.

Impact. Highlight their impact on the company and how their contributions matter or make a difference.

Leadership Development. Provide ways for them to lead projects or sections of the business. Invest in leadership development programing.

Change is a Process

4 ways to create success

1. Identify who the four generations encompass.

2. Draw on the strengths of each generation. Define Succession Plan.

3. Adapt your approach for each generation.

4. Accept and embrace that which you cannot change.

Thank you!Hope to meet you all in Calgary at the Conference!

Presentations on:◦ Building Your Winning Team – Engagement & Succession Planning

◦ HR Hot Topics – Recruit, Develop, Engage, Discipline, Terminate

◦ Cannabis in the Workplace

In the meantime if I can be of assistance:

diane@glowleadership.com

604.329.5128

Questions

Next WRLA Webinar: February 2020 –Topic to Be Announced

Thank you