Strategies for Managing Strategies for Managing and Motivating the Gen and Motivating the Gen
‘Why’ Workforce‘Why’ Workforce
Strategies for Managing Strategies for Managing and Motivating the Gen and Motivating the Gen
‘Why’ Workforce‘Why’ Workforce
Presented to Florida Sterling Conference
ByValerie Oberle
Presented to Florida Sterling Conference
ByValerie Oberle
Who are we? Who are they?Who are we? Who are they?Who are we? Who are they?Who are we? Who are they?
Boomers 1946-1964
Gen X – 1964-1979
Gen Y– 1980 - 1994
Boomers 1946-1964
Gen X – 1964-1979
Gen Y– 1980 - 1994
The Echo Boomers
I just can’t count on them to be dependable
They live for their social time…it drives me crazy!
What’s with the piercings and tatoos??
They just don’t have the work ethic we did!
They question everything and don’t follow rules!!
Why???
Our Attitudes and Our Attitudes and Influences Shape our Influences Shape our
BehaviorsBehaviors
Our Attitudes and Our Attitudes and Influences Shape our Influences Shape our
BehaviorsBehaviors
Parents/Family School/Education/Training Religion/Morality Friends/Peers Media/Culture
Parents/Family School/Education/Training Religion/Morality Friends/Peers Media/Culture
Attitudes & Influences Attitudes & Influences of Adolescenceof Adolescence
Attitudes & Influences Attitudes & Influences of Adolescenceof Adolescence
Topic Boomers’46 – ‘64
Gen X-rs’64 – ’79
Gen Why’79 – ‘94
The Future
Is Ours Sucks Might not happen!
For Kicks Drive-Ins Drive-Thrus
Drive-Bys
Jobs Hard to find
I’ll work if I have to
Jobs are a dime a doz
Source: Employing Gen Why? By Eric Chester
Attitudes & Influences Attitudes & Influences of Adolescenceof Adolescence
Attitudes & Influences Attitudes & Influences of Adolescenceof Adolescence
Topic Boomers’46 – ‘64
Gen X-rs’64 – ’79
Gen Why’79 – ‘94
The Future
Is Ours Sucks Might not happen!
For Kicks Drive-Ins Drive-Thrus
Drive-Bys
Jobs Hard to find
I’ll work if I have to
Jobs are a dime a doz
Source: Employing Gen Why? By Eric Chester
Attitudes & Influences Attitudes & Influences of Adolescenceof Adolescence
Attitudes & Influences Attitudes & Influences of Adolescenceof Adolescence
Topic Boomers’46 – ‘64
Gen X-rs’64 – ’79
Gen Why’79 – ‘94
Communi-cation
Via parents
Via personal phone
Via cell, email, text, My Space…
Change Dislike Accept Demand!
Technology
Ignore – some knowledge
At ease Masters
Source: Employing Gen Why? By Eric Chester
For them life is an all-For them life is an all-you-can-eat buffet you-can-eat buffet offering unlimited offering unlimited
choices, few rules, and choices, few rules, and pay as you go system!pay as you go system!
For them life is an all-For them life is an all-you-can-eat buffet you-can-eat buffet offering unlimited offering unlimited
choices, few rules, and choices, few rules, and pay as you go system!pay as you go system!
A few factsA few factsA few factsA few facts
25% increase in young managers (20-24 yr old) in last 2 years
Retail jobs expect to grow by 15% in next 5 years
Service jobs will grow by a whopping 47%
Turnover in 12 mos or less:– 20-24 yr old – 54%– 16-19 yr old – 78%
25% increase in young managers (20-24 yr old) in last 2 years
Retail jobs expect to grow by 15% in next 5 years
Service jobs will grow by a whopping 47%
Turnover in 12 mos or less:– 20-24 yr old – 54%– 16-19 yr old – 78%
More facts…More facts…More facts…More facts…
1 in 3 not Caucasian2 in 4 single parent home
4 in 5 working mothers
1 in 3 not Caucasian2 in 4 single parent home
4 in 5 working mothers
How do we instill a solid How do we instill a solid work ethic work ethic (patience, (patience,
determination, determination, integrity, persistence, integrity, persistence, ingenuity) ingenuity) when the when the
world around them says world around them says they can get what they they can get what they
want without it?want without it?
How do we instill a solid How do we instill a solid work ethic work ethic (patience, (patience,
determination, determination, integrity, persistence, integrity, persistence, ingenuity) ingenuity) when the when the
world around them says world around them says they can get what they they can get what they
want without it?want without it?
We Need To Understand We Need To Understand this Wonderful this Wonderful Generation!!Generation!!
We Need To Understand We Need To Understand this Wonderful this Wonderful Generation!!Generation!!
THEN NOW
•Teens had to work to buy a car and cool stuff•Jobs for teens were hard to find•The boss was the boss•Employers were to be respected above all•School first, then job, then friends/activities•Unethical employees were fired•A kid is a kid is a kid.•“You’re no different than anyone else. If you want to Achieve great things, you have to work harder than the next guy”
•Parents give teens a car and other cool stuff•Jobs for teens are in endless supply•The boss is your peer, if not your buddy•Employees are to be respected above all•Friends/activities first, then school, then job•Unethical employees can become CEO•Every kid is a gift from God.•“You’re special. You’re destined to do great things and have it all someday, because no one else in the world is exactly like you”
Source:
Common Traits of Gen Common Traits of Gen WhyWhy
Common Traits of Gen Common Traits of Gen WhyWhy
Impatient– Growing up in a high-speed world
drives instant gratification Adaptability
– They move in sinc with change and in fact demand it in the work place
Innovative– They have a fresh perspective and love
looking for new ways to do things. They are ultimate risk takers and speak boldly about their thoughts
Impatient– Growing up in a high-speed world
drives instant gratification Adaptability
– They move in sinc with change and in fact demand it in the work place
Innovative– They have a fresh perspective and love
looking for new ways to do things. They are ultimate risk takers and speak boldly about their thoughts
Efficient– They like to use minimal effort and
resources in least amount of time
Desensitized– But not dehumanized
Disengaged– Their minds operate like DVDs (not
VCRs) causing a need for loose structure
Efficient– They like to use minimal effort and
resources in least amount of time
Desensitized– But not dehumanized
Disengaged– Their minds operate like DVDs (not
VCRs) causing a need for loose structure
Skeptical– They’ve been conned,
manipulated, cheated, and exploited so they don’t automatically trust or believe what they see or hear
Resilient– They have been exposed to so
much negativity they are able to take things in stride and move on.
Skeptical– They’ve been conned,
manipulated, cheated, and exploited so they don’t automatically trust or believe what they see or hear
Resilient– They have been exposed to so
much negativity they are able to take things in stride and move on.
Disrespectful– They feel they are owed respect by
others and others must earn it from them
Bluntly expressive– They have been encourage to speak
their minds and they do … boldly, bluntly, and loudly
Committed– Fiercely loyal to causes and purposes
they believe in. When you believe in them and genuinely care about them they will be loyal to you and your organization
Disrespectful– They feel they are owed respect by
others and others must earn it from them
Bluntly expressive– They have been encourage to speak
their minds and they do … boldly, bluntly, and loudly
Committed– Fiercely loyal to causes and purposes
they believe in. When you believe in them and genuinely care about them they will be loyal to you and your organization
Gen Whys want to do Gen Whys want to do the right, to trust and the right, to trust and be trusted, and have a be trusted, and have a
life with purposelife with purpose
Gen Whys want to do Gen Whys want to do the right, to trust and the right, to trust and be trusted, and have a be trusted, and have a
life with purposelife with purpose
Strategies for Strategies for Employing and Working Employing and Working
with Gen Whyswith Gen Whys
Strategies for Strategies for Employing and Working Employing and Working
with Gen Whyswith Gen Whys
Recruitment/HiringRecruitment/HiringRecruitment/HiringRecruitment/Hiring
Be the best place to work Explain expectations in advance,
i.e. appearance standards Look to your workforce of Gen
Why to help recruit Streamline your hiring process! Follow up promptly
Be the best place to work Explain expectations in advance,
i.e. appearance standards Look to your workforce of Gen
Why to help recruit Streamline your hiring process! Follow up promptly
Orientation and Orientation and TrainingTraining
Orientation and Orientation and TrainingTraining
Engage them socially from the beginning; make it a banner day!!
Get to know them personally Make training multi-sensory Make it relevant…explain WHY Make if FUN! Involve them in the training Treat with respect, as adults Connect them with the purpose of
the organization
Engage them socially from the beginning; make it a banner day!!
Get to know them personally Make training multi-sensory Make it relevant…explain WHY Make if FUN! Involve them in the training Treat with respect, as adults Connect them with the purpose of
the organization
Teach DO
Apply Positive Apply Positive ReinforcementReinforcementApply Positive Apply Positive ReinforcementReinforcement
The moment you stop noticing is the moment they stop improving
Look for opportunities to recognize the right behaviors – be specific
Gen Whys love the spotlight and to be recognized by peers
The moment you stop noticing is the moment they stop improving
Look for opportunities to recognize the right behaviors – be specific
Gen Whys love the spotlight and to be recognized by peers
Don’t Bore Them…Don’t Bore Them…Learn to ZagLearn to Zag
Don’t Bore Them…Don’t Bore Them…Learn to ZagLearn to Zag
Boomers and Gen Xers like plans, order, linear progression, and predictability
Gen Yrs are easily b.o.r.e.d. Appeal to multi-tasking talent Change environment,
responsibilities often when possible
Avoid predictability
Boomers and Gen Xers like plans, order, linear progression, and predictability
Gen Yrs are easily b.o.r.e.d. Appeal to multi-tasking talent Change environment,
responsibilities often when possible
Avoid predictability
Tune in to their Tune in to their FrequencyFrequency
Tune in to their Tune in to their FrequencyFrequency
Read their magazines, web sites, video games
Set up a My Space or Face Book account
Communicate the expected outcome
Really listen for understanding– “then you know what you know and
what they know”
Read their magazines, web sites, video games
Set up a My Space or Face Book account
Communicate the expected outcome
Really listen for understanding– “then you know what you know and
what they know”
Have Firm Policies in Have Firm Policies in PlacePlace
Have Firm Policies in Have Firm Policies in PlacePlace
Explain clearly early on; particularly those hardest to enforce
Explain why Gen Y will more likely follow rules if
they recognize them as:– fair, relevant, consistent, and enforced
Revisit your rules, are they still relevant?
Explain clearly early on; particularly those hardest to enforce
Explain why Gen Y will more likely follow rules if
they recognize them as:– fair, relevant, consistent, and enforced
Revisit your rules, are they still relevant?
Be a Powerful Be a Powerful CommunicatorCommunicatorBe a Powerful Be a Powerful CommunicatorCommunicator
Listen to your employees as individuals
‘Link’ new employees to others Train your staff to watch for
potential ‘drop outs’ Model, Mentor and Motivate Involve your Gen Whys in
everything you can!
Listen to your employees as individuals
‘Link’ new employees to others Train your staff to watch for
potential ‘drop outs’ Model, Mentor and Motivate Involve your Gen Whys in
everything you can!
Take-away Ideas from Take-away Ideas from the US Armythe US Army
Take-away Ideas from Take-away Ideas from the US Armythe US Army
Link to a strong sense of purpose Build loyalty through a worthwhile
contribution Be 100% honest in every phase of
the operation Understand the importance of
stimulation and change Encourage camaraderie Build strong teamwork and unity
Link to a strong sense of purpose Build loyalty through a worthwhile
contribution Be 100% honest in every phase of
the operation Understand the importance of
stimulation and change Encourage camaraderie Build strong teamwork and unity
What Employees Want What Employees Want Most in a LeaderMost in a Leader
What Employees Want What Employees Want Most in a LeaderMost in a Leader
1 Trust Builder
2 Esteem Builder
3 Flexibility Expert
4 Communicator
5 Talent Developer and Coach
6 Talent Finder
7 High Performance Builder
8 Climate Builder
9 Retention Monitor
10 Retention Expert
MOSTIMPORTAN
T
LESSIMPORTAN
T
© 2006 TalentKeepersSource: Talent Keepers, Inc.
A “Handshake” A “Handshake” AgreementAgreement
– “I’m glad you’re here and I want you to stay.”
– Turnover affects all of us– Tell me what’s important to you and why
you stay– I’ll commit to be the best leader I can be– Will you commit to sharing your concerns
with me?– I will commit to do whatever I can to help
keep you here…we’re in this together
“Let’s shake on it.”
© 2006 TalentKeepers Source: Talent Keepers Inc.
Every leader is telling a Every leader is telling a
story about what he orstory about what he orshe believes.she believes.
Be PassionateBe PassionateBe PassionateBe Passionate
For your work For your people For your
customers For your
community
For your work For your people For your
customers For your
community
Be ClearBe ClearBe ClearBe Clear
About your values About the goals About how people fit in About your expectations
About your values About the goals About how people fit in About your expectations
Be EncouragingBe EncouragingBe EncouragingBe Encouraging
Give constant feedback Recognize improvements Celebrate talents Stretch people to achieve
Give constant feedback Recognize improvements Celebrate talents Stretch people to achieve
Be Trustworthy &Be Trustworthy & Accountable Accountable
Be Trustworthy &Be Trustworthy & Accountable Accountable
Be mutually accountable for the success of each employee
Provide training, resources and support
Be clear about consequences Do what you say you will do!
Be mutually accountable for the success of each employee
Provide training, resources and support
Be clear about consequences Do what you say you will do!
Be GenerousBe GenerousBe GenerousBe Generous
With your head With your heart With your feet
With your head With your heart With your feet
Leaders will get theLeaders will get thebehavior they behavior they demonstratedemonstrateand tolerateand tolerate
Recommended Recommended ReadingReading
Recommended Recommended ReadingReading
Employing Generation Why? By Eric Chester Boomers, Xers, and Other Strangers - Understanding
Generational Differences That Divide Us by Dr. Rick and Kathy Hicks
Generations at Work – Managing the Clash of Veterans, Boomers, Xers, & Nexters in Your Workplace by Ron Zemke, Claire Raines, & Bob Filipczak
Employing Generation Why? By Eric Chester Boomers, Xers, and Other Strangers - Understanding
Generational Differences That Divide Us by Dr. Rick and Kathy Hicks
Generations at Work – Managing the Clash of Veterans, Boomers, Xers, & Nexters in Your Workplace by Ron Zemke, Claire Raines, & Bob Filipczak
For Further Assistance Please ContactValerie OberlePresident, The Oberle [email protected] office