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Being in the Mix: Working Being in the Mix: Working With, Managing and Serving With, Managing and Serving Multiple Generations Multiple Generations
Generational CharacteristicsGenerational Characteristics Managing and motivating a Managing and motivating a
mutigenerational staffmutigenerational staff Hiring a multigenerational staffHiring a multigenerational staff Working with multigenerational Working with multigenerational
colleaguescolleagues Mastering conflictMastering conflict Challenges/Advantages to this Challenges/Advantages to this
environmentenvironment
Class outlineClass outline
What generation do you identify with?What generation do you identify with?
PollPoll
Traditionalists: Born 1900-1945Traditionalists: Born 1900-1945 Baby Boomers: Born 1946-1964Baby Boomers: Born 1946-1964 Generation X: Born 1965-1977Generation X: Born 1965-1977 Generation Y: Born 1978-1989Generation Y: Born 1978-1989 Next-Gen: Born 1990-Next-Gen: Born 1990-
GenerationsGenerations
7% of the workforce7% of the workforce Worked longer than any other generationWorked longer than any other generation Experienced two world wars and the Experienced two world wars and the
Great DepressionGreat Depression LoyalLoyal HardworkingHardworking Financially conservativeFinancially conservative Faithful to institutionsFaithful to institutions Approaching retirement or are retired Approaching retirement or are retired
and working part timeand working part time
TraditionalistTraditionalist
41.5% of the workforce41.5% of the workforce When started compelled to challenge status When started compelled to challenge status
quoquo Responsible for many current rights and Responsible for many current rights and
opportunitiesopportunities Invented the 60 hour work weekInvented the 60 hour work week Deeply connected to their career achievementsDeeply connected to their career achievements LoyalLoyal OptimisticOptimistic Politically adept when it comes to navigating Politically adept when it comes to navigating
political minefields in the workplacepolitical minefields in the workplace Respect based on achievementRespect based on achievement Wait to be told what to doWait to be told what to do
Baby BoomersBaby Boomers
29.5% of the workforce29.5% of the workforce Independent Independent Tech Savvy-having ushered in the era of Tech Savvy-having ushered in the era of
video games and personal computersvideo games and personal computers SkepticalSkeptical ResourcefulResourceful Hardworking but work is not the most Hardworking but work is not the most
important thingimportant thing Change jobs easily and oftenChange jobs easily and often
Generation XersGeneration Xers
22% of the workforce22% of the workforce Enjoyed access to cell phones, pagers Enjoyed access to cell phones, pagers
and pc’s all of their livesand pc’s all of their lives Eager to learn, enjoy questioningEager to learn, enjoy questioning Confident, high self esteemConfident, high self esteem Collaborators, favor team workCollaborators, favor team work Reject the rigid confines of a job Reject the rigid confines of a job
descriptiondescription Keep their career options openKeep their career options open
Generation YGeneration Y
% growing% growing MultitaskersMultitaskers Tech SavvyTech Savvy They come firstThey come first HardworkingHardworking Clever and resourcefulClever and resourceful
Next GenNext Gen
Born around ’40-’45: Value the strong Born around ’40-’45: Value the strong work ethic of the traditionalist but are work ethic of the traditionalist but are also eager to challenge the status quoalso eager to challenge the status quo
Born between ’60 and 65: witnessed the Born between ’60 and 65: witnessed the success of their older baby boomer success of their older baby boomer counterparts but experienced the counterparts but experienced the recession that plagued the early Xers. recession that plagued the early Xers. Computers not until after their Computers not until after their graduationgraduation
Born around: ’75-’80: mix of Gen X Born around: ’75-’80: mix of Gen X skeptism and millenial optimism.skeptism and millenial optimism.
Value of cuspers: they identify with more Value of cuspers: they identify with more than one generationthan one generation
CuspersCuspers
Be wary of stereotypingBe wary of stereotyping Not all traits apply to all members of a Not all traits apply to all members of a
generation.generation. Certain characteristics may be attributed Certain characteristics may be attributed
to more than one generation.to more than one generation.
DisclaimerDisclaimer
Leverage generational differencesLeverage generational differences Be aware of the differencesBe aware of the differences
Appreciate the strengthsAppreciate the strengths Manage the differences effectivelyManage the differences effectively
Bridging the gap: Managing a Bridging the gap: Managing a multigenerational staffmultigenerational staff
Diffuse Misconceptions: understand the Diffuse Misconceptions: understand the stereotype but recognize individual skillsstereotype but recognize individual skills
Allay unfounded anxiety and skepticismAllay unfounded anxiety and skepticism
Be aware of the Be aware of the differencesdifferences
Develop two-way mentoring programsDevelop two-way mentoring programs A tech savvy gen y with a administrative A tech savvy gen y with a administrative
professional known to have excellent professional known to have excellent public speaking skillspublic speaking skills
Opportunity to eliminate shortcomings Opportunity to eliminate shortcomings and maximize strengthsand maximize strengths
Make Policies FlexibleMake Policies Flexible Prepare to retain knowledge when a Prepare to retain knowledge when a
generation retiresgeneration retires
Appreciate the Appreciate the strengthsstrengths
Build a culture founded on open Build a culture founded on open communicationcommunication
Help employees experience a sense of Help employees experience a sense of ownershipownership
Frequent group collaborationFrequent group collaboration Organize more frequent gatherings among Organize more frequent gatherings among
staffstaff Brownbag trainingsBrownbag trainings Alumni networkAlumni network Special projectsSpecial projects CommitteesCommittees
Manage the differences Manage the differences effectivelyeffectively
Speak their languageSpeak their language EmailEmail
Adapt management style to engage Adapt management style to engage generations instead of expecting generations instead of expecting conformityconformity Don’t micro manageDon’t micro manage
Provide opportunities to solve problems Provide opportunities to solve problems creativelycreatively
Life balance before bank balanceLife balance before bank balance Implement trainingImplement training that will help their that will help their
career not just their current job.career not just their current job. Create a communityCreate a community
Motivating a multigenerational Motivating a multigenerational staffstaff
Understanding the priorities of different Understanding the priorities of different generations generations
Be prepared to talk about your Be prepared to talk about your workplace environmentworkplace environment
““Passing the Torch:” effectively retaining Passing the Torch:” effectively retaining knowledge when a generation retiresknowledge when a generation retires
Hiring a Hiring a Multigenerational StaffMultigenerational Staff
Baby Boomers and the generations that follow them may Baby Boomers and the generations that follow them may have different levels of commitment to work, but all can have different levels of commitment to work, but all can be effective contributorsbe effective contributors
Consider when to stress job security and when to stress Consider when to stress job security and when to stress workplace flexibility when interviewingworkplace flexibility when interviewing
Appreciate the skills of the individual you are Appreciate the skills of the individual you are consideringconsidering
Understanding the Priorities of Understanding the Priorities of Different GenerationsDifferent Generations
……means different things to people from means different things to people from different generations. different generations.
Baby Boomers may have more questions Baby Boomers may have more questions about benefits and job securityabout benefits and job security
Gen X and Y may need to hear more Gen X and Y may need to hear more about opportunities for collaboration and about opportunities for collaboration and personal growth. personal growth.
The Desirable The Desirable WorkplaceWorkplace
Retaining the wisdom of older employees Retaining the wisdom of older employees who are approaching the traditional who are approaching the traditional retirement age is criticalretirement age is critical
Implement succession-planning systemsImplement succession-planning systemsEnhance mentoring programs and other Enhance mentoring programs and other internal collaborative projectsinternal collaborative projectsInvite retirees and future retirees to return as Invite retirees and future retirees to return as advisorsadvisorsBuild an alumni networkBuild an alumni networkExtend the tenure of top employees through Extend the tenure of top employees through telecommuting, part-time, or consultancy telecommuting, part-time, or consultancy arrangements.arrangements.
Passing the TorchPassing the Torch
Possible Causes:Possible Causes: Shared resources: Space, equipment, staff, Shared resources: Space, equipment, staff,
budgetbudget Goal differencesGoal differences InterdependenceInterdependence Style differencesStyle differences Value differencesValue differences Organizational ambiguitiesOrganizational ambiguities Communication problemsCommunication problems
Mastering ConflictMastering Conflict
Often thought of as negativeOften thought of as negative On Teams conflict is necessaryOn Teams conflict is necessary Conflict indicates trustConflict indicates trust Becomes a problem when differences Becomes a problem when differences
become too bigbecome too big ““I am a strong believer in strong I am a strong believer in strong
personalities and strong opinions…I personalities and strong opinions…I think that's how the best decisions are think that's how the best decisions are made.” President Obama made.” President Obama
Mastering ConflictMastering Conflict
Conflict is productive when:Conflict is productive when: Positive outcome is reachedPositive outcome is reached Learning occurs-clearing up a Learning occurs-clearing up a
misunderstanding misunderstanding Helps to understand yourselfHelps to understand yourself Part of the organizational culture/healthy Part of the organizational culture/healthy
teamsteams Builds relationshipsBuilds relationships
Mastering ConflictMastering Conflict
1.1. Share perceived issuesShare perceived issues2.2. Identify needs of all partiesIdentify needs of all parties3.3. Seek solutions to meet the parties’ Seek solutions to meet the parties’
goalsgoals4.4. Develop an action planDevelop an action plan5.5. Follow upFollow up
The Conflict The Conflict DiscussionDiscussion
General strategiesGeneral strategies Strategies for Gen Xers to use with Baby Strategies for Gen Xers to use with Baby
BoomersBoomers Strategies for Baby Boomers to use with Strategies for Baby Boomers to use with
Gen XersGen Xers Tips for working with traditionalistsTips for working with traditionalists Enhance your working relationships with Enhance your working relationships with
millenialsmillenials
Working with Multigenerational Working with Multigenerational ColleaguesColleagues
Respect is key, and should be reciprocal Respect is key, and should be reciprocal between generations.between generations.
Younger employees can learn to value Younger employees can learn to value the experience of older co-workersthe experience of older co-workersOlder workers benefit from fresh Older workers benefit from fresh perspectives and enthusiasmperspectives and enthusiasm
Appreciate and learn from the differencesAppreciate and learn from the differencesCompromise on small issues, discuss big Compromise on small issues, discuss big issuesissues
General StrategiesGeneral Strategies
Choose face-to-face conversation over Choose face-to-face conversation over email.email.
Avoid multitasking when talking to baby Avoid multitasking when talking to baby Boomers. Give them your full attention.Boomers. Give them your full attention.
Learn to navigate workplace politics – Learn to navigate workplace politics – play the game.play the game.
Know your history: find out what has Know your history: find out what has worked in the past, and what hasn’t, at worked in the past, and what hasn’t, at your workplace.your workplace.
Strategies for Gen Xers to use with Strategies for Gen Xers to use with Baby BoomersBaby Boomers
Short and sweet: Gen Xers appreciate Short and sweet: Gen Xers appreciate concise communications. Avoid concise communications. Avoid corporate jargon, buzzwords, and corporate jargon, buzzwords, and cliches as much as possible.cliches as much as possible.
Use email: take advantage of Use email: take advantage of technology to communicate with a Gen technology to communicate with a Gen Xer.Xer.
Don’t micromanage. Gen Xers crave, Don’t micromanage. Gen Xers crave, and perform better with, autonomy.and perform better with, autonomy.
Lighten up: remind yourself that it’s Lighten up: remind yourself that it’s OK for work to be fun.OK for work to be fun.
Strategies for Baby Boomers to Use with Gen Strategies for Baby Boomers to Use with Gen XersXers
Hierarchy matters: Traditionalists Hierarchy matters: Traditionalists respect authority and they expect it in respect authority and they expect it in return.return.
Job security matters: Traditionalists Job security matters: Traditionalists value job security highly.value job security highly.
Value their experience: Traditionalists Value their experience: Traditionalists are a valuable resource, because of the are a valuable resource, because of the insights they’ve earned from years of insights they’ve earned from years of experience.experience.
Appreciate their dedication!Appreciate their dedication!
Tips for Working with Tips for Working with TraditionalistsTraditionalists
Challenge and reward: offer Millenials Challenge and reward: offer Millenials more responsibility when they meet goals.more responsibility when they meet goals.
Ask their opinion: Millenials treasure Ask their opinion: Millenials treasure collaboration, and respond less collaboration, and respond less enthusiastically to hierarchical structures.enthusiastically to hierarchical structures.
Find them a mentor: Millenials and Find them a mentor: Millenials and Traditionalists have an affinity. Both parties Traditionalists have an affinity. Both parties benefit from a mentoring relationship.benefit from a mentoring relationship.
Provide timely feedback.Provide timely feedback.
Enhance your working Enhance your working relationships with millenialsrelationships with millenials
Challenges/Advantages to being in a Challenges/Advantages to being in a multigenerational environmentmultigenerational environment
Discussion?Discussion?
THANK YOUTHANK YOU
Questions?Questions?