Trust in a Multi-Generational Workforce Cynthia Olmstead President TrustWorks Group, Inc. www.trustworksgroup.com Rose Avila Principal Consultant RMA Consulting, Inc.

Objectives Understand Generational Distinctions What is Trust? Create a Common Language Bridge the Generational Trust Gap

Understand Generational Distinctions

What is Trust?

Create a Common Language

Bridge the Generational Trust Gap

Are You Ready?

Do You Know? Quiz JK BFFL GTG LOL WYCM BRB OMG ?

JK

BFFL

GTG

LOL

WYCM

BRB

OMG

Today’s Workplace Multi-generational: 4 generations Multi-diverse: ethnicity, age, cultural backgrounds Multiple value systems Multiple motivations

Multi-generational: 4 generations

Multi-diverse: ethnicity, age, cultural backgrounds

Multiple value systems

Multiple motivations

Typical Generational Comments “ He has a poor work ethic.” “ Just can’t find good workers today; no one wants to work 8 hours a day.” “ I want to coach my kid’s little league team but my boss won’t let me.” “ Can’t you see that the Internet can increase our revenues by 20% each year?” “ Get a life! There is more to life than work.”

Poll Question What generation are you? Born before 1946 □ Born between 1946 – 1964 □ Born between 1965 – 1980 □ Born after 1980… □

What generation are you?

Born before 1946 □

Born between 1946 – 1964 □

Born between 1965 – 1980 □

Born after 1980… □

Traditional Generation Age: 64-87 Born: 1922 – 1945 10% of workforce

Baby Boomers Age: 45 - 63 Born: 1946 – 1964 44% of workforce “ Live to Work”

Gen Xers Age: 29 - 44 Born: 1965 – 1980 34% of workforce “ Work to Live”

Gen Yers/Millennials Age: <28 Born: 1981 – 2004 >12% of workforce “ Work My Way”

Different Outlooks, a good thing Veterans : Value : tradition; loyalty; hard work; structure Motivated by : “job well done” Boomers : Value : work, work, work to get ahead; achieving success Motivated by : symbols of achievement, e.g. titles, promotions; salary increases, special perks Gen-Xers : Value : freedom; flexibility; change; fun; life balance Motivated by : informality; regular feedback; learning, training, immediate recognition Gen-Yers : (Millennials) Value : making a difference; knowing that their work is meaningful; challenge Motivated by : civic duty; morality; social justice www.trustworksgroup.com

Veterans :

Value : tradition; loyalty; hard work; structure

Motivated by : “job well done”

Boomers :

Value : work, work, work to get ahead; achieving success

Motivated by : symbols of achievement, e.g. titles, promotions; salary increases, special perks

So, what does Trust have to do with this?

Based on… Perceptions Behaviors

Based on… Perceptions

Behaviors

Workplace Perceptions For example: Traditionalists: linear focused Boomers: highly success oriented, competitive Gen Xers: work-life balance; flexible work place Millenniums: global is local, cause driven; multi tasking

For example:

Traditionalists: linear focused

Boomers: highly success oriented, competitive

Gen Xers: work-life balance; flexible work place

Millenniums: global is local, cause driven; multi tasking

A Framework for Generations A common language that helps us get past generational perceptions Provides common reference point for each other Takes away the temptation to stereotype and/or perform “character assassinations”

A common language that helps us get past generational perceptions

Provides common reference point for each other

Takes away the temptation to stereotype and/or perform “character assassinations”

Gen Xers Want … INVOLVEMENT: Engaged in offering ideas and solutions TRAINING, FEEDBACK, MENTORING RESPECT: work space, time, consideration, allowed to get own needs met FULL DISCLOSURE: fairness, ethical, honest data GOALS, DEADLINES, FOLLOW-THROUGH

INVOLVEMENT: Engaged in offering ideas and solutions

TRAINING, FEEDBACK, MENTORING

RESPECT: work space, time, consideration, allowed to get own needs met

FULL DISCLOSURE: fairness, ethical, honest data

GOALS, DEADLINES, FOLLOW-THROUGH

Workplace Challenges Create a work environment that supports and integrates the needs of multi-generations Build leadership that knows how to communicate Embrace differences Maintain trust across generations

Create a work environment that supports and integrates the needs of multi-generations

Build leadership that knows how to communicate

Embrace differences

Maintain trust across generations

The Workforce of the Future Fostering collaboration among the generations should be part of the process within each phase of work. ~ Robert Wendover Crossing the Generational Divide “ ”

Fostering collaboration among the generations should be part of the process within each phase of work.

~ Robert Wendover Crossing the Generational Divide

Please join us for our Next Webinar How to Rebuild Trust After Downsizing Tuesday, May 5, 2009 9:00 AM - 9:45 AM PST

How to Rebuild Trust After Downsizing

Tuesday, May 5, 2009

9:00 AM - 9:45 AM PST

Want more information? Contact us at: 619-295-5678 or Visit us at www.trustworksgroup.com to learn more about TrustWorks programs for your workplace, certified facilitator training or other consulting services. Thank you for joining us!

Contact us at: 619-295-5678

or

Visit us at

www.trustworksgroup.com

to learn more about TrustWorks programs for your workplace, certified facilitator training or other consulting services.

Thank you for joining us!

Trust in a Multi-Generational Workforce Cynthia Olmstead President TrustWorks Group, Inc. www.trustworksgroup.com Rose Avila Principal Consultant RMA Consulting, Inc.