Generations in workforce (2)
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Generations in workforce (2) Presentation Transcript

  • 1. Who’s Working for You? Carol LaFaver Regional Director
  • 2. Sitcom Trivia: #1 #8 #2 #9 #3 #10 #4 #11 #5 #12 #6 #13 #7 #15
  • 3. #1: The Walton’s 1972-1981
  • 4. #2: Cheers 1982-1993
  • 5. #3: Andy Griffith 1960-1968
  • 6. #4: Glee 2009-Current
  • 7. #5: FRIENDS 1994-2004
  • 8. #6: Hollywood 90210 1990-2000
  • 9. #7: Roseanne 1987-1995
  • 10. #8:Laverne & Shirley: 1976-1986
  • 11. #9: Cosby’s 1982-
  • 12. #10: Desperate Housewives 2004-Current
  • 13. #11: Loveboat 1977-1986
  • 14. #12: Sex in the City 1998-2004
  • 15. #13: Full House 1987-1995
  • 16. #14: Seinfeld:1989-1998
  • 17. #15: Pretty Little Liars
  • 18. #16: Jersey Shore 2009-Current
  • 19. What defines a generation? • A traumatic event • A dramatic shift in demography • A privileged interval that connects the generation with a cycle of success and/or failure • Creation of sacred spaces and collective memories • The leaders of that time • Through the work of people who know and support each other
  • 20. Why Learn About The Generations? • Changing demographics • Better understand its impact in the workplace • Increase personal competency in communication and management • Promote teamwork
  • 21. How Many Generations are Working Today? • Answer: Four – Traditionals – Baby Boomers – Generation X – Millennials/Generation Y
  • 22. Who is in the Workforce? Baby Boomers Traditionals Gen X Millennials
  • 23. Do these photos speak to you?
  • 24. Do these photos speak to you?
  • 25. Do these photos speak to you?
  • 26. Do these photos speak to you?
  • 27. Do these photos speak to you?
  • 28. Do these photos speak to you?
  • 29. If so….you are a Traditional. • Years of Birth—1900-1945 • General Characteristics – Loyalty & faith to institutions – Believe in a top-down approach – Firmly believe in reward of retirement for years of service • Defining Technology: Radio & Telephone • Communication Style: One on one, write a memo
  • 30. Traditionals prefer • Hard work • Dedication & sacrifice • Respect for rules • Duty before pleasure • Honor • Well-defined hierarchy
  • 31. Traditionals at Work Assets Liabilities • Stable • Inept w/ambiguity and change • Detail oriented • Reluctant to buck the system • Uncomfortable with conflict • Thorough • Reticent when they disagree • Loyal • Hard working
  • 32. When communicating with a Traditional • If your boss is a Traditional, determine their tolerance for input & questions • Traditionals follow credible leaders who listen well, if you supervise them give weight to their opinion • Be sure to tell them that they are critical to success • Traditionals feel respected when you follow their suggestions • Use them as coaches/mentors for all generations • Traditionals expect leaders to delegate. If you supervise them define tasks clearly. • Offer them training in their fields and in computer skills.
  • 33. Messages that Motivate Matures • ―Your experience is respected here.‖ • ―It’s important for the rest of us to hear what has, and hasn’t, worked in the past.‖ • ―Your perseverance is valued and will be rewarded.‖
  • 34. Do these photos speak to you?
  • 35. Do these photos speak to you?
  • 36. Do these photos speak to you?
  • 37. Do these photos speak to you?
  • 38. If so…you are a Baby Boomer • Years of birth—1946-1964 • General characteristics – Economically optimistic – Driven by competition and material rewards – Hard working – Focused on ―big picture‖ • Defining Technology: Television • Communication style: Phone call, Call me anytime
  • 39. Boomers prefer • Collegial & consensual work relationships • Concerned about participation and spirit in the workplace • Prefer a lot of communication • Share responsibility • Respect each other’s autonomy • Dislike traditional hierarchy
  • 40. Boomers at Work Assets Liabilities • Service oriented • Not naturally ―budget minded‖ • Driven • Uncomfortable with conflict • Willing to ―go the • Reluctant to go against peers extra mile‖ • Put process ahead of results • Good at • Sensitive to feedback relationships • Judgmental of those who see • Want to please things differently • Good team players
  • 41. When communicating with a Boomer • Boomers look for credible leaders they can trust, do your best to keep them informed about coming changes • Provide retirement coaching • Ask what they want to achieve in their remaining work years • Ask Boomers to act as coaches for Xs & Millennials • Offer them training in leadership skills as well as flex-time and work-life balance
  • 42. Messages that Motivate Boomers • ―You are important to our success.‖ • ―We recognize your unique and important contribution to our team.‖ • What is your vision for this project?‖ • ―You are valued.‖
  • 43. Do these photos speak to you?
  • 44. Do these photos speak to you?
  • 45. Do these photos speak to you?
  • 46. Do these photos speak to you?
  • 47. Do these photos speak to you?
  • 48. If so…you are a Generation X’er • Years of birth—1965-1980 • General characteristics – Skeptical about the safety & predictability of the world – Independent – Resourceful – Media savvy – Brutally honest • Defining Technology: Computer • Communication Style: Cell phones, call at work, email
  • 49. Gen Xer’s prefer • Fair, competent & straightforward • Do not respect authority prefer egalitarian relationships • Like to be challenged and thrive on change
  • 50. Xers at Work Assets Liabilities • Adaptable • Impatient • Techno-literate • Poor people skills • Independent • Inexperienced • Not intimidated by • Cynical authority • Creative
  • 51. When communicating with a Gen Xer • Don’t expect deference from this group • Gen X is not likely to do what you say without asking questions • They feel respected when you listen to their ideas • Typically dress less formally than Boomers & Traditionals • Often the greatest reward you can give them is the freedom to work independently • Reward Gen X with control over their time and greater work-life balance • Offer them the option of leadership training • Gen X is loyal to people over companies. To retain them inform them about coming changes • Keep meetings short & agendas clear
  • 52. Messages that Motivate Gen X’ers • ―Do it your way.‖ • ―We’ve got the latest computer technology.‖ • ―There aren’t a lot of rules here.‖ • ―We’re not very corporate.‖
  • 53. Do these photos speak to you?
  • 54. Do these photos speak to you?
  • 55. Do these photos speak to you?
  • 56. Do these photos speak to you?
  • 57. If so…you are a Millennial • Years of birth—1981-2002 • General characteristics – Realistic – Self-controlled – Collaborative – Driven by meaning in their work – Experts in the use of technology • Defining Technology: Cell Phone • Communication style: Social media, text messages
  • 58. Millennials prefer • Prefer polite relationship with authority • Like leaders that pull people together • Believe that collective action will achieve change
  • 59. Millennials at Work Assets Liabilities • Loyalty • Need for supervision • Optimism and structure • Tolerant • Inexperience, particularly with • Multi-tasking handling different • Fast-thinking people issues • Technologically savvy • Service levels are low
  • 60. When communicating with a Millennial • Provide short-term goals and structure small, multiple job steps • Allow multi-tasking • They are more likely to job jump • Check in with them often • Answer all their questions, the questions signify interest not disrespect • Keep meetings short and focused • Use email and text messages to reach the Millenials • Offer them training in leadership and problem- solving
  • 61. Messages that Motivate Millennials • ―We provide equal opportunities here.‖ • ―Your mentor is in his/her sixties.‖ • ―You are making a positive difference to our company.‖ • ―You handled that situation well.‖