Generations in workforce (2)

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Generations in workforce (2)

  1. 1. Who’s Working for You? Carol LaFaver Regional Director
  2. 2. Sitcom Trivia: #1 #8 #2 #9 #3 #10 #4 #11 #5 #12 #6 #13 #7 #15
  3. 3. #1: The Walton’s 1972-1981
  4. 4. #2: Cheers 1982-1993
  5. 5. #3: Andy Griffith 1960-1968
  6. 6. #4: Glee 2009-Current
  7. 7. #5: FRIENDS 1994-2004
  8. 8. #6: Hollywood 90210 1990-2000
  9. 9. #7: Roseanne 1987-1995
  10. 10. #8:Laverne & Shirley: 1976-1986
  11. 11. #9: Cosby’s 1982-
  12. 12. #10: Desperate Housewives 2004-Current
  13. 13. #11: Loveboat 1977-1986
  14. 14. #12: Sex in the City 1998-2004
  15. 15. #13: Full House 1987-1995
  16. 16. #14: Seinfeld:1989-1998
  17. 17. #15: Pretty Little Liars
  18. 18. #16: Jersey Shore 2009-Current
  19. 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. 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. 21. How Many Generations are Working Today? • Answer: Four – Traditionals – Baby Boomers – Generation X – Millennials/Generation Y
  22. 22. Who is in the Workforce? Baby Boomers Traditionals Gen X Millennials
  23. 23. Do these photos speak to you?
  24. 24. Do these photos speak to you?
  25. 25. Do these photos speak to you?
  26. 26. Do these photos speak to you?
  27. 27. Do these photos speak to you?
  28. 28. Do these photos speak to you?
  29. 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. 30. Traditionals prefer • Hard work • Dedication & sacrifice • Respect for rules • Duty before pleasure • Honor • Well-defined hierarchy
  31. 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. 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. 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. 34. Do these photos speak to you?
  35. 35. Do these photos speak to you?
  36. 36. Do these photos speak to you?
  37. 37. Do these photos speak to you?
  38. 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. 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. 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. 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. 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. 43. Do these photos speak to you?
  44. 44. Do these photos speak to you?
  45. 45. Do these photos speak to you?
  46. 46. Do these photos speak to you?
  47. 47. Do these photos speak to you?
  48. 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. 49. Gen Xer’s prefer • Fair, competent & straightforward • Do not respect authority prefer egalitarian relationships • Like to be challenged and thrive on change
  50. 50. Xers at Work Assets Liabilities • Adaptable • Impatient • Techno-literate • Poor people skills • Independent • Inexperienced • Not intimidated by • Cynical authority • Creative
  51. 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. 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. 53. Do these photos speak to you?
  54. 54. Do these photos speak to you?
  55. 55. Do these photos speak to you?
  56. 56. Do these photos speak to you?
  57. 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. 58. Millennials prefer • Prefer polite relationship with authority • Like leaders that pull people together • Believe that collective action will achieve change
  59. 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. 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. 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.‖

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