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Xyz of management jef convention 2014 semaj


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Managing across the generations

Managing across the generations

  • I really hope that your boss understands the serious implications.
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  • Doc I found this very informative I just fall outside the baby boomers generation, yet honestly I did not even realise other generations were named, had different expectations. Yet I knew, obviously technology has impacted the working world.So my discovery and journey continues... I have become so accepting and all embracing of technological change from main frames punched cards, magnetic tape to the present day tablets and monitoring accessories that come with the Samsung Galaxy 5, it has been a 'Natural' journey for me, yet its impact on different generations in terms of outlook and approach within the working environment, can be seen within my working environment on Monday morning 12/5/2014. We have to create stimulating working environments for the 'Different generations' at the same time increase productivity utilizing the youths technological competence to do so.... remote access to clients ledgers for example in an Auditing environment / with say a facebook link? .... lololol my attempt at Gen flexing Thanks Ken Radley I have emailed this to my boss a skillful baby boomer Gen. but technologically challenged partly due to financial constraints.
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  • 1. GEN-FLEXING Managing Across The Generations The X -Y –Z of Management 5/10/2014 1 Leahcim Semaj
  • 2. Mobile: 876.383.5627 Skype: LSemaj Office: 876.948.5627 Twitter: LSemaj Email: Facebook: Leahcim.Semaj 5/10/2014 2
  • 3. Managing the X Y Z Generation • Why can’t we all just get along? • Who are they? • What defines these generations • Where did they come from? – The lessons they learnt BEFORE they came to work with you • What do they want? – What they want and how to give it to them • What kind of Manager will that make you? 5/10/2014
  • 4. Managing Your XYZ Interactions Children Staff Customers Friends You 5/10/2014 4
  • 5. The Generations • Traditionalists: 1922 – 1943 (over 69) • Baby Boomers: 1944 – 1964 (47 – 68) • Generation X: 1965 – 1977 (35 – 46) • Generation Y: 1978 – 1994 (17 – 34) • Generation Z: 1995 - ? (Under 18) 5/10/2014
  • 6. The Phrase Generation Y • first appeared in an August 1993 Ad Age editorial to describe teenagers of the day, • defined as different from Generation X, – and then aged 12 or younger (born after 1981), • as well as the teenagers of the upcoming ten years. • Since then, – the company has sometimes used 1982 as the starting birth year for this generation • "Generation Y" alludes to a succession from "Generation X." 5/10/2014
  • 7. Millennials • are sometimes called Echo Boomers, – due to the significant increase in birth rates during the 1980s and into the 1990s. • the birth rate of the Echo Boom peaked in 1990. • are mostly the children of baby boomers or Gen Xers. • The 20th century trend toward smaller families in developed countries continued, • the relative impact of the "baby boom echo" was generally less pronounced than the original boom. 5/10/2014
  • 8. Generations X,Y, Z and the Others Can You Gen-Flex? 5/10/2014 8
  • 9. Early Gen-Flexing Jack Welch – Reverse Mentoring
  • 10. Dealing with The Generations 5/10/2014
  • 11. Post-War Cohort/Traditionalists • Born: 1928-1945 • Coming of Age: 1946-1963 • Age in 2012: 67 to 84 • Jamaica 65 & over Population 2011: 217,606 • Members of this group value security, comfort, and familiar, known activities and environments. 5/10/2014
  • 12. Boomers I or The Baby Boomers • Born: 1946-1954 • Coming of Age: 1963-1972 • Age in 2012: 58-66 • For a long time the Baby Boomers were defined as those born between 1945 and 1964. 5/10/2014
  • 13. Generation X • Born: 1966-1976 • Coming of Age: 1988-1994 • Age in 2012: 36 to 46 • Jamaica 30–64 Population 2011: 1.03 million • Sometimes referred to as the “lost” generation, this was the first generation of “latchkey” kids, exposed to lots of daycare and divorce. • Known as the generation with the lowest voting participation rate of any generation, • Gen Xers were quoted by Newsweek as – “the generation that dropped out without ever turning on the news or tuning in to the social issues around them.” 5/10/2014
  • 14. Gen X • often characterized by high levels of skepticism, –“what’s in it for me” attitudes 5/10/2014
  • 15. Gen Xers • arguably the best educated generation with 29% obtaining a bachelor’s degree or higher (6% higher than the previous cohort). • And, with that education and a growing maturity they are starting to form families with a higher level of caution and pragmatism than their parents demonstrated. • Concerns run high over avoiding broken homes, – kids growing up without a parent around and financial planning. 5/10/2014
  • 16. Generation Y, Echo Boomers or Millenniums • Born: 1977-1994 • Coming of Age: 1998-2006 • Age in 2012: 18 to 35 • Jamaica 15-29 population 2011: 751,489 • The largest cohort since the Baby Boomers, their high numbers reflect their births as that of their parent generation.. – the last of the Boomer Is and most of the Boomer II s. 5/10/2014
  • 17. Gen Y kids • are known as incredibly sophisticated, technology wise, – immune to most traditional marketing and sales pitches... • as they not only grew up with it all, • they’ve seen it all and been exposed to it all since early childhood. 5/10/2014 28
  • 18. Gen Y members • are much more segmented as an audience aided by the rapid expansion in Cable TV channels, satellite radio, the Internet, e-zines, etc. 5/10/2014
  • 19. Gen Y • less brand loyal and the speed of the Internet has led the cohort to be similarly flexible and changing in its fashion, style consciousness and where and how it is communicated with. 5/10/2014
  • 20. Gen Y kids • often raised in dual income or single parent families have been more involved in family purchases...everything from groceries to new cars. • One in nine Gen Yers has a credit card co- signed by a parent. 5/10/2014
  • 21. The Millennials 5/10/2014 32 Leahcim Semaj
  • 22. What do they bring to the table? • They are the most tech savvy and demanding generation ever on this planet • Technology is in their DNA. • The internet is their life. – they will use it for everything • They will be a transient workforce. • They will 'follow the work' and live where the work is based. 5/10/2014 33
  • 23. What do they bring to the table? • For them the virtual world is real – –Friends, Fans, Followers and Contacts • Geography and distance are –no hindrance, – Everything is here and now - just a click away. 5/10/2014 34
  • 24. What do they bring to the table? • They are more self-directed –process information at lightning speed. –are smarter than any other generation •(how wise? Time will tell?) 5/10/2014 35
  • 25. What do they bring to the table? • They will give new meaning to the term Social workers: • Raised in an educational culture of working in teams • and being highly socially connected through – computers, cell phones, text messaging, instant messaging, social networking, – blogs, multi-player gaming, etc., 5/10/2014 36
  • 26. What do they bring to the table? • Millennials are extremely social workers. • they are the first generation to begin to build relationships virtually –and are now bringing a culture of constantly working together 5/10/2014 37
  • 27. Communication & Contact Sensory Listen See Talk DIGITAL Friends - 3278 Followers - 2012 BB Contacts - 80 5/10/2014 38
  • 28. Generation Z • Born: 1995-2012 • Coming of Age: 2013-2020 • Age in 2012: 0-17 • Jamaica Under 15 Population 2011: 702,835 • While we don’t know much about Gen Z yet... – we know a lot about the environment they are growing up in. • This highly diverse environment will make the grade schools of the next generation the most diverse ever. 5/10/2014
  • 29. Gen Z kids • will grow up with a highly sophisticated media and computer environment and will be more Internet savvy and expert than their Gen Y forerunners. 5/10/2014
  • 30. GENERATIONS X, Y, AND Z: WHAT MAKES THEM TICK? By Boris Populoh, HHGFAA Director of Programs and Services 5/10/2014
  • 31. Understanding The Generational Difference • How to recruit, manage, and sell to the younger generation is an issue every industry has to address 5/10/2014
  • 32. Who Are They? • Are employees from the younger generations rock stars, techno-geniuses, or unmotivated slackers? • Everyone seems to have an opinion. • One thing is for sure: – They’re here and here to stay, and they will play a pivotal role in the future of your organization. • Whether one is old, young or somewhere in between, – our perceptions influence how we view others and the decisions we make based on our preferences. 5/10/2014
  • 33. Dualism vs. Ubiquitous • Boomers –think that technology is a separate thing. • They “go on” the internet. • They “make a call on the cell phone”. • They look something up – “on the computer”. • They have a distinction between doing a task and the “tool” that they do the task with.5/10/2014
  • 34. Dualism vs. Ubiquitous • Millennials –don’t have that dualism or separation. • They look something up – of course they are doing it on the computer… – why would you even think to say it that way? • They make a call or text someone – … the technology is implied and assumed 5/10/2014
  • 35. Is the technology trapping us? • Gen Xers live their life with technology. • They work with it, they use it to be more productive. • They like to customize and personalize. • The Gen Xers are actually the group that is most enamored by technology, – but at the same time they feel trapped by it. 5/10/2014
  • 36. Is the technology trapping us? • Boomers, –remember life without it, • may use it and may be addicted to it like everyone else • but they can more easily let it go and live without it. 5/10/2014
  • 37. Is the technology trapping us? • Millennials – have integrated all the various technologies into their lives, • they are the ones that will say, – “We need to talk more instead of all this texting.” – or “People are forgetting how to even just talk to each other”, – or “I don’t use email. It’s a hassle and it’s too impersonal. • If You need to communicate with them –Call or text or facebook 5/10/2014
  • 38. No one likes small fonts • All the generations dislike small fonts online • We think we only need larger fonts if we have a lot of Boomers in our target audience, • but all of the generations commented that text was often too small. 5/10/2014
  • 39. Like things to scroll? • Boomers – don’t like things that move and scroll on the page, such as banners that change. • They REALLY don’t like that — it is a reason why they would abandon a site. • Gen Xers – are fine with these moving parts • Millennials – will get bored without them. 5/10/2014
  • 40. Interesting and fun • Millennials –expect websites to be at least interesting, if not fun. • Gen Xers and Boomers –are willing to give up fun if the site can be customized for them • Boomers –or it’s a useful tool 5/10/2014
  • 41. Twitter and Facebook • Gen Xers –love twitter. • Millennials –prefer Facebook. • Boomers –are trying both, –but are still a little bewildered. 5/10/2014
  • 42. Gen Xers are outnumbered • You’ve heard how large the Boomer generation is in numbers, right? • (78,000,000 in the US). • The Millennials are an even larger group (80,000,000 in the US). • The Gen Xers are a much smaller group (55,000,000). 5/10/2014
  • 43. Gen Xers have to guard against design bias • Gen Xers –have to be really careful. • Gen Xers are doing most of the website design. • But most of the people they are designing for are not them! • They have to make sure they are not just designing for themselves, – and they have to test their design with different generations. 5/10/2014
  • 44. Millennials are most affected by “people like me” • If you have pictures of people at your website the millennials are the most sensitive to what the people look like, especially to how old they are. • I’ve seen millennials glance at the page they landed on at a website and click out of it within 1 or 2 seconds because, – “this site isn’t for me. That woman was old” • (by the way, the woman looked about 35 to me!). 5/10/2014
  • 45. They are not going to “grow out of it” • Sometimes people ask, – “Isn’t this just an artifact because these people are young? • Soon they will grow up – and get married and have children – and then they will be just like all the other Gen Xers, right?”. • I don’t believe this. • The differences are deep and have been ingrained since childhood. • The Millennials are not going to grow into Gen Xers, • just like the Gen Xers are not going to grow into Boomers. 5/10/2014
  • 46. Can You GEN-FLEX?
  • 47. How To Manage Gen X & Y - 1 5/10/2014 59
  • 48. My task here • to explain the differences between our generations and how to recruit, manage and sell to them. 5/10/2014
  • 49. The Gen-Xers • Primarily children of the Baby Boomers born between 1960–1981. • These are children who seek a sense of purpose, work-life balance, fun, variety, respect, and the opportunity to do “real” work that makes a difference. • Arguably everyone wants these things from a job; – the difference with Generation X is they’ll talk with their feet when their needs are not fulfilled. 5/10/2014
  • 50. Xers are different • They are extremely independent, – they have totally embraced the technological revolution, and they feel empowered and are optimistic about the future. • Growing up in the age of technology has put a computer in the hands of almost every child. • These are people who have – understanding, – knowledge, – a command of technology – and they keep up with its advances. 5/10/2014
  • 51. Unlike their parents and grandparents, • Gen-Xers have a multitude of choices at their fingertips, thanks to the technological advances in the past decade. • The wealth of information available in seconds – from the Internet, hundreds of television stations to choose from, • and a different shopping center every 10 miles underscore to Generation Xers that if they don’t get what they want or need from one source, – they can easily and immediately go to another. 5/10/2014
  • 52. This also relates to employment, • Generation X will question workplace regulations –(such as dress codes and schedules), • and know that there are other options out there –if they are not satisfied with the answers. 5/10/2014
  • 53. Generation X wants to start at the top, • or at least to be climbing the corporate ladder by their sixth month on the job. • They believe that they deserve the position they want. • This is not a lazy generation – actually they are not against hard work by any means. • They also want to do the work better and faster than their co-workers. • Being competitive with themselves and others is in their nature. 5/10/2014
  • 54. Recruitment and Retention • increasingly a challenge for employers. • To a Gen-Xer, a good job is no longer defined by monetary gains alone • Position selection is behavior-driven • Xers will take a given job because they WANT to work there, – not because they have to. • What they’re looking for is an opportunity to make a difference – in the world, or the company. 5/10/2014
  • 55. How To Manage Gen X & Y - 2 5/10/2014 67
  • 56. Managing Generation Y Ken Silber Friday, November 30, 2012 Wonderlic Blog 5/10/2014 68
  • 57. Who Are They? • Millennials (or Generation Y) – were born between 1980 and 2000. • reputation for ambition and efficiency and enjoy working on teams. • They were raised in a period of economic prosperity – by Baby Boomer and Gen X parents • Raised in a less authoritarian style than they themselves had been raised. 5/10/2014 69
  • 58. This generation of parents • tried to give their children the very best –(i.e., vacations, education, new forms of technology) • encouraged them to seek employment in occupations that were meaningful on a personal level. 5/10/2014 70
  • 59. Not Every Gen Y’er, BUT! • recent studies and trends have shown that in general this new group of young professionals • has a very different mindset and approach than their predecessors. 5/10/2014 71
  • 60. This group • is primed to bring the biggest shift in managerial styles and workplace culture –that has been seen in a long time. 5/10/2014 72
  • 61. Work to Live vs. Live to Work • This generation would rather work remotely. • They would prefer to get their work done at their favorite coffee shop –and get on with their personal lives. 5/10/2014 73
  • 62. Sitting in an office 40+ hours a week does not appeal to them • They want to be judged based on their performance per project –rather than by the hours they log in the office. • In this respect, –Generation Y works to live. 5/10/2014 74
  • 63. They would also like • to advance quickly – and need to feel they have an opportunity for growth. • If they are unhappy in a position – or don’t feel there is room for professional development – they’re more likely to seek other employment options. • Building tenure at an organization is not a top priority for this group. 5/10/2014 75
  • 64. In contrast, • prior generations have more of a –“live to work” attitude. • They are fine with logging a 60-hour work week –and they enjoy face-to-face interaction with their colleagues. 5/10/2014 76
  • 65. They are more likely • to stay in one position for a long period of time –and believe in the concept of • “paying your dues.” • They are more comfortable –working their way up the ladder –and biding their time to achieving success. 5/10/2014 77
  • 66. Embracing New Ideas (From Anywhere!) • While some employers and managers –might see the attitudes of this younger generation in a negative light, • This group could bring many positive changes to the way we do business. 5/10/2014 78
  • 67. Compared to other generations, • one of the greatest attributes about this group is – their comfort level in not only using technology – but embracing new technology. • They know how to use the latest and greatest – and they’re not afraid to flow with the changes. 5/10/2014 79
  • 68. Huge plus for employers, • Since technology continues to become deeply embedded into how we all work –and is a huge part of how we do business. • Being “technology literate” isn’t going to cut it anymore. 5/10/2014 80
  • 69. Millenials • bring a wealth of knowledge to the table that employers can benefit from immensely. • prefer telecommuting –and there are benefits for their employer. 5/10/2014 81
  • 70. A Study of Employees by Cisco found that • 69% cited higher productivity, • 75% said the timeliness of their work improved, • 80% experienced a better quality of life and • 91% said telecommunicating has improved their overall satisfaction with their jobs. 5/10/2014 82
  • 71. This means that • by adapting to the preferred work method of Millenials, –employers could realize positive results across the board. 5/10/2014 83
  • 72. Recruitment & Retention 5/10/2014 84
  • 73. To catch their attention, • you want a high-technology campaign that is colorful, upbeat and modern. • Xers are fast to recognize when a potential employer uses technology in lieu of important parts of the hiring process. • They expect to interact with recruiters who are knowledgeable and skillful. 5/10/2014
  • 74. They want specifics about the company, • the possibilities, and the opportunities. • Hiring the next generation of workers means utilizing new recruitment methods. 5/10/2014
  • 75. Elements of the workplace important to this generation: • 1. Good relationships with bosses and co-workers • 2. Income • 3. Opportunity for growth • 4. Opportunity utilize their skills • 5. Challenging daily work • 6. Flexible schedules for social and personal time • 7. A casual dress environment. • 8. Tuition reimbursement • 9. Pension match by employer • 10. Bonuses • 11. Comp days 5/10/2014
  • 76. The bottom line is that • Generation X is not very different from any other demographic. • They, too, want to be respected and recognized for their workplace contributions. • These kids are connected: – Technologically savvy, they are used to using cellular telephones and the Internet as primary means of communication. 5/10/2014
  • 77. They are career-minded: • The work they do should mean something and have importance to them personally and to their company. • They are confident; –products of encouraged self-esteem and educational opportunities, • they believe they can do it all –and trust me, they can! 5/10/2014 90
  • 78. Generation X • will bring new ideas and values into the workplace. • They are highly educated, willing to learn, technologically savvy, and motivated. • Understanding and being sensitive to the needs of these workers will be the key factor in recruiting and retaining them. • If you want them to care about your company, • remember to show that you care about them. 5/10/2014
  • 79. What to do? • Coaching • Mentoring • Active Listening • Rate them, don’t rank them • Reward, daily • Vary the package • Give them challenges • Share their interests • Learn their language • Meet them where they are 5/10/2014 92
  • 80. Mobile: 876.383.5627 Skype: LSemaj Office: 876.948.5627 Twitter: LSemaj Email: Facebook: Leahcim.Semaj 5/10/2014 93
  • 81. Questions • 1. How is CCCL dealing with the generational differences? • 2. What can and should be done to take advantage of what Gen Y and Z bring to the table?
  • 82. Structure of Responses 1. The source and origins of the problem? 2. What is the desired situation? 3. What can you do get the optimal outcome? 4. Any special challenges in the organization?
  • 83. Part 3: Participant Presentations (Tape Sessions) (15 Minutes) • In this session, the participants will share experiences and conclusions from the working groups with the full gathering.
  • 84. Part 4: Participant Action Plans (15 Minutes) • Each participant will identify what s/he as individuals have decided to do: – Immediately – Within the next 4 weeks – Within the next 4 months • The participants will also identify what would like their team members to do: – Immediately – Within the next 4 weeks – Within the next 4 months
  • 85. Your Action Plan: Time Frame YOU Your Team Immediately Next 4 Weeks Next 4 Months 5/10/2014 100