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Four Generations One Workplace: Sharing in the information age
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Four Generations One Workplace: Sharing in the information age

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  • 1. 22/10/2012 “This so called ‘Generation Gap’ is just a conversation we haven’t taken the time to have yet” ~Olivia McIvorRecruiting was Simpler when Work Was a Paycheck… 1
  • 2. 22/10/2012 2% increase in How do I employee maintain cheerfulness = ‘freshness’ as 1% increase on the bottom line a recruitment & engagement -Daniel Goleman strategy?Step Into this Vital Leadership Role 1. Recruitment: Why I picked you 2. Retention: Why I stay with you 3. Engagement: Why I am committed emotionally to you 2
  • 3. 22/10/2012 ….And Who are Your Future Leaders 1. Leader’s inspirational influence 2. The culture 3. The work itself Recruiting is About Work Fulfillment1. Continual learning 8M surveyed in 1600 companies. Results showed cash &2. On the job challenges non-cash had the same effect on productivity.3. Opportunity to express oneself $3 in cash was required to affect the same result as $1 in non-cash rewards4. Striking a balance ~World at Work between life & work 3
  • 4. 22/10/2012 3 Knowledge Transfer Crisis 2.5 2 1.5 3.1 ratio decline 1 Ratio of 15-24 To 55-64 Age 0.5 Groups entering the workforce 0 1921 1981 1991 2011 2021 2031 Globe & Mail Source 2012: census of population and estimates Vigilance to Values Alignment Required “Canada is developing a 2012 Hot CND Jobs desperate skilled labourshortage and resolving it is key 1. Financial Manager to the continued success of 2. Skilled Trades -construction, Canadian businesses and the transportation, manufacturing, economy." service 3. College/Vocational Teacher “It predicted that over the next 4. Dentist or dental hygienistdecade there would be shortfalls in 5. Computer & IS mgrs construction, oil and gas, nursing, 6. University professor trucking, hospitality industry and 7. Human Resource specialist/Mgr steel trades.” 8. Pharmacist ~The Canadian Chamber of Commerce 2012 9. Registered Nurse 10. Retail Manager 4
  • 5. 22/10/2012 The main challenge of any customer service organization, and in the end that is all of us, is to align the interests of the organization with the interests of its people. Clive Beddoe, former CEO West Jet Airlines The New Currency• Intrapreneurship: Ramp up bonus 87% of employees structures not base pay report having• Equalize non-monetary and workplace monetary flexibility as• Ask “what do you think?” more extremely or very• Utilize underrepresented pools of important if they labour were looking for a first nation, older population, youth, disabled, new job ~National Study of the Changing Workforce immigrants 5
  • 6. 22/10/2012 “Young people today have no respect forauthority, for their elders, or for the traditions of the past. They are lazy and unwilling to work hard causing no end to worry about the future” It is not age differences that create a divide but our judgments about each other does 6
  • 7. 22/10/2012 The Changing of Words WORK ETHICSOCIAL SKILLS TECHNOLOGYCOMPANY LOYALTY Command approach I am my work Interpersonal Interconnected approach approach I live to work I work to play Entrepreneurial approach I work to live 7
  • 8. 22/10/2012 Command approach Imprints Translates to work• Industrial age My Request: Respect me• Grew up during the • Respects authority depression/war • Work ethic vs. education• Work hard-pay your ‘dues’ • Formal approach• Loyalty to church, institutions country Work Credo: ‘I am my work’ • Loyalty is power Interpersonal Approach Imprints Translates to Work• Industrial age My Request: Value Me• Time of optimism • High work ethic & loyalty• Work hard-pay your ‘dues’ • “is this all there is?”• Cradle to grave loyalty • Experience is power• Raised by traditional family• Civil Rights/women’s rights Work Credo: “I live to work” • Profession becomes identity 8
  • 9. 22/10/2012Engagement Strategies Mature Workers • Interview respecting knowledge & wisdom • Create mentorship roles • Offer flexibility with hours • Adapt the nature of work (Reduce workload/physical demands of job) • Offer part-time/job sharing options • Grant unpaid time off for activities/volunteerism • Provide specialized training if required The Voice of Your Candidates is Clear 1. Recruitment: Why I picked you 2. Retention: Why I stay here 3. Engagement: Why I am committed emotionally 9
  • 10. 22/10/2012 Entrepreneurial approach Imprints Translates to Work• Information age My Request: Invest in Me• Parent/sibling downsized • Don’t micro-manage me• Time alone-’latch-key’ kids • Grow skills vs. job security• Brutal recession • Education becomes power• Rapid, unprecedented Work Credo:" I work to live” change • Demand life-balance• Marrying later Interconnected approach Imprints Translates to Work My Request: Mentor Me• Information Age• ” be anything you want” • Confident & assertive• Access to everything • Community & mentors• Built in BS detector • Parents are heroes• Most wanted children • Widen career paths• College becomes High School Work Credo: “I work to play”• Delayed adulthood • Work can be fun 10
  • 11. 22/10/2012 loyalty is power Respect Me Mentor Me Value Me Invest in Me experience is powereducation is power My Crystal Ball • Pay closer attention to boomer exodus. Re- engage with them to hire or re-hire • Recruit more to individual values alignment • Be open to adapt job descriptions to individuals • Bury the ‘cookie cutter’ • Ask “what barriers are in the way of knowledge & wisdom transfer?” 11
  • 12. 22/10/2012 Thank You Olivia McIvor www.theorganizationalculturegroup.cominfo@theorganizationalculturegroup.com 12