Creating and Maintaining An Intergenerational Workplace

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Given to HR professionals at the University of San Diego June 3, 2011 to those who are less interested in the differences and more on what to do about them it.

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  • Here are some great resources for understanding the generations:By Eric Chester Employing Generation “Why?”By Neil Howe1. Generations: The History of America's Future, 1584 to 2069“2. Millennials Rising: The Next Great GenerationBy Lynne C Lancaster"When Generations Collide: Who They Are. Why They Clash. How to Solve the Generational Puzzle at Work“By William Strauss"The Fourth Turning: An American Prophecy - What the Cycles of History Tell Us About America's Next Rendezvous with Destiny“By Carole Martin and Bruce Tulgan“Managing the Generation Mix” By Jean Twenge“Generation Me”
  • Which generations would not?
  • Creating and Maintaining An Intergenerational Workplace

    1. 1. Creating and Maintaining an <br />Intergenerational Workplace<br />Sherri Petro<br />2011 <br />
    2. 2. 2<br />The Objectives<br />Define the generational mix. <br />Discuss the consequences for HR of four generations in the workplace.<br />Share practices to maximize communication and productivity. <br />
    3. 3. 3<br />The Generation Mix In 2011<br />Traditionalists <br />Born 1925-45<br />66-86 years<br />Baby Boomers <br />Born 1946-64 <br />47-65 years<br />Generation X <br />Born 1965-80<br />31-46 years<br />Generation Y <br />Born 1981-?<br />Under 31<br />
    4. 4. 4<br />National “Working”Landscape 2009<br />
    5. 5. 5<br />Panel Question #1<br />What Is The <br />Biggest Misperception <br />About <br />Your Generation?<br />
    6. 6. 6<br />Panel Question #2<br />What Generational <br />Challenges <br />Are You Seeing <br />From Staff?<br />
    7. 7. 7<br />Results from Sherri’s Generational Workshops<br />Work priorities<br />Delegation<br />Loyalty<br />Teamwork<br />Meeting management<br />Change<br />Level of respect<br />Entitlement<br />Work ethic<br />Time sensitivities<br />Different communication vehicles <br />Different communication styles<br />Subscription to technology<br />
    8. 8. Motivation & Work Styles Review<br />8<br />
    9. 9. 9<br />Traditionalists Work Style<br />Respect for authority<br />Loyal<br />Command and control<br />Why customize? <br />Can be technology-challenged<br />Believe in the value of work more than finding personal meaning <br />Separation of work and home<br />Acknowledged for what they know as well as what they do<br />
    10. 10. 10<br />Baby Boomers Work Style<br />All about respect<br />Self-improvement<br />Strong work ethic defined by time<br />Will do what it takes<br />It’s a process! <br />Desire flexibility <br />Optimistic and idealistic<br />Struggle with work/life balance<br />Into symbols of recognition as rewards<br />
    11. 11. 11<br />Generation X Work Style<br />Informal<br />Like to solve their own problems<br />Multi-taskers<br />Fiercely independent<br />Direct communicators versus reading in between the lines<br />Quick study<br />Job movement<br />Want to be valued immediately for their skills<br />Results-oriented<br />Work solo & on teams<br />Need for external recognition as reward<br />
    12. 12. 12<br />Generation Y Work Style<br />Digital natives<br />Menu-driven thinking<br />Work on their own terms<br />Think globally<br />Have positive expectations<br />Want customization<br />Desire interactivity<br />Express to express -- not impress<br />Multi-taskers<br />Desire mutual respect<br />Ready for collaboration<br />Are looking for a cause<br />Want to make a difference<br />Celebrate diversity<br />Acknowledgement for being here<br />Looking for an experience<br />
    13. 13. 13<br />Panel Question #3<br />What HR Challenges <br />Do You See Rising <br />To The Surface?<br />
    14. 14. 14<br />Results from Sherri’s Generational Research<br />Programs<br />Wellness<br />Training<br />Leadership development<br />Mentoring<br />Succession planning<br />Performance appraisals<br />Expectations About<br />Benefits<br />Perks<br />Rewards<br />Diversity<br />Flexible schedules<br />Work-life balance<br />Compliance<br />
    15. 15. 15<br />Panel Question #4<br />What Are We <br />Doing Differently Today <br />Than in the Past <br />To Overcome <br />These Challenges?<br />
    16. 16. Leveraging Technology<br />Recruiting <br />Social media<br />Constant contact (not the software!) <br />Tracking<br />Applicant<br />Compliance<br />Performance<br />Retention/information access<br />Blogs<br />Shared drives<br />Wikis <br />Training delivery<br />16<br />
    17. 17. More Solutions<br />Customization<br />Individual training plans<br />Performance plans<br />Results<br />Performance profiles<br />Outcome orientation not just activity-based job descriptions<br />Charters for teams<br />Thoughtful succession planning<br />Options<br />Wellness<br />Benefits<br />Flexible schedule<br />Remote<br />Engagement <br />By asking mystery questions<br />Enlarging<br />17<br />
    18. 18. 18<br />Panel Question #5<br />How Do We Encourage Staff <br />To Value <br />The Differences We See <br />In Each Generation?<br />
    19. 19. 19<br />Valuing Differences<br />Concentrate on similarities…a desire to <br />Learn <br />Be acknowledged<br />Be rewarded<br />Be trusted, valued and respected<br />Succeed<br />Ask, “What (or whose) perspective is missing?”<br />Keep illuminating the value of each<br />
    20. 20. Generational Group Discussion<br />1.What Motivates Your Generation?<br />2. What Are You Most Proud of About Your Generation?<br />3. What Do You Wish The Other Generations Appreciated About Yours?<br />
    21. 21. Don’t Forget….<br />Work With Me! <br />Increasing Cross Generational Communication<br />Wednesday, July 6th<br />9 to noon <br />Nonprofit Management Solutions<br />21<br />
    22. 22. 22<br />Thank You!<br />Your Facilitator:<br />Sherri Petro,<br />VPI Strategies, and a Nonprofit Management Solutions <br />Sr. Consultant<br />sherri@vpistrategies.com<br />www.vpistrategies.com<br />858-583-3097<br />

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