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Mutiple Generation Motivation and Workstyle Sample
 

Mutiple Generation Motivation and Workstyle Sample

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4 generations in the workplace. How are they different, how are they the same and what can you do to leverage them to enhance communication, increase productivity and achieve sustainable results?

4 generations in the workplace. How are they different, how are they the same and what can you do to leverage them to enhance communication, increase productivity and achieve sustainable results?

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Mutiple Generation Motivation and Workstyle Sample Mutiple Generation Motivation and Workstyle Sample Presentation Transcript

  • Work With Me!
    Working Together Across Generations
    Sherri Petro
    2010
  • 2
    The Objectives
    Define the generations.
    Explore each generation's motivating factors.
    Offer best practices to work better together.
  • 3
    2010 Generation Mix
    Traditionalists
    Born 1925-45
    65-85 years
    Baby Boomers
    Born 1946-64
    46-64 years
    Generation X
    Born 1965-80
    30-45 years
    Generation Y
    Born 1981-?
    Under 30 years
  • The Generational Mix In 2010
    Baby Boomers
    Born 1946 -1964
    46-64 years
    Traditionalists
    Born 1925 -1945
    65-85 years
    Generation X
    Born 1965-1980
    30-45 years
    Generation Y
    Born 1981-200(?)
    Under 30 years
  • 5
    Clarifying Question
    How Has
    The Generation Mix
    Affected Your Work?
  • 6
    Affects in the Workplace
    Work priorities
    Company loyalty
    Meeting management
    Change
    Level of respect
    Entitlement
    Training
    Work ethic
    Time sensitivities
    Different communication vehicles
    Retention
    Subscription to technology
  • Traditionalists (65-85 years)
    Think “S”
    Safety
    Security
    Stability
    Structure
    7
  • 8
    Traditionalists Work Style
    Respect for authority
    Command and control
    Can be tough for them to use their own judgment
    Why customize?
    Believe in the value of work more than finding personal meaning
    Separation of work and home
    Acknowledged for what they know as well as what they do
  • Baby Boomers (46-64)
    Think “P”
    Prestige
    Power
    Perks
    Process
    9
  • 10
    Baby Boomers Work Style
    All about respect
    Self-improvement
    Strong work ethic
    Desire flexibility
    Optimistic and idealistic
    Struggle with work/life balance
    Into symbols of recognition as rewards
  • Gen X (30-45)
    Think “F”
    Flexibility
    Freedom
    Family
    Fun
    11
  • 12
    Generation X Work Style
    Job movement
    Money-motivated
    Like to solve their own problems
    Multi-taskers
    Fiercely independent
    Direct communicators versus reading in between the lines
    Informal
    Results-oriented
    Quick study
    Sound byte processing
    Work solo and yet on teams
    Need for external recognition as reward
  • Gen Y (under 30)
    Think “C”
    Cause
    Community
    Creativity
    Connection
    13
  • 14
    Generation Y Work Style
    Multi-taskers
    Desire mutual respect
    Ready for collaboration
    Want to make a difference
    Celebrate diversity
    Acknowledgement for being here
    Looking for an experience
    Digital natives
    Work on their own terms
    Think globally
    Have positive expectations
    Want customization
    Desire interactivity
    Express to express -- not impress
  • 15
    Start with Similarities*
    We receive great reward
    For the work we do
    From the people we work with
    And the belief that we are contributing to society and our current jobs
    We receive great satisfaction from our accomplishments at work
    • CCL Emerging Leaders Research by Ross DePinto, 2003
  • 16
    Generational Similarities
    We have
    A desire to learn
    A desire to be acknowledged
    A desire to be rewarded
    We want
    To be trusted, valued and respected
    To succeed
  • 17
    Getting to Results
    Commit to educating and leveraging generational differences.
    Concentrate on similarities as a start.
    Create multi-generational teams
    Employ a student and teacher mindset.
    Enlarge ideas instead of taking sides.
    Create mentoring pairs.
  • 18
    Communicate Better
    Have informal & scheduled times to brainstorm, update and coach.
    Create healthy conflict resolution guidelines.
    Honor energy, intuition and instincts.
    Agree that getting to the objective is the most important and not necessarily HOW – unless unethical.
  • 19
    Thank You!
    Want To “Work With Me!” ?
    Sherri Petro
    VPI Strategies
    sherri@vpistrategies.com
    www.vpistrategies.com
    858-583-3097