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?

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  • Mutiple Generation Motivation and Workstyle Sample

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

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