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From Baby Boomers to Gen Y'ers: Managing Multiple Generations in the Workplace
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From Baby Boomers to Gen Y'ers: Managing Multiple Generations in the Workplace

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Produced by Multifamily Insiders: http://www.multifamilyinsiders.com...

Produced by Multifamily Insiders: http://www.multifamilyinsiders.com

Most of us know the basics when it comes to generational gaps in the workplace, so now Alex is going to dig into these differences and explain how you can use this knowledge to manage your teams better! In this webinar, you will learn how to:

a. Define the four generations and their workplace characteristics
b. Define each generational personality
c. Recognize generational differences
d. Identify the common drivers and value systems of each generation and how those
drivers affect motivation and behavior in the workplace

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From Baby Boomers to Gen Y'ers: Managing Multiple Generations in the Workplace Presentation Transcript

  • 1. From Baby Boomers to Gen Yers: Managing Multiple Generations in the Workplace Presented by Alexandra JackiwProudly sponsored by:
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  • 4. Objectives• Define the four generations and their workplace characteristics• Define each generational personality• Recognize generational differences• Identify the common drivers and value systems of each generation and how those drivers affect motivation and behavior in the workplace
  • 5. Objectives• Describe how each generation defines success• Determine how your approach may need to change coaching, managing and leading employees of different generations• Appreciate and gain respect for what is important to each generation
  • 6. Generations in the Workplace Veterans (Matures): 1925 – 1942 30 Million – 13% Boomers: 1943 – 1960 80 Million – 35% Generation X: 1961 – 1981 45 Million – 20% Millennials (Gen Y): 1982 – 1999 75 Million – 33%
  • 7. Generations at Work• The events and conditions each of us experience during our formative years help define who we are and how we view the world.• Other factors that have influenced generations and how they respond: Parenting Technology Life Span
  • 8. Veterans: 1925-194230 Million People – 5% of Work Force  1929 – Stock market crashes  1930 – Great Depression  1932 – FDR elected  1933 – The Dust Bowl  1934 – Social Security System  1937 – Hindenburg tragedy  1937 – Hitler invades Austria  1941 – Pearl Harbor  1944 – D-Day in Normandy  1945 – Victory in Europe/Japan  1950 – Korean War
  • 9. Veterans: 1925-1942 Core Values  Dedication/sacrifice  Hard work  Conformity  Law and order  Respect for authority  Patience  Delayed reward  Duty before pleasure  Adherence to rules  Honor  Loyalty
  • 10. Veterans: 1925-1942 Generational Personality  Like consistency & uniformity  Like things on a grand scale  Are conformers  Believe in logic, not magic  Are disciplined  Are past-oriented and history absorbed  Have always believed in law and order  Spending style is conservative  Measure work ethic on timeliness, productivity and not drawing attention to one’s self.
  • 11. Veterans on the JobASSETS: LIABILITIES: Stable  Inept with ambiguity & change Detail-oriented  Reluctant to buck Thorough the system Loyal  Uncomfortable with Hard-working conflict.  Reticent when they disagree.
  • 12. Veterans as Team MembersMANAGING - respect experience; earntrust; show deference; listen attentively ORIENTATION – take plenty of time OPPORTUNITIES – stress the long haul DEVELOPMENT – technology training MOTIVATING – personal touch; acknowledgecontributions, but not too much.MENTORING – tact and respect
  • 13. Coaching and Managing Veterans• Allow the employee to set the “rules of engagement.”• Ask what has worked for them in the past and fit your approach to the experience.• Let them define quality and fit your approach to that definition.
  • 14. Coaching and Managing Veterans• Use testimonials from the nation’s institutions - government, business or people• Emphasize that you’ve seen a particular approach work in the past; don’t highlight uniqueness
  • 15. Boomers: 1943 – 196080 Million People – 45% of Workforce  1954 – McCarthy hearings  1955 – Rosa Parks  1957 – Civil Rights Act  1960 – Birth control pills  1960 – JFK elected  1961 – Peace Corps  1962 – Cuban Missile Crisis  1962 – John Glenn orbits
  • 16. Boomers: 1943 – 1960  1963 – MLK march on D.C.  1963 – JFK assassinated  1965 – US troops to Vietnam  1966 – NOW founded  1968 – MLK & RFK killed  1969 – Lunar landing  1969 – Woodstock  1970 – Kent State shootings
  • 17. Boomers: 1943 – 1960 Core Values  Optimism  Team orientation  Personal gratification  Health and wellness  Personal growth  Youth  Work ethic = “worth” ethic  Involvement  Status
  • 18. Boomers: 1943 – 1960 Generational Personality  Believe in growth & expansion.  Think of themselves as “stars of the show.”  Tend to be optimistic.  Learned about teamwork in school and at home.  Pursued their own personal gratification without compromise, often at a high price to themselves and others.  Searched their souls – repeatedly, obsessively, and recreationally.  Have always been cool.  Concerned about gaining control of time
  • 19. Boomers on the JobASSETS: LIABILITIES: Service-oriented  Not “budget-minded” Driven  Dislike conflict Willing to go the  Reluctant to oppose peers “extra mile”  May put process ahead of result Good at  Too sensitive to feedback relationships  Judgmental of those who Want to please see things differently Good team players  Self-centered
  • 20. Boomers as Team MembersMANAGING – don’t suffer in silence; political animals;acknowledge time spent; recognize how busy they are; besuccinct – they’re running out of time.ORIENTATION – focus on challenges; optimistic languagestressing positives;OPPORTUNITIES – personalized treatment; customized,specialized approach.DEVELOPMENT – “soft skills”; strategic planning; budgetingMOTIVATING – public recognition; perks; plaques; “Howcan I help the team?”MENTORING – personal growth; “forever young”; talkabout how it used to be.
  • 21. Coaching and Managing Boomers• Show how you can help them manage their time wisely• Assess their comfort level with technology in advance• Demonstrate how important a strong team is• Customize your style to their unique needs
  • 22. Coaching and Managing Boomers• Emphasize that working with you will be a good experience for them• Emphasize that their decision is a good one and a “victory” for them – they’re competitive and want to win• Follow up and check how they are doing on a regular basis
  • 23. Gen X-ers: 1961 – 198145 Million People – 40% of Workforce  1970 – Women’s Lib  1972 – Munich Olympics  1973 - Watergate  1973 – Energy crisis begins  1976 – Tandy & Apple PCs  1979 – Three Mile Island  1979 – Corporate lay-offs  1979 – Iran hostage crisis
  • 24. Gen X-ers: 1961 – 1981  1980 – John Lennon killed  1980 – Reagan inaugurated  1986 – Challenger disaster  1987 – Stock market drops  1988 – Bomb in Lockerbie  1988 – Exxon Valdiz spill  1989 – Berlin Wall falls  1991 – Desert Storm  1992 – Rodney King/riots  1993 – OJ Simpson
  • 25. Gen X-ers: 1961 – 1981 Core Values  Diversity  Thinking globally  Balance  Techno-literacy  Fun  Informality  Self-reliance  Pragmatism  “Carpe Diem”
  • 26. Gen X-ers: 1961 – 1981 Generational Personality  Self-reliant  Seeking a sense of family  Want balance  Have non-traditional orientation about time and space  Like informality  Approach to authority is casual  Are skeptical.  Are attracted to the edge  Technologically savvy
  • 27. Gen X-ers: 1961 – 1981 Generational Personality  Reluctant to grow up and conform.  Taught that they would be the first generation that would not be as successful as their parents.  Taught to question authority.  Productivity matters more than time on the job.  Tough sell – can spot a phony a mile away.  “Prove it to me.”
  • 28. Gen X-ers View of Work
  • 29. Gen X-ers on the JobASSETS: LIABILITIES: Adaptable  Impatient Techno-literate  Poor people skills Independent  Inexperienced Not intimidated  Cynical by authority  Want to control the Creative decision and the plan
  • 30. Gen X-ers as Team MembersMANAGING – make it fun; don’t micro-manage; answerthe questions “What have you done lately? Why are youqualified?”; emphasize back-up plansORIENTATION – emphasize life balance; limit corporatepolitics; clearly explain expectations; answer “Why?”OPPORTUNITIES – stress broad range of diverse skillsDEVELOPMENT – on-the-job trainingMOTIVATING – leading edge technology; time is acurrency;MENTORING – virtual teamwork; time alone
  • 31. Coaching and Managing Gen X-ers• Put all the options on the table• Be prepared to answer “WHY”• Present yourself as an information provider• Use their peers for testimonials whenever possible
  • 32. Coaching and Managing Gen X-ers• Appear to enjoy your work – “carpe diem”• Follow-up and meet your commitments. They’re eager to improve and expect you to follow through.
  • 33. Millenials (“Nexters”): 1982 – 199975 Million People – 10% in Workforce  September 11, 2001  Oklahoma City bombing  Columbine massacre  Respect for environment  Immigration restricted  ADD era  National epidemics – Ebola, AIDS, etc.  Virginia Tech  Dysfunctional government  First African American elected president
  • 34. Millenials: 1982 – 1999 Core Values  Optimism  Civic duty  Confidence  Achievement  Sociability  Morality  Street smarts  Diversity
  • 35. Millenials: 1982 – 1999 Generational Personality  Coddled since birth – protected by parents  Over-scheduled  Never known depression – until recently.  Never known a world without PC’s, cell phones, remote controls  Torn between individuality and fitting in  Don’t want to be hurried and will take the time to search for an answer.
  • 36. Millenials on the JobASSETS: LIABILITIES: Collective action  Need for Optimism supervision and Tenacity structure Heroic spirit  Inexperience, particularly with Multi-tasking handling capabilities difficult people Techno-savvy issues
  • 37. Millennials as Team MembersMANAGING – trust central authority; their world has immediacy;help them itemize and prioritize; no nebulous time framesORIENTATION – teamwork ethic; devote plenty of time; “Howcan I help you get where you want to go?”OPPORTUNITIES – Resilient; tech-savvyDEVELOPMENT – continued education; intimidated by difficultcustomers; bursts of short and quick information; help themachieve their goalsMOTIVATING – need more supervision/structure; recognize theindividual but understand their “herd” mentality;MENTORING – appoint a strong leader
  • 38. Coaching and Managing Millenials• Offer customization – a plan specific to them• Offer peer-level examples• Spend time providing information and guidance• Be impressed with their decisions
  • 39. Generational Differences Veterans – 1925 to  Baby Boomers – 1943 1942 to 1960 – Uncomfortable with – Service-oriented ambiguity – Driven – Slow to embrace – Good team players technology – Not budget-minded – Stable, detail-oriented, – More process than thorough, loyal, hard- results oriented working – Workaholics – Won’t speak up if they disagree – Work ethic = “worth ethic”
  • 40. Generational Differences Generation X – 1961 to  Millennial – 1982 to 1981 1999 – Adaptable – Optimistic – Tenacious – Techno-literate – Heroic spirit – Not intimidated by – Multi-taskers authority – Need supervision and – “Just tell me if this is structure going to be on the test” – Huge conflict between – Cynical and impatient Gen X-ers and Gen Y- – Poor people skills ers – Rattled by in-your- face conflict
  • 41. On-the-Job Strengths VETERAN BOOMER GEN X-ER MILLENIALJob Strength Stable Service Adaptable Multi-task Team player Techno-literate Techno-savvyOutlook Practical Optimistic Skeptical HopefulWork Ethic Dedicated Driven Balanced DeterminedView of Respectful Love/Hate Unimpressed & PoliteAuthority UnintimidatedLeadership By Hierarchy By Consensus By Competence By Pulling TogetherRelationships Personal Personal Reluctant to Inclusive Sacrifice Gratification CommitTurnoffs Vulgarity Not Being PC Cliché/Hype PromiscuityDiversity Segregated Integrated Diverse BlendedFeedback No news Formal By interruption PerpetualWork/Life Need Help Workaholics Want Balance Need FlexibilityBalance Shifting Now 41
  • 42. Thank You! Alexandra Jackiw Alexandra.Jackiw@buckingham-co.com 317.554.6726 Scott Hammond shammond@purqz.com 888.908.8892 Ali Henning ahenning@contactatonce.com 425.344.3033 (http://www.MultifamilyInsiders.com)