From Baby Boomers to            Gen Yers:         Managing Multiple         Generations in the            Workplace   Pres...
Purqz Resident ClubsA customized web portal to the World’s Largest Discount Networkwith over 250K merchants nationwide   ...
Communicate How YourProspects/Residents Want You To!         Introducing the industry’s 1st iPad Chat App!!!              ...
Objectives• Define   the four generations and their    workplace characteristics•   Define each generational personality• ...
Objectives•   Describe how each generation defines    success•   Determine how your approach may need    to change coachin...
Generations in the Workplace Veterans (Matures):    1925 – 1942   30 Million – 13% Boomers:               1943 – 1960   ...
Generations at Work• The    events and conditions each of us    experience during our formative years    help define who w...
Veterans: 1925-194230 Million People – 5% of Work Force                  1929   –   Stock market crashes                ...
Veterans: 1925-1942      Core Values             Dedication/sacrifice             Hard work             Conformity     ...
Veterans: 1925-1942  Generational Personality           Like consistency & uniformity           Like things on a grand s...
Veterans on the JobASSETS:             LIABILITIES: Stable             Inept with ambiguity                      & chang...
Veterans as Team MembersMANAGING - respect experience; earntrust; show deference; listen attentively ORIENTATION – take pl...
Coaching and Managing Veterans• Allow the employee to set the  “rules of engagement.”• Ask what has worked for them in  th...
Coaching and Managing Veterans• Use    testimonials from the nation’s    institutions - government, business    or people•...
Boomers: 1943 – 196080 Million People – 45% of Workforce                 1954   –   McCarthy hearings                 19...
Boomers: 1943 – 1960           1963   –   MLK march on D.C.           1963   –   JFK assassinated           1965   –   ...
Boomers: 1943 – 1960     Core Values            Optimism            Team orientation            Personal gratification ...
Boomers: 1943 – 1960 Generational Personality           Believe in growth & expansion.           Think of themselves as ...
Boomers on the JobASSETS:               LIABILITIES: Service-oriented     Not “budget-minded” Driven               Dis...
Boomers as Team MembersMANAGING – don’t suffer in silence; political animals;acknowledge time spent; recognize how busy th...
Coaching and Managing Boomers• Show    how you can help them    manage their time wisely•   Assess their comfort level wit...
Coaching and Managing Boomers• Emphasize    that working with you will    be a good experience for them•   Emphasize that ...
Gen X-ers: 1961 – 198145 Million People – 40% of Workforce                 1970   – Women’s Lib                 1972   –...
Gen X-ers: 1961 – 1981             1980   –   John Lennon killed             1980   –   Reagan inaugurated             ...
Gen X-ers: 1961 – 1981      Core Values              Diversity              Thinking globally              Balance     ...
Gen X-ers: 1961 – 1981  Generational Personality                 Self-reliant                 Seeking a sense of family ...
Gen X-ers: 1961 – 1981  Generational Personality               Reluctant to grow up and                conform.          ...
Gen X-ers View of Work
Gen X-ers on the JobASSETS:             LIABILITIES: Adaptable          Impatient Techno-literate    Poor people skill...
Gen X-ers as Team MembersMANAGING – make it fun; don’t micro-manage; answerthe questions “What have you done lately? Why a...
Coaching and Managing Gen X-ers• Put all the options on the table• Be prepared to answer “WHY”• Present yourself as an  in...
Coaching and Managing Gen X-ers• Appear  to enjoy your work –  “carpe diem”• Follow-up and meet your  commitments. They’re...
Millenials (“Nexters”): 1982 – 199975 Million People – 10% in Workforce                  September 11, 2001              ...
Millenials: 1982 – 1999      Core Values                Optimism                Civic duty                Confidence   ...
Millenials: 1982 – 1999 Generational Personality           Coddled since birth – protected by            parents         ...
Millenials on the JobASSETS:               LIABILITIES: Collective action    Need for Optimism              supervision...
Millennials as Team MembersMANAGING – trust central authority; their world has immediacy;help them itemize and prioritize;...
Coaching and Managing Millenials• Offer  customization – a plan  specific to them• Offer peer-level examples• Spend time p...
Generational Differences Veterans – 1925 to            Baby Boomers – 1943  1942                           to 1960  – Un...
Generational Differences Generation X – 1961 to        Millennial – 1982 to  1981                           1999  – Adap...
On-the-Job Strengths                 VETERAN         BOOMER         GEN X-ER         MILLENIALJob Strength    Stable      ...
Thank You!     Alexandra Jackiw     Alexandra.Jackiw@buckingham-co.com     317.554.6726     Scott Hammond     shammond@pur...
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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

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

  1. 1. From Baby Boomers to Gen Yers: Managing Multiple Generations in the Workplace Presented by Alexandra JackiwProudly sponsored by:
  2. 2. Purqz Resident ClubsA customized web portal to the World’s Largest Discount Networkwith over 250K merchants nationwide  Deep discounts on dining, shopping, recreation, groceries and more  National, local and property specific offersGives you an innovative tool to help you keep your current residentsand attract new residents  Promote your community  Reward resident loyalty  Increase resident satisfaction Mobile App Now Available! Contact jlarson@purqz.com for a free demo
  3. 3. Communicate How YourProspects/Residents Want You To! Introducing the industry’s 1st iPad Chat App!!! http://apartmentchat.com
  4. 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. 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. 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. 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. 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. 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. 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. 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. 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. 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. 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. 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. 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. 17. Boomers: 1943 – 1960 Core Values  Optimism  Team orientation  Personal gratification  Health and wellness  Personal growth  Youth  Work ethic = “worth” ethic  Involvement  Status
  18. 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. 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. 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. 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. 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. 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. 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. 25. Gen X-ers: 1961 – 1981 Core Values  Diversity  Thinking globally  Balance  Techno-literacy  Fun  Informality  Self-reliance  Pragmatism  “Carpe Diem”
  26. 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. 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. 28. Gen X-ers View of Work
  29. 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. 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. 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. 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. 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. 34. Millenials: 1982 – 1999 Core Values  Optimism  Civic duty  Confidence  Achievement  Sociability  Morality  Street smarts  Diversity
  35. 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. 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. 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. 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. 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. 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. 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. 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)

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