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Understanding How You Are Perceived in Today's Multigenerational Workforce
Understanding How You Are Perceived in Today's Multigenerational Workforce
Understanding How You Are Perceived in Today's Multigenerational Workforce
Understanding How You Are Perceived in Today's Multigenerational Workforce
Understanding How You Are Perceived in Today's Multigenerational Workforce
Understanding How You Are Perceived in Today's Multigenerational Workforce
Understanding How You Are Perceived in Today's Multigenerational Workforce
Understanding How You Are Perceived in Today's Multigenerational Workforce
Understanding How You Are Perceived in Today's Multigenerational Workforce
Understanding How You Are Perceived in Today's Multigenerational Workforce
Understanding How You Are Perceived in Today's Multigenerational Workforce
Understanding How You Are Perceived in Today's Multigenerational Workforce
Understanding How You Are Perceived in Today's Multigenerational Workforce
Understanding How You Are Perceived in Today's Multigenerational Workforce
Understanding How You Are Perceived in Today's Multigenerational Workforce
Understanding How You Are Perceived in Today's Multigenerational Workforce
Understanding How You Are Perceived in Today's Multigenerational Workforce
Understanding How You Are Perceived in Today's Multigenerational Workforce
Understanding How You Are Perceived in Today's Multigenerational Workforce
Understanding How You Are Perceived in Today's Multigenerational Workforce
Understanding How You Are Perceived in Today's Multigenerational Workforce
Understanding How You Are Perceived in Today's Multigenerational Workforce
Understanding How You Are Perceived in Today's Multigenerational Workforce
Understanding How You Are Perceived in Today's Multigenerational Workforce
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Understanding How You Are Perceived in Today's Multigenerational Workforce

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Want to increase your ability to communicate more effectively with interviewers, co-workers, subordinates, and managers? There are some generational "dynamics" that you may need to master...

Want to increase your ability to communicate more effectively with interviewers, co-workers, subordinates, and managers? There are some generational "dynamics" that you may need to master...

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  • 1. How You’re Perceived in a Multi-generational Workforce
  • 2. Why This Is Important
    • Generational Perspectives are at work in todays workplace
      • Effects how you as a candidate are perceived
      • Effects who gets hired
      • Effects why people leave jobs
  • 3. Thirty-eight-year-old Tim is a blunt, just-the-facts guy. He demands that his employees provide quantitative data about almost everything they propose, and he tells them his thoughts straight out. He doesn't like speculation and guesswork, and he focuses on results, working 10- to 12-hour days to get things done. On the other hand, 24-year-old John is devoted to his work and loves what he does, but he leaves every day at 5 p.m. sharp for his exercise class. He is very diplomatic and careful not to offend any coworkers, but he often clashes with Tim because of Tim's blunt style and his demands for John to be physically at work. What's happening here?
  • 4. Stand at Your Corner
    • Pearl Harbor
    • Korean War
    • 1 st Radio
    Your Generation Impacts How you Communicate Kennedy Assassination Armstrong Moon Walk 1 st TV set Fall of Berlin Wall Challenger Crash 1 st PC OJ / Dot Com Bust Monica/Gulf War I 1 st E-mail Address
  • 5. Generations in Work Force 60% of employers report some “generational tension” Traditionalists Boomers Gen-X Gen-Y
  • 6. Generation Overview
    • TRADITIONALISTS:
    • Depression
    • Builders
    • Savers
    Your Generation Impacts How you Live BOOMERS: Post WWII Spenders Live to Work GEN Xs: Latch-key Divorce Downsized Independent GEN Ys: Digital revolution Corp / Govt flawed Short attention span Work to Live
  • 7.
    • Characteristics, Perspectives, Attitudes and Beliefs
  • 8. Different Perspectives, Different Priorities Work Life Family Work Life Family 70% of American workers say they don’t have proper work-life balance … and blame their employers for the problem Example : Work/Life balance #1 Issue between Generations
  • 9. Gen Y’s Definition of Success Success Feeling personally satisfied 90% Having close family relationships 81% Having a close group of Friends 69% An active religious or spiritual life 50%
  • 10. Generations Y Loyalty ( in order of importance to them)
    • Families
    • Friends
    • Communities
    • Co-workers
    • Themselves
    • Their Employer
  • 11. Family - Parenting
    • Generation Y
    • 90% say they are “very close” to their parents
    • 44% of teens consider parents as role models
    • Quality and quantity time
    • Raising a family is very important – 75%
    • Baby Boomers
    • More than 40% in 1974 said they would be better off without their parents
    • “ Quality time”
    • Raising a family is very important – 59%
  • 12. Marrying later or not at all
    • 1960
        • Women 20 years old
        • Men 23 years old
    • 2007
        • Women 26 years old
        • Men 28 years old
    Median age at marriage
  • 13. Volunteering is very important to Gen Y
      • More than 60% of students volunteer at least monthly
      • More than 80% of college freshmen volunteered as high school seniors
      • Focus: environment, poverty and community problems
      • Top reasons for volunteering:
        • “ feel I am helping others”
        • “ good skills for the future”
        • “ makes me feel proud”
  • 14. Understand What Motivates Each Generation
    • Boomers
    • Priority on career
    • Sacrifice family for work
    • Hard workers
    • Loyalty to company
    • “ Panic” re: retirement
    Gen X Hard work Using technology Prefers cash & salary Wants some fun Loyal to profession Gen Y Contact with supervisor Make a difference Work in teams State-of-art tech stuff Be at top now Frequent feedback & training
  • 15. How They Look at Recruiting
    • Gen Y
    • Start early – internships
    • Web site very important
    • Recruit through peers
    • Engage with videos
    • Recruit via Internet
    • Appeal to desire to learn
    • Sell via flexible scheduling
    • Highlight paid training
    Gen X Avoid hype Offer money & stock Web site important Appeal to desire to learn Highlight paid training & skill development 48% look in local paper 76% get news online 59% use Net for search
  • 16. Attitides about Retention
    • Gen Y
    • 83% want flexibility
    • 73% motivated by salary
    • 58% want pathway to personal growth
    • Work-life balance
    • Frequent feedback
    • Access to managers
    • Social interaction at work
    • Gen X
    • Compensation
    • Access to managers
    • Work “with” not “for”
    • Weekly feedback
    • Health/medical benefits
    • Given desired outcome & then turned loose
    • Training (live/computer)
  • 17.
    • Gen Y workers want a job that lets them exercise personal values and beliefs
    Causes Click
    • 62 percent of Gen-Y want to work for companies that give them a chance to use their skills to help a nonprofit.
  • 18. Gen Y’s Use of Time
  • 19. Communications Preferences
    • Boomers
    • Xs & Ys
    • Printed
    • Electronic
    • Snail Mail
    • Newspapers
    • Newsletters
    • Conferences
    • Face-to-face meetings
    • Telephone
    • E-mail
    • Online news, blogs, pod casts
    • E-letters
    • Video conferences
    • Webinars
    • Texting
  • 20. EXERCISE
    • How well do you “read” others?
  • 21. Boomer Views
    • Of Boomers:
    • Annoying sense of entitlement
    • Experienced and well grounded
    • Goal oriented with good work ethics
    • Of Gen X-ers:
    • Family first
    • Job hoppers
    • Self absorbed
    • Of Gen Y-ers:
    • Feel entitled
    • Need a lot of stroking
    • Comfortable with (dependent on) technology
  • 22. Gen X Views
    • Of Boomers:
    • Complacent
    • Didn’t plan for retirement and probably won’t retire
    • Hard working, dedicated
    • Of Gen X-ers:
    • Job hoppers, transient; slackers
    • Focused on career … as means to enjoy life
    • Able to bridge gap between Boomers & Y-ers
    • Of Gen Y-ers:
    • Selfish, impatient, immature, spoiled
    • Want to be involved in decision making
    • Tech savvy
  • 23. Gen Y Views
    • Of Boomers:
    • Not tech savvy
    • Stuck in ways
    • Hard working
    • Of Gen X-ers:
    • Carefree, laid back
    • Cynical, “me” generation
    • Skeptics
    • Of Gen Y-ers:
    • Technologically sophisticated
    • Looking fort outreach/volunteer opportunities
    • Open minded, willing to adopt new practices/ideas
  • 24. Putting it all together
    • It’s about effective communication
      • Connecting with those with whom you’re interviewing
      • Understanding where the other party is coming from
    • Or put another way,
      • Helping you get on the same “wavelength” as the interviewer(s)

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