Age matters

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  • Traditionalist: Who will do the work?Baby Boomer: The nerve of those XersXers: I’ll go for the right lifestyleMillennials:
  • Age matters

    1. 1. For the First Time in Australian History  Workplace demographics span four generations  Modern Workers have moved from Machine Age or “assembly lines” through Atomic Age, Space Age, Information Age to the Knowledge age  Knowledge worker assets are intellectual capital
    2. 2. Age Matters  Unique challenges and opportunities of engaging a multi-generational workforce in the era of the knowledge worker
    3. 3. Engagement  Engagement is much more than job satisfaction.  Engaged employees demonstrate innovation and creativity.  Engaged employees take personal responsibility to make things happen, to make the company (team) successful; and to have an emotional bond to the organization, its mission and vision  Engaged workers are the top performers
    4. 4. Opportunities  When coached properly, employees can become engaged and add real value to the organisation  In economic good times and bad top performers are sought after by their own company and by the competition.
    5. 5. The Rich Mix of Generations  Traditionalists (Born 1945 and before)  Baby Boom Generation ( Born 1946-1964)  Generation X (Born 1965-1980)  Millennial Generation (Born 1980-2000)
    6. 6. The Traditionalists  Born 1945 and before  Now 65 and older  Accounts for 5% of labor force  Core Values and Behavior Differences  Strong work ethic  Discipline  Stability  Silent Generation
    7. 7. The Baby Boomers  Born between 1946-1964  Now between the ages of 46 and 64  Accounts for 38% of labor force  Core Values and Behavior Differences  Strong work ethic  Insist on having a voice  Strong team orientation  Good Communication Skills
    8. 8. The Generation X’ers  Born between 1965-1980  Currently 30 – 45 years of age  Accounts for 33% of labor force  Core Values and Behavior Differences  Latchkey kids/self-reliant  Thrive in midst of chaos and change  Poised to move into leadership
    9. 9. Millennials  Born between 1980 and 2000  Under 30 years of age  Accounts for 15% of the workforce  Core Values and Behavior Differences  Grew up with technology  Busiest generation…grew up seeing the world as global, connected and 24/7
    10. 10. Comparing the Generations Traditionalist Baby Boomers Generation Xers Millennials Outlook Loyal/Practical Optimistic Skeptical Hopeful Workplace Ethic Dedicated Driven Balanced Ambitious View of Authority Respectful Love/Hate Unimpressed Relaxed, Polite Dealing with workplace Conflict Avoid confrontation Resolve with consensus building Straightforward Brutal honesty Feel inability to cope with any conflict Resolution Strategies Willing confront if given the expectation Deal with problems as a group Don’t beat around the bush. Prefer to text discussion instead of face to face Motivator A job well done Money, title, promotion Self fulfillment, freedom, fun We provide opportunities here
    11. 11. Generational Clash in the Workplace  Worldwide economy  Rapid change in the workplace  Downsizing of companies  Mergers, acquisitions, consolidations  Elimination of middle management  Less union activity in companies  Seniority only one element of promotion  Technology
    12. 12. The Result:  No job is safe, and no career assured.  Causes employees to identify more with their generation and blame other generations for workplace problems and issues.  The real generational workplace conflict is based on differences in values, ambitions, views, mindsets, and demographics.
    13. 13. Traditionalists at Work Assets  Stable  Detail oriented  Thorough  Loyal  Hard working Liabilities  Inept w/ambiguity and change  Reluctant to buck the system  Uncomfortable with conflict  Reticent when they disagree
    14. 14. Traditionalists: Strategies for Success  Take plenty of time  Give them the “big picture”  Emphasize long-term goals  Let them share their experience  Train on Technology  Don’t stereotype as technophobes  Use formality and order  Don’t rush it
    15. 15. Messages that Motivate Traditionalists  “Your experience is respected here.”  “It’s important for the rest of us to hear what has, and hasn’t, worked in the past.”  “Your perseverance is valued and will be rewarded.”
    16. 16. Boomers at Work Assets  Service oriented  Driven  Willing to “go the extra mile”  Good at relationships  Want to please  Good team players Liabilities  Not naturally “budget minded”  Uncomfortable with conflict  Reluctant to go against peers  Put process ahead of results  Sensitive to feedback  Judgmental of those who see things differently
    17. 17. Boomers: Strategies for Success  Focus on the near future  Focus on challenges  Focus on their role  Meetings and team building  Provide develop-mental experiences  Use business books and training tapes
    18. 18. Messages that Motivate Boomers  “You are important to our success.  “We recognize your unique and important contribution to our team.”  What is your vision for this project?”  “You are valued.”
    19. 19. Gen X’ers at Work Assets  Adaptable  Techno-literate  Independent  Not intimidated by authority  Creative Liabilities  Impatient  Poor people skills  Inexperienced  Cynical
    20. 20. Gen X’ers: Strategies for Success  Focus on balance  Offer them access to many different kinds of information  Provide resource lists  Electronic support  Keep materials brief – bullets/checklists  Help them train for another job
    21. 21. Messages that Motivate Gen X’ers  “Do it your way.”  “We’ve got the latest computer technology.”  “There aren’t a lot of rules here.”  “We’re not very corporate.”
    22. 22. Millennials at Work Assets  Loyalty  Optimism  Tolerant  Multi-tasking  Fast-thinking  Technological savvy Liabilities  Need for supervision and structure  Inexperience, particularly with handling different people issues  Service levels are low
    23. 23. Millennials: Strategies for Success  Take plenty of time  Let them know what they do matters  Communicate expectations  Focus on customer service and interpersonal skills  Model the behavior you want to see  Large teams with strong leadership
    24. 24. Messages that Motivate Millennials  “We provide equal opportunities here.”  “Your mentor is in his/her sixties.”  “You are making a positive difference to our company.”  “You handled that situation well.”
    25. 25. Best Practices for Managing a Multi-Generational Workforce  Know your company’s demographics  Be Flexible to the needs and wants of the different generations  Build on Strengths  Provide Training  Encourage Mentoring  Embrace Diversity

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