Managing the Workforce of the Future


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Managing the Workforce of the Future: Retaining and Engaging Future Claims Leaders

Presentation made to the Excess/Surplus Lines Claims Associaton at its annual conference in Southampton, Bermuda.

Presentation features the shifts in workplace values that require organizational leaders to change their approach to workforce management.

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Managing the Workforce of the Future

  1. 1. Managing the Workforce of the Future: Retaining and Engaging Future Claims Leaders Presented to ESLCA Annual Conference October 14, 2009 Marnie E. Green Management Education Group, Inc.
  2. 2. Text Your Comments/Questions to 480-705-9394
  3. 3. Mom and Dad
  4. 4. Find a Partner! <ul><li>Describe a message about work you received while growing up. </li></ul><ul><li>Describe two characteristics of today’s younger workers. </li></ul><ul><li>Describe two changes you’ve had to make to adapt to new workplace expectations or attitudes. </li></ul>
  5. 5. Four Generations? <ul><li>Veterans </li></ul><ul><li>Boomers </li></ul>Generation X Millennials
  6. 6. Veterans <ul><li>Born before 1946 </li></ul><ul><li>Now 64 + years old </li></ul><ul><li>Sacrifice, hard working, loyal </li></ul><ul><li>Reluctant to buck the system or speak up </li></ul><ul><li>Comfortable with delayed rewards </li></ul><ul><li>65% said they would not feel comfortable talking with a manager about career changes </li></ul>Source: Bridgeworks, 2005
  7. 7. Baby Boomers <ul><li>Born between 1946 - 1964 </li></ul><ul><li>Now 63 - 45 years old </li></ul><ul><li>Service-oriented, team players, idealistic </li></ul><ul><li>“The truth shall set you free” </li></ul><ul><li>Systems, forms, structures serve them well </li></ul><ul><li>43% said they lack opportunities to be mentored at work </li></ul>Source: Bridgeworks, 2005
  8. 8. Generation X <ul><li>Born between 1965 - 1979 </li></ul><ul><li>Now 44 - 30 years old </li></ul><ul><li>Independent and impatient </li></ul><ul><li>Not intimidated by authority </li></ul><ul><li>Wary of sugar-coated messages </li></ul><ul><li>30% said they left a job because they were bored or due to lack of training </li></ul>Source: Bridgeworks, 2005
  9. 9. Millennials <ul><li>Born after 1980 </li></ul><ul><li>30 years old and younger </li></ul><ul><li>Tech savvy </li></ul><ul><li>Globally aware </li></ul><ul><li>Want up-to-the-second feedback and direction </li></ul><ul><li>88% said they have established specific goals for themselves for the next five years </li></ul>Source: Bridgeworks, 2005
  10. 10. Shifts in Workplace Perspective <ul><li>Hard Work </li></ul>Teamwork Network How is work completed?
  11. 11. NANOBOT “ N early a utonomous, n ot in the o ffice, doing b usiness in their o wn t ime” Source: Wall Street Journal
  12. 12. Shifts in Workplace Perspective <ul><li>Life </li></ul>Retirement 3 to 4 yrs. How long does it take to get the job done?
  13. 13. Shifts in Workplace Perspective <ul><li>No News is Good News </li></ul>Annual Performance Evaluations FAST Feedback What kind of feedback do I need?
  14. 14. Shifts in Workplace Perspective <ul><li>Safety & Security </li></ul>System & Structure Challenge & Risk What should work provide? Executive manager manager manager employee employee employee employee
  15. 15. Shifts in Workplace Perspective <ul><li>Management </li></ul><ul><li>is King </li></ul>Management is Respected Management = Employees What role does management play?
  16. 16. Tips for Retaining and Engaging Future Claims Leaders <ul><li>Engage younger workers as ________________. </li></ul><ul><li>Rethink __________ and _____________. </li></ul><ul><li>Adopt new and creative ______________ and ___________________ strategies. </li></ul><ul><li>Use ___________ extensively to develop their competence. </li></ul>tech leaders “ workplace” compensation mentoring “ workday” performance feedback
  17. 17. Where to Start? <ul><li>Conduct focus groups with each generation </li></ul><ul><li>Analyze employee survey data by demographic </li></ul><ul><li>Conduct regular technology assessments from the eyes of your tech users </li></ul><ul><li>Provide “spot” cash awards that reward risk and intermediate success </li></ul>
  18. 18. Learn How Millennials Learn <ul><li>Form a group of 3 to 4 peers </li></ul><ul><li>Identify ways your organization has adapted to meet the expectations of the new workforce </li></ul><ul><li>Be prepared to share your best practices </li></ul>
  19. 19. References <ul><li>Lancaster, Lynne C. & David Stillman. When Generations Collide: Who They Are, Why They Clash, How to Solve the Generational Puzzle at Work. HarperCollins Publishers, Inc., 2002. </li></ul><ul><li>Sujansky, JoAnne & Jan Ferri-Reed. Keeping the Millenials, John Wiley & Sons, 2009. </li></ul><ul><li>Tulgan, Bruce. Not Everyone Gets a Trophy: How to Manage Generation Y. Jossey-Bass, 2009. </li></ul><ul><li>Twenge, Jean M., PhD. Generation Me: Why Today’s Young Americans are More Confident, Assertive, Entitled – and More Miserable Than Ever Before. Free Press, 2006. </li></ul><ul><li>Zemke, Ron, Claire Raines & Bob Filipczak. Generations at Work: Managing the Clash of Veterans, Boomers, Xers, and Nexters in Your Workplace. American Management Association, 2000. </li></ul>
  20. 20. Painless Performance Evaluations: A Practical Approach to Managing Day-to-Day Employee Performance Free Download! Now Available on iPhone Marnie Green
  21. 21. Thank you for your time! Marnie E. Green Management Education Group, Inc.