Strategies for Managing and Motivating the Gen ‘Why’ Workforce Presented to Florida Sterling Conference By Valerie Oberle

Who are we? Who are they? Boomers 1946-1964 Gen X – 1964-1979 Gen Y– 1980 - 1994 The Echo Boomers

Boomers 1946-1964

Gen X – 1964-1979

Gen Y– 1980 - 1994

I just can’t count on them to be dependable They live for their social time…it drives me crazy! What’s with the piercings and tatoos?? They just don’t have the work ethic we did! They question everything and don’t follow rules!! Why???

Our Attitudes and Influences Shape our Behaviors Parents/Family School/Education/Training Religion/Morality Friends/Peers Media/Culture

Parents/Family

School/Education/Training

Religion/Morality

Friends/Peers

Media/Culture

Attitudes & Influences of Adolescence Source: Employing Gen Why? By Eric Chester Jobs are a dime a doz I’ll work if I have to Hard to find Jobs Drive-Bys Drive-Thrus Drive-Ins For Kicks Might not happen! Sucks Is Ours The Future Gen Why ’ 79 – ‘94 Gen X-rs ’ 64 – ’79 Boomers ’ 46 – ‘64 Topic

Attitudes & Influences of Adolescence Source: Employing Gen Why? By Eric Chester Jobs are a dime a doz I’ll work if I have to Hard to find Jobs Drive-Bys Drive-Thrus Drive-Ins For Kicks Might not happen! Sucks Is Ours The Future Gen Why ’ 79 – ‘94 Gen X-rs ’ 64 – ’79 Boomers ’ 46 – ‘64 Topic

Attitudes & Influences of Adolescence Source: Employing Gen Why? By Eric Chester Masters At ease Ignore – some knowledge Technology Demand! Accept Dislike Change Via cell, email, text, My Space… Via personal phone Via parents Communi-cation Gen Why ’ 79 – ‘94 Gen X-rs ’ 64 – ’79 Boomers ’ 46 – ‘64 Topic

For them life is an all-you-can-eat buffet offering unlimited choices, few rules, and pay as you go system!

A few facts 25% increase in young managers (20-24 yr old) in last 2 years Retail jobs expect to grow by 15% in next 5 years Service jobs will grow by a whopping 47% Turnover in 12 mos or less: 20-24 yr old – 54% 16-19 yr old – 78%

25% increase in young managers (20-24 yr old) in last 2 years

Retail jobs expect to grow by 15% in next 5 years

Service jobs will grow by a whopping 47%

Turnover in 12 mos or less:

20-24 yr old – 54%

16-19 yr old – 78%

More facts… 1 in 3 not Caucasian 2 in 4 single parent home 4 in 5 working mothers

1 in 3 not Caucasian

2 in 4 single parent home

4 in 5 working mothers

How do we instill a solid work ethic (patience, determination, integrity, persistence, ingenuity) when the world around them says they can get what they want without it?

We Need To Understand this Wonderful Generation!!

THEN NOW WORK ETHIC DIFFERENCES Teens had to work to buy a car and cool stuff Jobs for teens were hard to find The boss was the boss Employers were to be respected above all School first, then job, then friends/activities Unethical employees were fired A kid is a kid is a kid. “ You’re no different than anyone else. If you want to Achieve great things, you have to work harder than the next guy” Parents give teens a car and other cool stuff Jobs for teens are in endless supply The boss is your peer, if not your buddy Employees are to be respected above all Friends/activities first, then school, then job Unethical employees can become CEO Every kid is a gift from God. “ You’re special. You’re destined to do great things and have it all someday, because no one else in the world is exactly like you” Source:

Teens had to work to buy a

car and cool stuff

Jobs for teens were hard to

find

The boss was the boss

Employers were to be

respected above all

School first, then job, then

friends/activities

Unethical employees were fired

A kid is a kid is a kid.

“ You’re no different than

anyone else. If you want to

Achieve great things, you

have to work harder than

the next guy”

Parents give teens a car

and other cool stuff

Jobs for teens are in

endless supply

The boss is your peer, if

not your buddy

Employees are to be respected

above all

Friends/activities first, then

school, then job

Unethical employees can become

CEO

Every kid is a gift from God.

“ You’re special. You’re destined

to do great things and have it

all someday, because no one else

in the world is exactly like you”

Common Traits of Gen Why Impatient Growing up in a high-speed world drives instant gratification Adaptability They move in sinc with change and in fact demand it in the work place Innovative They have a fresh perspective and love looking for new ways to do things. They are ultimate risk takers and speak boldly about their thoughts

Impatient

Growing up in a high-speed world drives instant gratification

Adaptability

They move in sinc with change and in fact demand it in the work place

Innovative

They have a fresh perspective and love looking for new ways to do things. They are ultimate risk takers and speak boldly about their thoughts

Efficient They like to use minimal effort and resources in least amount of time Desensitized But not dehumanized Disengaged Their minds operate like DVDs (not VCRs) causing a need for loose structure

Efficient

They like to use minimal effort and resources in least amount of time

Desensitized

But not dehumanized

Disengaged

Their minds operate like DVDs (not VCRs) causing a need for loose structure

Skeptical They’ve been conned, manipulated, cheated, and exploited so they don’t automatically trust or believe what they see or hear Resilient They have been exposed to so much negativity they are able to take things in stride and move on.

Skeptical

They’ve been conned, manipulated, cheated, and exploited so they don’t automatically trust or believe what they see or hear

Resilient

They have been exposed to so much negativity they are able to take things in stride and move on.

Disrespectful They feel they are owed respect by others and others must earn it from them Bluntly expressive They have been encourage to speak their minds and they do … boldly, bluntly, and loudly Committed Fiercely loyal to causes and purposes they believe in. When you believe in them and genuinely care about them they will be loyal to you and your organization

Disrespectful

They feel they are owed respect by others and others must earn it from them

Bluntly expressive

They have been encourage to speak their minds and they do … boldly, bluntly, and loudly

Committed

Fiercely loyal to causes and purposes they believe in. When you believe in them and genuinely care about them they will be loyal to you and your organization

Gen Whys want to do the right, to trust and be trusted, and have a life with purpose

Strategies for Employing and Working with Gen Whys

Recruitment/Hiring Be the best place to work Explain expectations in advance, i.e. appearance standards Look to your workforce of Gen Why to help recruit Streamline your hiring process! Follow up promptly

Be the best place to work

Explain expectations in advance, i.e. appearance standards

Look to your workforce of Gen Why to help recruit

Streamline your hiring process!

Follow up promptly

Orientation and Training Engage them socially from the beginning; make it a banner day!! Get to know them personally Make training multi-sensory Make it relevant…explain WHY Make if FUN! Involve them in the training Treat with respect, as adults Connect them with the purpose of the organization

Engage them socially from the beginning; make it a banner day!!

Get to know them personally

Make training multi-sensory

Make it relevant…explain WHY

Make if FUN!

Involve them in the training

Treat with respect, as adults

Connect them with the purpose of the organization

Teach DO praise

Apply Positive Reinforcement The moment you stop noticing is the moment they stop improving Look for opportunities to recognize the right behaviors – be specific Gen Whys love the spotlight and to be recognized by peers

The moment you stop noticing is the moment they stop improving

Look for opportunities to recognize the right behaviors – be specific

Gen Whys love the spotlight and to be recognized by peers

Don’t Bore Them… Learn to Zag Boomers and Gen Xers like plans, order, linear progression, and predictability Gen Yrs are easily b.o.r.e.d. Appeal to multi-tasking talent Change environment, responsibilities often when possible Avoid predictability

Boomers and Gen Xers like plans, order, linear progression, and predictability

Gen Yrs are easily b.o.r.e.d.

Appeal to multi-tasking talent

Change environment, responsibilities often when possible

Avoid predictability

Tune in to their Frequency Read their magazines, web sites, video games Set up a My Space or Face Book account Communicate the expected outcome Really listen for understanding “ then you know what you know and what they know”

Read their magazines, web sites, video games

Set up a My Space or Face Book account

Communicate the expected outcome

Really listen for understanding

“ then you know what you know and what they know”

Have Firm Policies in Place Explain clearly early on; particularly those hardest to enforce Explain why Gen Y will more likely follow rules if they recognize them as: fair, relevant, consistent, and enforced Revisit your rules, are they still relevant?

Explain clearly early on; particularly those hardest to enforce

Explain why

Gen Y will more likely follow rules if they recognize them as:

fair, relevant, consistent, and enforced

Revisit your rules, are they still relevant?

Be a Powerful Communicator Listen to your employees as individuals ‘Link’ new employees to others Train your staff to watch for potential ‘drop outs’ Model, Mentor and Motivate Involve your Gen Whys in everything you can!

Listen to your employees as individuals

‘Link’ new employees to others

Train your staff to watch for potential ‘drop outs’

Model, Mentor and Motivate

Involve your Gen Whys in everything you can!

Take-away Ideas from the US Army Link to a strong sense of purpose Build loyalty through a worthwhile contribution Be 100% honest in every phase of the operation Understand the importance of stimulation and change Encourage camaraderie Build strong teamwork and unity

Link to a strong sense of purpose

Build loyalty through a worthwhile contribution

Be 100% honest in every phase of the operation

Understand the importance of stimulation and change

Encourage camaraderie

Build strong teamwork and unity

What Employees Want Most in a Leader 1 Trust Builder 2 Esteem Builder 3 Flexibility Expert 4 Communicator 5 Talent Developer and Coach 6 Talent Finder 7 High Performance Builder 8 Climate Builder 9 Retention Monitor 10 Retention Expert MOST IMPORTANT LESS IMPORTANT © 2006 TalentKeepers Source: Talent Keepers, Inc.

A “Handshake” Agreement “ I’m glad you’re here and I want you to stay.” Turnover affects all of us Tell me what’s important to you and why you stay I’ll commit to be the best leader I can be Will you commit to sharing your concerns with me? I will commit to do whatever I can to help keep you here…we’re in this together “ Let’s shake on it.” © 2006 TalentKeepers Source: Talent Keepers Inc.

“ I’m glad you’re here and I want you to stay.”

Turnover affects all of us

Tell me what’s important to you and why you stay

I’ll commit to be the best leader I can be

Will you commit to sharing your concerns with me?

I will commit to do whatever I can to help keep you here…we’re in this together

“ Let’s shake on it.”

Every leader is telling a story about what he or she believes.

Be Passionate For your work For your people For your customers For your community

For your work

For your people

For your customers

For your community

Be Clear About your values About the goals About how people fit in About your expectations

About your values

About the goals

About how people fit in

About your expectations

Be Encouraging Give constant feedback Recognize improvements Celebrate talents Stretch people to achieve

Give constant feedback

Recognize improvements

Celebrate talents

Stretch people to achieve

Be Trustworthy & Accountable Be mutually accountable for the success of each employee Provide training, resources and support Be clear about consequences Do what you say you will do!

Be mutually accountable for the success of each employee

Provide training, resources and support

Be clear about consequences

Do what you say you will do!

Be Generous With your head With your heart With your feet

With your head

With your heart

With your feet

Leaders will get the behavior they demonstrate and tolerate

Recommended Reading Employing Generation Why? By Eric Chester Boomers, Xers, and Other Strangers - Understanding Generational Differences That Divide Us by Dr. Rick and Kathy Hicks Generations at Work – Managing the Clash of Veterans, Boomers, Xers, & Nexters in Your Workplace by Ron Zemke, Claire Raines, & Bob Filipczak For Further Assistance Please Contact Valerie Oberle President, The Oberle Group www.oberlegroup.com [email_address] 336.368.2831 office

Employing Generation Why? By Eric Chester

Boomers, Xers, and Other Strangers - Understanding Generational Differences That Divide Us by Dr. Rick and Kathy Hicks

Generations at Work – Managing the Clash of Veterans, Boomers, Xers, & Nexters in Your Workplace by Ron Zemke, Claire Raines, & Bob Filipczak