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Surviving in a multi generational workforce - ceo roundtable
Surviving in a multi generational workforce - ceo roundtable
Surviving in a multi generational workforce - ceo roundtable
Surviving in a multi generational workforce - ceo roundtable
Surviving in a multi generational workforce - ceo roundtable
Surviving in a multi generational workforce - ceo roundtable
Surviving in a multi generational workforce - ceo roundtable
Surviving in a multi generational workforce - ceo roundtable
Surviving in a multi generational workforce - ceo roundtable
Surviving in a multi generational workforce - ceo roundtable
Surviving in a multi generational workforce - ceo roundtable
Surviving in a multi generational workforce - ceo roundtable
Surviving in a multi generational workforce - ceo roundtable
Surviving in a multi generational workforce - ceo roundtable
Surviving in a multi generational workforce - ceo roundtable
Surviving in a multi generational workforce - ceo roundtable
Surviving in a multi generational workforce - ceo roundtable
Surviving in a multi generational workforce - ceo roundtable
Surviving in a multi generational workforce - ceo roundtable
Surviving in a multi generational workforce - ceo roundtable
Surviving in a multi generational workforce - ceo roundtable
Surviving in a multi generational workforce - ceo roundtable
Surviving in a multi generational workforce - ceo roundtable
Surviving in a multi generational workforce - ceo roundtable
Surviving in a multi generational workforce - ceo roundtable
Surviving in a multi generational workforce - ceo roundtable
Surviving in a multi generational workforce - ceo roundtable
Surviving in a multi generational workforce - ceo roundtable
Surviving in a multi generational workforce - ceo roundtable
Surviving in a multi generational workforce - ceo roundtable
Surviving in a multi generational workforce - ceo roundtable
Surviving in a multi generational workforce - ceo roundtable
Surviving in a multi generational workforce - ceo roundtable
Surviving in a multi generational workforce - ceo roundtable
Surviving in a multi generational workforce - ceo roundtable
Surviving in a multi generational workforce - ceo roundtable
Surviving in a multi generational workforce - ceo roundtable
Surviving in a multi generational workforce - ceo roundtable
Surviving in a multi generational workforce - ceo roundtable
Surviving in a multi generational workforce - ceo roundtable
Surviving in a multi generational workforce - ceo roundtable
Surviving in a multi generational workforce - ceo roundtable
Surviving in a multi generational workforce - ceo roundtable
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Surviving in a multi generational workforce - ceo roundtable

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Presentation given 12/13/11

Presentation given 12/13/11

Published in: Education, Career
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  • jen
  • liz
  • liz
  • Transcript

    • 1. Surviving and Thriving in aMulti-Generational Workforce
    • 2. 1. Gain an understanding of different generations in the workforce and what makes each important on your team2. Develop a plan for managing different generations3. Identify effective strategies for working in multigenerational workplaces and teams
    • 3. 1st time in USHistory
    • 4. • Important events included: – The Great Depression – WWII – Disney releases it’s first animated feature (Snow White) – The Korean War – Sputnik went into OrbitYou might be a veteran if…• You have the ability to entertain yourself without a TV, in fact you remember the days before TV• Popular Technology: Radio
    • 5. • Important events included: – Man walks on the Moon – Civil Rights – Woodstock – Deaths of JFK and Martin Luther King – Vietnam War beginsYou might be a Boomer if you can complete these sentences…• When the Beatles first came to the U.S. in early 1964, we all watched them on the ______show• "Get your kicks, ________________”• Popular Technology: Television
    • 6. • Important events: – The Cold War (remember getting under your desk?) – Challenger Shuttle Explodes on Takeoff – Berlin Wall Dismantled – Fall of Communism in Eastern Europe – U.S. Troops go to Persian Gulf for the 1st time – AIDS IdentifiedYou might be a Gen Xer if…• Schoolhouse Rock played a HUGE part in how you actually learned the English language. – I know what a Bill (sittin’ up on Capital Hill) is thanks to that show!!Popular Technology: Computers
    • 7. • Important Events: – Death of Princess Diana – Death of Mother Teresa – Columbine – 9/11 – World Center Attacks – War begins in Iraq for a 2nd timeYou might be a Millennial if…• Blog, Myspace/Facebook, IM, text messaging, and other social media are a regular part of your daily life• Popular Technology: The internet, cell phones
    • 8. • Looking for meaningful work• Seeking challenge• Chance to prove themselves and show they can perform well• Enjoys contact with people• Desire to be in a position of responsibility• Resents being looked at as though they have no experience• Tends to be more job mobile• Less respectful of authority Who does this describe?
    • 9. Training and Development Journal Sorry Boomers, the other generations in the workforce didn’t like you when you started working!Every generation that enters the workforce makes waves!
    • 10. Veterans Boomers Gen Xers Millennials Career Build a legacy Build a stellar Build a portable Build parallel career career careers GoalsRewards Satisfaction of a job Money, title, Freedom is the Work that has well done recognition, ultimate reward meaning for me corner officeWork-Life Support me in Help me balance Give me balance Work isn’t shifting the balance everyone else and now! Not when everything. NeedBalance find meaning I’m 65 flexibility to myself balance my other activities Job Carries a stigma Puts you behind Is necessary Is part of the daily routineChangingTraining I learned the hard Train ‘em too The more they Continuous way, you can too! much and they’ll learn, the more learning is a way leave they’ll stay of life Source: When Generations Collide
    • 11. VeteransAssets: Experience, enhancedknowledge, dedication, focus, loyalty, stability, emotionalmaturity, perseverancePossible issues: Reluctant to buck the system, uncomfortable withconflict, may want to keep things the way they areMessages that Motivate: “Your experience is respected here”Rewards: Tangible symbols of loyalty, commitment, and serviceincluding plaques and certificatesMethods of Communication: Memos, letters and personal notes
    • 12. Baby BoomersAssets: Service orientation, dedication, teamperspective, experience, knowledgePossible issues: May put process ahead of resultsMessages that Motivate: “We need you”, “ Your opinion isvalued”Rewards: personal appreciation, promotion, and recognitionMethods of Communication: phone calls, personal interaction
    • 13. Generation XAssets: Adaptability, techno-literacy, independence, creativity, willingness to buck the systemPossible issues: Skeptical, may distrust authorityMessages that Motivate: “Do it your way”, “there aren’t a lot ofrules around here”Rewards: Free time, opportunities for development, certificationsto add to their resumesMethods of Communication: Voice mail, email
    • 14. MillennialsAssets: Collective action, optimism, ability to multi-task, andtechnologically savvyPossible issues: Need for supervision and structure, inexperience-particularly when dealing with difficult peopleMessages that Motivate: “Your work makes a huge differencehere”Rewards: Awards, certificates, tangible evidence of credibilityMethods of Communication: texting, instant messaging,
    • 15. FOCUS: on the similarities of the four generations. We all want to be successful in our careers. We all have hopes and dreams.•
    • 16. UNDERSTAND: the differences between the way the generations approach work.• OPTIMIZE: the strengths of each group: Traditionalists are loyal employees. Boomers are highly optimistic. X-ers value independence and flexibility. Millennials value teamwork and personal connection.
    • 17. REALIZE: the possible weaknesses of each generation. Younger workers may not see the potential hazards and pitfalls of business. They don’t have the knowledge of what has worked in the past and what has been a total failure.Older workers may be too focused on the way things have “always been done” and thus be resistant to accepting new procedures and new technologies.
    • 18. Jennifer Fisher, Program Manager jfisher@fwchamber.org Graduate Retention Program Twitter: JenfisherfwBlog: www.generationalsoup.com www.indianaintern.net

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