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Victor Hurdle presented Multigenerational Awareness and the onslaught of social media in the workplace to the Pottstown SHRM chapter on May 20, 2010

Victor Hurdle presented Multigenerational Awareness and the onslaught of social media in the workplace to the Pottstown SHRM chapter on May 20, 2010

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  • Susan Take a moment to think for yourself, what events shaped who you have become? Example – Traditionalists, came into the world during the great depression. This generation is therefore conservative disciplined and view work as a privilege Our next generation may carry some of the same values, due to the current market conditions and downsizing. Traditionalists: this group is roughly 75 million people influenced by the Great Depression, Roaring 20s, World War I, World War II, the Korean War, John Wayne and Joe DiMaggio. Baby boomers: this group is roughly 80 million people influenced by suburbia, TV, Vietnam, Watergate, protests, Martin Luther King Jr., Benjamin Spock, sex, drugs and rock ’n’ roll. They are optimistic and future oriented. At work they are committed to making things different – want a voice and ability to have impact in company. Prove their worth Generation X: , this group is roughly 46 million people influenced by “Sesame Street,” MTV, increasing divorce rates, latch-key childhoods, 3 mile island, Berlin wall falling. Want flexible yet results driven organizations. Enjoy measurable results and process improvement. Generation Y: , roughly 76 million people influenced by digital cameras, war in Iraq, OKC bombing, world trade center attacks, more exposure to diversity. Had close supervision very busy in school – parents acted as advocates. Arrive on the job with higher expectations than anyone – their whole life has been infused with technology where the click of the mouse will get you want you want.
  • Susan
  • Will Furey
  • Al
  • Lead by example Rules aren't enough. Leaders should model the behavior they would like to see their employees take. A corollary to this rule: don't delegate social media to interns or people who can't possibly represent your culture and brand. Build your policies around job performance, not fuzzy concerns about productivity. If your employees are using Facebook at work, they are also likely checking work e-mail after dinner or at odd hours of the day. Don't ask them to give up the former if you expect them to continue the latter.  Encourage responsible use Encourage employees to use social tools to engage and interact with one another and with customers. In all likelihood they are already using the social Web. The difference is that currently they are using these tools without any guidance. Grant Equal Access Don't block your employees from any site that is already talking about your products or that you would like to see talking up your products (YouTube, Facebook, Twitter, blogs and so on.).   Provide Training The social Web is a cultural phenomenon; don't go there without a guide. Consider providing some form of education for your employees (including discussion about what tools are available, how to use them and what are the prevailing cultural norms for use).  Begin from a Position of Trust While there are possible negatives involved in having employees on the social Web, most employees have common sense.
  • Listen before you talk Before entering any conversation, understand the context. Who are you speaking to? Say who you are In responding to any work-related social media activities always disclose your work relationship. Show your personality You weren't hired to be an automaton. Be conversational while remaining professional.  Respond to ideas not to people In the context of business, always argue over ideas not personalities. Don't question motives but stay focused on the merit of ideas. Know your facts and cite your sources When making claims, always refer to your sources, using hyperlinks when possible.  Stay on the record Everything you say can (and likely will) be used in the court of public opinion--forever. If you respond to a problem, you own it If you become the point of contact for a customer or employee complaint, stay with it until it is resolved.

Transcript

  • 1. Multigenerational Awareness &
    • the onslaught of Social Networking
    • in the workplace.
  • 2. Multigenerational Awareness
  • 3.
    • Every generation is influenced by its period's economic, political and social events--from the Great Depression to the civil rights and women's movements to the advent of television and advanced computer technologies—
      • Traditionalists (born 1922-1943)
      • Baby Boomers (born 1943-1960)
      • Generation X (born 1960-1980)
      • Millenials (born 1980-2000)
    Why Are We So Different?
  • 4. The Power of Four This is the first time in American history that we have had four different generations working side-by-side in the workplace. These four generations often collide, as their paths cross. Each generation has distinct attitudes, behaviors, expectations, habits, and motivational buttons. They have different values, different ideas, different ways of getting things done, and different ways to communicating in the workplace.
  • 5. Came into the world during the great depression. This generation is therefore conservative disciplined and view work as a privilege. Their strong work ethic, discipline, stability and experience make them invaluable employees. Veterans
  • 6. Baby Boomers Grew up in the post-World War II era. Their formative years were marked by global rebuilding and recovering economies. The mood of the time was optimist and future oriented. Boomers arrive on the job committed to making things better.
  • 7. Generation X Grew up in a time when their parents (Baby Boomers) devoted themselves to business and careers. Many were ‘latch key kids’ or raised by their grandparents (Veterans). They decided they would not sacrifice their families for the sake of a job.
  • 8. Millennials Came of age in a world of layoffs and corporate scandals, fostering the belief that businesses in general, and big businesses in particular, value their own financial gain far above all else, and that business talk about the importance of people is largely insincere.
  • 9. Generational Characteristics
      • Just Do It
      • Respect Authority
      • Work to Live
    Linear Thinker
      • Duty First
    VETERANS (over 60)
      • Job Satisfaction Important
      • Likes Informality
      • Embraces Diversity
      • Work Life Balance
    Generation X (25-40) Work hard/Get to Top Accepts Authority
      • Results Oriented
      • Maximum Effort
    BABY BOOMERS(40-60) Prefers written communication
      • Flexibility
      • Teamwork
      • Technology Savvy
    Millenials (under 25)
  • 10. We think differently:
    • Veterans: Work comes first. It’s a privilege to work!
    • Baby boomers: Work, work, work. It’s what we’re about. That’s how we get ahead!
    • Gen Xers: Work more with flexibility. Need time for Family! Work even more? Let’s talk!
    • Millennials: Work flexibly anywhere, but I need complete access to information and the answer to ‘Why?’ Work anytime … on my terms. Work even more? That is so lame. I’m texting all my friends to tell them how lame you are!
  • 11. So What Makes Us Different?
    • What we think is a good way to recognize excellence
    • How we know if we are doing a good job
    • Work processes we use to work better/more effectively
    • How we think we should grow in our
      • Jobs
    • How we like to communicate and how
    • we like to give/receive information
  • 12. Questions to think about:
    • How do you communicate effectively with different generations?
    • How do you motivate?
    • How do you recognize achievement?
    • How do you take advantage of skill levels and get the most out of your staff?
    • How do you deliver expectations and accountability?
  • 13. When Generations Fail To Communicate
    • May impact turnover rates
    • May impact tangible costs (i.e. recruitment, hiring, training, retention)
    • May impact intangible costs (i.e. morale)
    • May impact grievances and complaints
    • May impact perceptions of fairness & equity
  • 14. How to Manage Communicating More Successfully
    • Think Flexibly
    • Realize that they want to work with friends – their colleagues with complementary skills
    • Show them that you respect what they bring to the table
    • Let them have fun
    • Don’t take it all so seriously; show a sense of humor
    • Challenge and stretch their minds with a variety of assignments
    • Lead them as professionals, not as a know-it-all. Show them how to avoid mistakes
    • Be a mentor
  • 15. Is Social Media a fad?
  • 16. Who’s Participating?
    • Do you have a Myspace account?
      • Facebook?
      • Flickr or Picasa?
      • Linked In?
      • StumbleUpon?
      • Digg?
      • Reddit?
    • Have you ever searched for something on Wikipedia?
      • Yahoo?
      • Google?
      • Ask?
      • Bing?
    • Do you read blogs?
    • Do you use a RSS reader like Google, Newsgator or Bloglines?
    • Have you submitted content to a social network?
    • Has your content become “popular” or hit the front page?
    • Do you or a client of yours do social media marketing?
  • 17.  
  • 18. What is social media?
      • “ Social media describes the online technologies and practices that people use to share content, opinions, insights, experiences, perspectives, and media themselves.”
        • Social Media is…
        • Editable
        • Popular
        • A conversation
        • Fast
        • Historical
    • Ironic Source: http://en.wikipedia.org/wiki/Social_media
  • 19. Great… but what IS Social Media?
    • • It's about people
    • • It's about community
    • • It's about participation
    • • The shift from monologue to dialog
    • • It has changed traditional media and marketing
    • • But, its more than media; it’s influence
  • 20. What is a Social Network?
    • A social network is a social structure made of nodes... In its simplest form, a social network is a map of all of the relevant ties between the nodes.
    • The network determines the social capital of participants.
    • Social capital explains how some people gain more success in a particular setting through their superior connections to other people.
  • 21. How does Social Networking work?
    • It’s about sociology and human behavior.
    • Sociology is the “force” behind social media and technology simply provides the tools to facilitate conversations online.
    • Technology also exasperates the ability to transcend word of mouth into viral marketing aka world of mouth.
  • 22. Experiment With Social Networking
    • Experiment personally before professionally
    • Try a variety of social media tools
    • Be yourself , make some friends , and share
  • 23. Make Social Networking Central
    • Spend time upfront planning how you will use social media
    • Think POST :
      • P eople
      • O bjectives
      • S trategy
      • T echnology
  • 24. Be Transparent & Honest
    • Don’t be fake!
    • Don’t manipulate!
    • Don’t try to control the conversation.
    • Don’t dominate.
    • Don’t avoid.
  • 25.
    • Don’t be afraid to share. Corporations, like people, need to share information to get the value out of social media
    • Make your content easy to share
    • Incorporate tools that promote sharing:
      • Share This, RSS feeds, Email a friend, ’Tweet’
    Share Your Content Information Architecture Knowledge Management Systems Social Networks
  • 26.
    • Don't shout . Don't broadcast . Don’t brag .
    • Speak like a human – not like corporate marketing, or a press secretary
    • Relate your brand – give people something they can relate to.
    Be Personal and Act Like a Person
  • 27.
    • Think like a contributor , not a marketer
    • Consider what is relevant to the community before contributing
    • Don’t promote your product on every post
    • Win friends by promoting other people’s content if it interests you
    Contribute in a Meaningful Way
  • 28.
    • Don’t respond to all negative criticism.
    • Don’t delete or remove criticism
    • Listen to your detractors
    • Admit your shortcomings
    • Work openly towards an explanation and legitimate solution
    Learn to Take Criticism
  • 29.
    • Don’t wait until you have a campaign to launch - start planning and listening now
    • Build relationships so they’re ready when you need them
    Be Proactive
  • 30. 10 Steps TO SOCIAL MEDIA Credibility
  • 31. 10 Steps to Social Media Credibility 1. Read 2. Know what you are talking about 3. Participate 4. Contribute 5. Engage 4. Be a resource, but a used car salesperson 7. Listen 8. Learn 9. Respect your communities you engage 10. Connect with people
  • 32. Social Web Guiding Principles for Employers :
    • Lead by example.
    • Build your policies around job performance, not fuzzy concerns about productivity.
    • Encourage responsible use.
    • Grant Equal Access.
    • Provide Training.
    • Begin from a Position of Trust.
  • 33. Social Web Guiding Principles for Employees
    • Listen before you talk.
    • Say who you are.
    • Show your personality.
    • Respond to ideas not to people.
    • Know your facts and cite your sources.
    • Stay on the record.
    • If you respond to a problem, you own it.
  • 34.
    • Thank you!