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Trust in a Multi Generational Workforce


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For the first time in the history of American business, four very different generations are working side by side and/or remotely in your corporation. Each generation brings its strengths as well as its perspectives. Understanding the differences between these generations can help businesses plan for change, implement new programs, and capture the different interests of its employees to ensure higher productivity and morale and ultimately profits.

This Webinar will discuss the characteristics of the four generations and their strengths: the Veteran, the Baby Boomer, the X Gen and the Millenniums. It will also highlight what each generation values and trusts and where there are potentials for trust erosion due to different perceptions and expectations. Executives will gain recommendations on how to honor the generational differences and utilize the strengths to create a high trust work environment which is productive and profitable. Learn how to work better and win in this economy within a multigenerational environment!

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Trust in a Multi Generational Workforce

  1. 1. Trust in a Multi-Generational Workforce Cynthia Olmstead President TrustWorks Group, Inc. Rose Avila Principal Consultant RMA Consulting, Inc.
  2. 2. Objectives <ul><li>Understand Generational Distinctions </li></ul><ul><li>What is Trust? </li></ul><ul><li>Create a Common Language </li></ul><ul><li>Bridge the Generational Trust Gap </li></ul>
  3. 3. Are You Ready?
  4. 4. Do You Know? Quiz <ul><li>JK </li></ul><ul><li>BFFL </li></ul><ul><li>GTG </li></ul><ul><li>LOL </li></ul><ul><li>WYCM </li></ul><ul><li>BRB </li></ul><ul><li>OMG </li></ul>?
  5. 5. Today’s Workplace <ul><li>Multi-generational: 4 generations </li></ul><ul><li>Multi-diverse: ethnicity, age, cultural backgrounds </li></ul><ul><li>Multiple value systems </li></ul><ul><li>Multiple motivations </li></ul>
  6. 6. Typical Generational Comments “ He has a poor work ethic.” “ Just can’t find good workers today; no one wants to work 8 hours a day.” “ I want to coach my kid’s little league team but my boss won’t let me.” “ Can’t you see that the Internet can increase our revenues by 20% each year?” “ Get a life! There is more to life than work.”
  7. 7. Poll Question <ul><li>What generation are you? </li></ul><ul><ul><li>Born before 1946 □ </li></ul></ul><ul><ul><li>Born between 1946 – 1964 □ </li></ul></ul><ul><ul><li>Born between 1965 – 1980 □ </li></ul></ul><ul><ul><li>Born after 1980… □ </li></ul></ul>
  8. 8. Traditional Generation Age: 64-87 Born: 1922 – 1945 10% of workforce
  9. 9. Baby Boomers Age: 45 - 63 Born: 1946 – 1964 44% of workforce “ Live to Work”
  10. 10. Gen Xers Age: 29 - 44 Born: 1965 – 1980 34% of workforce “ Work to Live”
  11. 11. Gen Yers/Millennials Age: <28 Born: 1981 – 2004 >12% of workforce “ Work My Way”
  12. 12. Different Outlooks, a good thing <ul><li>Veterans : </li></ul><ul><li>Value : tradition; loyalty; hard work; structure </li></ul><ul><li>Motivated by : “job well done” </li></ul><ul><li>Boomers : </li></ul><ul><li>Value : work, work, work to get ahead; achieving success </li></ul><ul><li>Motivated by : symbols of achievement, e.g. titles, promotions; salary increases, special perks </li></ul>Gen-Xers : Value : freedom; flexibility; change; fun; life balance Motivated by : informality; regular feedback; learning, training, immediate recognition Gen-Yers : (Millennials) Value : making a difference; knowing that their work is meaningful; challenge Motivated by : civic duty; morality; social justice
  13. 13. So, what does Trust have to do with this?
  14. 14. <ul><li>Based on… Perceptions </li></ul><ul><li>Behaviors </li></ul>
  15. 15. Workplace Perceptions <ul><li>For example: </li></ul><ul><li>Traditionalists: linear focused </li></ul><ul><li>Boomers: highly success oriented, competitive </li></ul><ul><li>Gen Xers: work-life balance; flexible work place </li></ul><ul><li>Millenniums: global is local, cause driven; multi tasking </li></ul>
  16. 16. A Framework for Generations <ul><li>A common language that helps us get past generational perceptions </li></ul><ul><li>Provides common reference point for each other </li></ul><ul><li>Takes away the temptation to stereotype and/or perform “character assassinations” </li></ul>
  17. 17. Gen Xers Want … <ul><li>INVOLVEMENT: Engaged in offering ideas and solutions </li></ul><ul><li>TRAINING, FEEDBACK, MENTORING </li></ul><ul><li>RESPECT: work space, time, consideration, allowed to get own needs met </li></ul><ul><li>FULL DISCLOSURE: fairness, ethical, honest data </li></ul><ul><li>GOALS, DEADLINES, FOLLOW-THROUGH </li></ul>
  18. 18. Workplace Challenges <ul><li>Create a work environment that supports and integrates the needs of multi-generations </li></ul><ul><li>Build leadership that knows how to communicate </li></ul><ul><li>Embrace differences </li></ul><ul><li>Maintain trust across generations </li></ul>
  19. 19. The Workforce of the Future <ul><li>Fostering collaboration among the generations should be part of the process within each phase of work. </li></ul><ul><li>~ Robert Wendover Crossing the Generational Divide </li></ul>“ ”
  20. 20. Please join us for our Next Webinar <ul><li>How to Rebuild Trust After Downsizing </li></ul><ul><ul><li>Tuesday, May 5, 2009 </li></ul></ul><ul><ul><li>9:00 AM - 9:45 AM PST </li></ul></ul>
  21. 21. Want more information? <ul><ul><li>Contact us at: 619-295-5678 </li></ul></ul><ul><ul><li>or </li></ul></ul><ul><ul><li>Visit us at </li></ul></ul><ul><ul><li> </li></ul></ul><ul><ul><li>to learn more about TrustWorks programs for your workplace, certified facilitator training or other consulting services. </li></ul></ul><ul><ul><li>Thank you for joining us! </li></ul></ul>
  22. 22. Trust in a Multi-Generational Workforce Cynthia Olmstead President TrustWorks Group, Inc. Rose Avila Principal Consultant RMA Consulting, Inc.