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How To Manage Across Four Generations
Kathryn Carlson
Product Director, HR Management
Questions?
If you have questions
during the presentation,
please submit them using
the “Questions”
feature.
Questions will...
Learning Objective
• Identify the generations in your dealership
and their unique needs
• Capitalize on the differing moti...
The Four Generations
Veterans, Silents, Traditionalist
63 years and older
Baby Boomers
42 to 63 years old
Generation X, Ge...
Defining the Generational Character
Traditionalist Baby Boomers GenY Millennials
Core Values Respect
Conformity
Discipline...
Workplace Character
Workplace Character
Workplace Character
Workplace Character
Workplace Character
Manage The Traditionalist
• Allow employee to set the rules of
engagement
• Ask what has worked in the past and fit
approa...
Manage the Baby Boomer
Help them use their time wisely
Asses their comfort level with technology in
advance
Demonstrate ho...
Manage the GenY
• Put all options on the table
• Be prepared to answer “why”
• Present yourself as an information provider...
Manage the Millennial
• Offer a plan that is specific to them
• Offer peer level examples when possible
• Be impressed wit...
What They Want
 Traditionalists want RESPECT
 Baby Boomers want SUCCESS
 GenYs want AUTONOMY
 Millennials want VALIDAT...
What Works For Everyone
• Establish objectives, goals and work plans
• Provide education and training in multiple
formats
...
Don’t Forget…
• Generational context is not just about age, but
common experiences
• Different is neither right nor wrong,...
Questions and Answers
Contact Information
19– KPA CONFIDENTIAL –
The recorded webinar and presentation slides will be emailed to
you today inclu...
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How To Manage Across Four Generations

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How To Manage Across Four Generations

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How To Manage Across Four Generations

  1. 1. How To Manage Across Four Generations Kathryn Carlson Product Director, HR Management
  2. 2. Questions? If you have questions during the presentation, please submit them using the “Questions” feature. Questions will be answered at the end of the webinar. Copyright © 2011 TK Carsites. All rights reserved. www.tkcarsites.com.
  3. 3. Learning Objective • Identify the generations in your dealership and their unique needs • Capitalize on the differing motivators for each generation • Identify and remove communication barriers • Facilitate respect and trust to ensure all generations feel valued and remain engaged
  4. 4. The Four Generations Veterans, Silents, Traditionalist 63 years and older Baby Boomers 42 to 63 years old Generation X, GenX 28 to 42 years old Generation Y, Millennials, Echo Boomers 27 years and younger
  5. 5. Defining the Generational Character Traditionalist Baby Boomers GenY Millennials Core Values Respect Conformity Discipline Optimism Involvement Skeptical Fun Informal Realism Confident Social Family Traditional Nuclear Disintegrating Latch-key kids Non-traditional Communication Phone One on One Written Phone “Call me anytime” Cell phone Email “don’t call me at home” Social media Cell phone “just text me” Education A dream A birthright A way to get there An expense Money Savers Pay Cash Buy now, pay later Cautious Earn to spend
  6. 6. Workplace Character
  7. 7. Workplace Character
  8. 8. Workplace Character
  9. 9. Workplace Character
  10. 10. Workplace Character
  11. 11. Manage The Traditionalist • Allow employee to set the rules of engagement • Ask what has worked in the past and fit approach to that experience when possible • Offer examples from other companies that are successful • Emphasize that you have seen a particular approach work in the past, DON’T highlight uniqueness • Let them help you define quality
  12. 12. Manage the Baby Boomer Help them use their time wisely Asses their comfort level with technology in advance Demonstrate how important team work is Emphasize that working with you will be a good experience for them When they make good decision offer lots of praise (this group likes to win) Follow up and check on a regular basis
  13. 13. Manage the GenY • Put all options on the table • Be prepared to answer “why” • Present yourself as an information provider • Use peers as testimonials when possible • Show them you enjoy your work • Follow up and meet your commitments • They expect you to follow through and will quickly lose respect if you don’t
  14. 14. Manage the Millennial • Offer a plan that is specific to them • Offer peer level examples when possible • Be impressed with their decisions (if appropriate) • They can’t get enough information, so offer up as much as possible • Allow them to set tasks and goals as much as possible
  15. 15. What They Want  Traditionalists want RESPECT  Baby Boomers want SUCCESS  GenYs want AUTONOMY  Millennials want VALIDATION
  16. 16. What Works For Everyone • Establish objectives, goals and work plans • Provide education and training in multiple formats • Give on-going coaching and feedback • Offer promotional and career development opportunities • Provide Freedom • Balance, 9-5 doesn’t cut it anymore
  17. 17. Don’t Forget… • Generational context is not just about age, but common experiences • Different is neither right nor wrong, just different • Different approaches to the same problem is a strength- highlight accordingly and seek common ground • Never make assumptions • Generational understanding does not take the place of concern for the individual
  18. 18. Questions and Answers
  19. 19. Contact Information 19– KPA CONFIDENTIAL – The recorded webinar and presentation slides will be emailed to you today including your local representative’s contact information. www.kpaonline.com kcarlson@kpaonline.com 866-228-6587

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