Bridging the Generational Gap

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It is a short presentation on how the generational gap is affecting the workplace.
It is about Diversity in the workplace and how to capitalize on these differences.

Published in: Business

Bridging the Generational Gap

  1. 1. By Sahar Andrade, Sahar Consulting, LLC Bridging the Generational Gap.
  2. 2. Deloitte research into workforce trends related to the Mass Career Customization initiative. Your Logo Demographics Changing in the US How does the workplace looks like?
  3. 3. Your own footer Your Logo Traditionally, different generations rarely intermingled. They worked together, but rarely at the same level. Positions once held by older employees are often filled by younger people, and older employees switching careers may occupy roles formerly held by younger employees. The principal issue really going on between the generations is Credibility: Can they do the job? Mixing generations has its advantages and it challenges, as each generation has its own strengths. Clash of communication styles and work ethics that can create cultural chaos, it lies in integrating the older and younger generations strong points. Why should we care?
  4. 4. Can result in: Ignoring the Generational gap Your Logo •Conflicts and miscommunications will arise. •Frustration and low morale will result in absenteeism, loss of talents and top performers, high turn over, low productivity, meaning decreased revenues and bottom line dollars. •The best case scenario is keeping a status quo. •Organization will continue to work below its potential. •Increased tangible and intangible costs. •Competition will thrive especially if they are bridging the gap. •It doesn’t have to be that way . . .
  5. 5. Your Logo Bridging the Generational Gap • Generational generalities cut across racial, ethnic, and economic differences. Generations members all share the same era they lived in as news events, music, national catastrophes, heroes, and heroic efforts. Childhood experiences helped shape each generation’s future, and often held tightly to age-based values, thoughts, passions, and ideals • What is “right” for one generation is often in conflict with what is “right” for another generation. Overview
  6. 6. The 4 Generations at the workplace Generations who? Your Logo Generation X: Born between 1965 and 1975 and are between 35 and 45 years old. The Matures Generations or Veterans: Born between 1927 and 1945 and are between 65 and 83 years old. This is an example text. Go ahead and replace it The Baby Boomers Generation: Born between 1946 and 1964 and are between 46 and 64 years old. Generation Y: Born between 1976 and early 1980’s and are between 28 and 34 years old. ✓ 4 3 2 1
  7. 7. Your Logo The Matures Generation • Patriotism • Families • The Great Depression • WW II • Hiroshima • Korean War • Golden Age of Radio • Silver Screen • Rise of labor unions ERA
  8. 8. Your Logo Baby Boomers • Prosperity after great depression • Television and Woodstock • Assassinations of the John and Bob Kennedy as well as Martin Luther King Jr. • Vietnam War • Civil Rights movement • Cold War • Women’s Liberation • The Space Race ERA
  9. 9. Your Logo Generational X • Watergate, Nixon resigns • Single-parent homes/ High Divorce • Latchkey kids • MTV • AIDS • Computers/ Internet • Challenger disaster • Fall of Berlin Wall • Wall Street frenzy • Persian Gulf Glasnost, Perestroika ERA
  10. 10. Your Logo Generation Y/ Millennials • 9/11 Events • Iraq and Afghanistan War • Technology/ Social Media • Cell phones, and instant messaging • Columbine school shooting violence • Oklahoma city bombing • Reality TV shows • Multiculturalism/ Diversity • Girls’ Movement • Corporate Greed ERA
  11. 11. Your Logo First Things First Traits and Characters of each generation •They want to build a legacy •To recruit Matures: Offer them flexible schedules, talk about the past and the future, tell them how they can help the customers •To retain them: They are used to work for companies that take care of their employee and they are very loyal. Show them respect and acknowledge their value and experience •They hardly challenged authority •Separated their work from their families •They seek balance in their lives if supported •They look to retirement as an award Career Goals, Recruiting, retention, families, and retirement of Matures
  12. 12. Your Logo First Things First Traits and Characters of each generation •They want to a stellar career •To recruit Boomers: Offer them title, status, emphasize company values, communicate how they can contribute to the product/ people. They prefer a flexible schedule •To retain them: Recognize their achievements in public, advance their careers, provide challenging work. Offer them a good team •They hardly challenged authority •Work is more important than families, no matter what it took. It is a “ME” generation •They want help everyone else find balance •They look to retirement as a tool Career Goals, Recruiting, retention, families, and retirement of Baby Boomers
  13. 13. Your Logo First Things First Traits and Characters of each generation •They want to build a portable career •To recruit GEN X: Need creative environment, diverse work experiences. Show them how they can contribute to the future plans. They prefer a flexible schedule •To retain them: Offer them off time as reward as well as money. Don’t micromanage them, offer them technology. Open communication. •They challenge authority and flex the rules •Family is more important than work, the latch key kids gave back to their kids. •They want balance NOW. •They look to retirement as a new life. Career Goals, Recruiting, retention, families, and retirement of GEN X
  14. 14. Your Logo First Things First Traits and Characters of each generation •Build parallel career •To recruit GEN Y: New diverse opportunities, show how company is socially responsible •To retain them: Provide immediate, constant feedback, mentor them. Want to work with other creative people, like to work in open spaces. Communicate clear objectives. Emphasize their ability to make a difference. Use technology to deliver information. Provide interesting, meaningful work. •They redefine the rules •Close to their families might still live with them •They need flexibility to live the life they want. Career Goals, Recruiting, retention, families, and retirement of GEN Y
  15. 15. To get results, Diversity training and a continuous culture of inclusion are a must. Your Logo Where to start As with Cultural differences, Diversity. age difference is another trait of Bridging the generational gap takes a savvy leadership team; one capable of capitalizing on the differences and similarities of each generation in the work environment.
  16. 16. To Build Cooperation Between Generations Know the following Your Logo Culture Ethos Work and families Ethos Values/ beliefs of each generation Better communications and cooperation with each other
  17. 17. Your Logo How to build a culture of Inclusion To build an inclusion culture: •Know the demographics- externally and internally •Demonstrate respect and recognition •Open channels of communications and dialogue •Participative problem solving and decision making •Comprehensive leadership of all generations •Build on strengths, understand and appreciate them •Offer options •Transfer knowledge from older generation to younger ones as they have a tendency to keep all their knowledge and experience in their heads •Be creative and respond to generational Diversity Picture credit to corporate training shop
  18. 18. Your Logo Advantages of multi-generational Workforce •Begin with a culture of inclusion! •Teams can gain an edge by utilizing their wealth of experience and talent of each generation. Older employees to learn to trust and leverage the younger ones skills. •Understanding the key themes for each age group can build a base for understanding and can reduce stereotypes, prejudice and discrimination. Build active engagement •Increased innovation and creativity by sharing experiences, ideas, skills and perspectives bringing new solutions and opportunities for a competitive edge •Mentoring and reverse mentoring: To fill the gaps of experience in each generation, and avoid the old mistakes.
  19. 19. Your Logo Advantages of a multi-generational Team •The team can attract and retain talented people of all ages. •The team is more flexible. •The team can gain and keep greater market share because its members reflect a multi- generation market. •Decisions are stronger because they’re broad-based. •The team is more innovative. •The team can meet the needs of a diverse public
  20. 20. Your Logo Solutions • Start with a generational audit to grasp your internal demographics • Conduct Diversity training and/ or leadership/ team building communications workshops • Bring out the best in each of the employees, adapt to the styles and preferences of a multi-generational workforce and look through a generational filter to consider actions with employees. • Host a Generational Awareness Week. Post photos that represent the generations. Include icons and popular expressions. Play music that is popular to each generation For a multi-generational workforce
  21. 21. Your Logo Solutions (Cont.) • Write four versions—one for each generation— of an Employee Value Proposition, in a way to match each generation’s values, wants and needs. organization. • Review the benefits package, match them to appeal to each single generation. • Design three rewards specific to each single generation. • Review the makeup of the Board of Directors. To make sure they match the company’s DNA • Learn about other generations beside yours. Ask questions, learn history, characters, motivation, and work preferences. Respect others. For a multi-generational workforce
  22. 22. Your Logo Solutions (Cont.) • Put yourself in the other person shoes. Think of a conflict with someone from a different generation, and filter the situation through their lens. • Ask employees from the 4 different generations about their ideal manager characters. Then, create profiles of four ideal managers—one for each generation. What do all the profiles have in common? Where do they differ? • How to apply these findings For a multi-generational workforce
  23. 23. Your Logo About the Author • Sahar Andrade, specializes in global diversity & Social Media Public Speaking. She also facilitates training workshops for leadership skills, Bridging generational gap, Cultural competence, International business etiquettes, and Diversity. She brings a unique set of skills and experience to the multicultural consulting, training and marketing environment. She speaks 5 languages, has been quoted in magazines and books as well as being interviewed few times on the radio. • She writes the “Diversity café” column for Technorati • Her clients include City of West Hollywood, and City of Burbank. She also did work overseas for 500 fortune companies Sahar Andrade www.saharconsulting.com www.linkedin.com/in/saharandarde www.facebook.com/saharconsulting www.twitter.com/saharconsulting.com
  24. 24. THANK YOU! Sahar Andrade www.saharconsulting.com (818) 861 9434 Diversity starts at Home. Your Logo

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