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Generations In Workplace

Presentation on increasing knowledge and understanding on the five generations in the workplace.

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Generations In Workplace

  1. 1. ALIGNING A MULT-GENERATIONAL WORKFORCE WITH YOUR AGENCY’S GOALS Presented by: Cathy Peterson, MA Human Services Resource and Training Company
  2. 2. DISCLAIMER <ul><li>One Size Does Not Fit All!! </li></ul>
  3. 3. OBJECTIVES <ul><li>Increase knowledge and understanding of the four generations. </li></ul><ul><li>Enhance comprehension of how generational differences affect the workplace. </li></ul><ul><li>Expand the capacity to manage diverse working styles across the generations. </li></ul>
  4. 4. What is a generation?
  5. 5. What is a generation? <ul><li>A grouping of people typically by birth years, that are defined by the historical and sociological experiences they have shared. </li></ul>
  6. 6. WHY DISCUSS THE WORKFORCE?
  7. 7. Why Discuss the Workforce? <ul><li>Create and maintain a high performance workforce </li></ul><ul><li>Four distinct age-based cohorts coexist in the workplace </li></ul><ul><li>Dramatic shift in the workplace </li></ul>
  8. 8. Workforce Statistics <ul><li>Workforce will grow more diverse: </li></ul><ul><li>37% increase for Asians </li></ul><ul><li>36% Increase for Latinos </li></ul><ul><li>17% increase for African Americans </li></ul><ul><li>6% Increase for Caucasians </li></ul>
  9. 9. Workforce Statistics <ul><li>50% of the workforce is age 40 and younger </li></ul><ul><li>The fastest growing segment of employees are aged 27 and younger. </li></ul><ul><li>Over the next 10 years, Another 10 million will enter the workforce. </li></ul>
  10. 10. Should Standards Change for Each Generation? <ul><li>Every employee should be held to the standard outlined for his/her job. </li></ul><ul><li>No adaptations should be made that compromises the integrity of the organization or diminishes the effectiveness of the organization to carry out its mission. </li></ul><ul><li>All employees should comply with policies and procedures set forth by the organization. </li></ul>
  11. 11. Workforce <ul><li>Silent ( 1922-1945) </li></ul><ul><li>Baby Boomers (1946-1954) </li></ul><ul><li>Generation Jones (1955-1965) </li></ul><ul><li>Generation X (1965-1977) </li></ul><ul><li>Nexters (1978-2000) </li></ul>
  12. 12. Who’s in Your Workforce?
  13. 13. Events Generation Icons Technology TV First Sex Silent Joe DiMaggio LP’s Payton Place Honeymoon Boomers Joe Namath 8 Tracks/ tape cassette Dallas Backseat Gen X Michael Jordan CD’s Melrose Place Online Nexters Lebron James IPods The OC Define Sex
  14. 14. Defining Events- Silent <ul><li>Great Depression </li></ul><ul><li>World War II </li></ul><ul><li>Cold War </li></ul>
  15. 15. Characteristics <ul><li>Work ethic= commitment, responsibility, conformity </li></ul><ul><li>Between heroes of WW2 and youthful rebellions of the 1960’s. </li></ul><ul><li>Suffocated children of the Great Depression </li></ul><ul><li>Strong loyalty to the organization </li></ul><ul><li>Don’t rock the boat </li></ul>
  16. 16. Core Values <ul><li>Dedication </li></ul><ul><li>Sacrifice </li></ul><ul><li>Hard Work </li></ul><ul><li>Conformity </li></ul><ul><li>Respect for authority </li></ul><ul><li>Patience </li></ul><ul><li>Delay reward </li></ul><ul><li>Duty before pleasure </li></ul>
  17. 17. Workstyle <ul><li>Quickly rose to the top and became the superiors of the great mass of baby boomers </li></ul><ul><li>Work ethic is based on commitment, Conformity </li></ul><ul><li>Not likely to rock the boat </li></ul>
  18. 18. Liabilities and Assets to the workplace <ul><li>Liabilities </li></ul><ul><li>Do not speak up when frustrated or see fault with superiors </li></ul><ul><li>Lack technological skills and reluctant to use them </li></ul><ul><li>Can be closed minded about any challenges to authority or patriotism. </li></ul><ul><li>Assets </li></ul><ul><li>Willing to wait for the big payoff </li></ul><ul><li>Can be relied on to complete a task assigned. </li></ul><ul><li>Extremely thorough </li></ul><ul><li>High adherence to code of honor and ethics . </li></ul>
  19. 19. Heroes <ul><li>Eleanor Roosevelt </li></ul><ul><li>President Franklin D. Roosevelt </li></ul><ul><li>Babe Ruth </li></ul><ul><li>Jackie Robinson </li></ul><ul><li>Joe DiMaggio </li></ul>
  20. 20. Employee- Silent <ul><li>Make up approximately 5% of the workforce. </li></ul><ul><li>Loyal– often found to have worked for only one employer. </li></ul><ul><li>Very comfortable with a top-down management style </li></ul><ul><li>May be motivated by a job well done. </li></ul><ul><li>Believe in “paying your dues” </li></ul><ul><li>Prefer a formal relationship with their manager </li></ul><ul><li>Expect to arrive on time to work, work hard and in return receive steady paycheck and job security </li></ul>
  21. 21. Defining Events- Baby Boomers <ul><li>Vietnam War </li></ul><ul><li>Woodstock </li></ul><ul><li>Women Rights </li></ul><ul><li>Watergate </li></ul><ul><li>Civil Rights Movement </li></ul><ul><li>Birth of Television </li></ul><ul><li>Deaths of President Kennedy, Robert Kennedy, Dr. Martin Luther King Jr. </li></ul>
  22. 22. Characteristics <ul><li>Invented the 60-hour work week </li></ul><ul><li>Passionately concerned about participation and spirit in the workplace </li></ul><ul><li>Bringing heart and humanity to the workplace. </li></ul><ul><li>Focus on team-based work </li></ul><ul><li>Strong loyalty to an organization </li></ul><ul><li>Driven </li></ul><ul><li>Sacrificed career for children or vice versa </li></ul>
  23. 23. Core Values <ul><li>Optimism </li></ul><ul><li>Team Orientation </li></ul><ul><li>Personal Gratification </li></ul><ul><li>Health and Wellness </li></ul><ul><li>Growth </li></ul><ul><li>Work </li></ul><ul><li>Involvement </li></ul>
  24. 24. Workstyle <ul><li>Attitude toward work- a career </li></ul><ul><li>Independent </li></ul><ul><li>Work long hours </li></ul><ul><li>Struggles with work-life balance </li></ul><ul><li>Overachievers </li></ul>
  25. 25. Liabilities and Assets in the Workplace <ul><li>Liabilities </li></ul><ul><li>Can be hung up on lines of supervision </li></ul><ul><li>Can be indirect in their communication </li></ul><ul><li>Require clearly define schedules and procedures </li></ul><ul><li>Assets </li></ul><ul><li>Loyal to the organization </li></ul><ul><li>Willing to work hard in order to achieve success </li></ul><ul><li>Enjoy input of teams </li></ul><ul><li>Genuinely care about co-workers </li></ul>
  26. 26. Heroes <ul><li>Gandhi </li></ul><ul><li>Martin Luther King Jr. </li></ul><ul><li>Mother Theresa </li></ul><ul><li>John and Jacqueline Kennedy </li></ul><ul><li>Bobby Kennedy </li></ul>
  27. 27. Employee- Baby Boomers <ul><li>Currently 45% of the workplace. </li></ul><ul><li>Willing to work long hours </li></ul><ul><li>Expect others to work long hours </li></ul><ul><li>Work is a high priority </li></ul><ul><li>Innovative and challenges the rules </li></ul><ul><li>Pay attention to relationship building </li></ul><ul><li>Value Teamwork </li></ul><ul><li>Prefer structured work style that includes regular communication. </li></ul>
  28. 28. Defining Events- Gen X <ul><li>Collapse of Communism </li></ul><ul><li>Missing children on Milk Cartons </li></ul><ul><li>Computers in Classroom </li></ul><ul><li>Recession </li></ul><ul><li>Persian Gulf War </li></ul><ul><li>Rodney King Incident </li></ul><ul><li>The Challenger </li></ul>
  29. 29. Characteristics <ul><li>Grew up quickly with increased divorce rates, violence and low expectations </li></ul><ul><li>Entering workforce approached downsizing and recession </li></ul><ul><li>Ambitious and independent </li></ul><ul><li>May appear to be less driven </li></ul><ul><li>General mistrust of politics and Government </li></ul><ul><li>Bore the brunt of personal sacrifice </li></ul>
  30. 30. Workstyle <ul><li>Internet Savvy </li></ul><ul><li>Embrace risk and prefer free agency </li></ul><ul><li>Jump from job to job are unwilling to conform to organizational demands. </li></ul><ul><li>Adopted the philosophy there are no guarantees </li></ul><ul><li>Want to be immediately valued for their skills. </li></ul><ul><li>Require more coaching and feedback than previous generations </li></ul>
  31. 31. Core Values <ul><li>Diversity </li></ul><ul><li>Thinking Globally </li></ul><ul><li>Balance </li></ul><ul><li>Fun </li></ul><ul><li>Informality </li></ul><ul><li>Self-reliance </li></ul><ul><li>Techno-literacy </li></ul>
  32. 32. Heroes <ul><li>Aren’t influenced by “real” heroes… Every time a hero emerged, skeletons from the closet surfaced </li></ul>
  33. 33. Liabilities and Assets <ul><li>Liabilities </li></ul><ul><li>Give needy employees less attention than they require </li></ul><ul><li>Show impatience with poor performers. </li></ul><ul><li>They don’t give respect just based on titles </li></ul><ul><li>Assets </li></ul><ul><li>Hold a strong work ethic </li></ul><ul><li>Bring a fresh perspective </li></ul><ul><li>Have a less need to be liked </li></ul>
  34. 34. Gen X <ul><li>Comprise 40% of the nation’s employees </li></ul><ul><li>Typically have little trust in the system </li></ul><ul><li>Freedom is important. </li></ul><ul><li>Credited with bringing work-life balance to the workplace. </li></ul><ul><li>First generation of free agents </li></ul><ul><li>Impatient with meetings. </li></ul><ul><li>Value honesty and respect over authority. </li></ul><ul><li>Are masters of multi-tasking </li></ul>
  35. 35. Workstyle <ul><li>Raised in the comfort of the internet </li></ul><ul><li>Pragmatic and hardworking </li></ul><ul><li>Want to be paid volunteers </li></ul><ul><li>Want to join an organization because they want to </li></ul><ul><li>Work on their own terms </li></ul>
  36. 36. Characteristics <ul><li>Baby on Board </li></ul><ul><li>Beneficiaries of hands-off parenting </li></ul><ul><li>Coddled and confident </li></ul><ul><li>Technologically savvy </li></ul><ul><li>Strong volunteerism </li></ul><ul><li>Inclusive </li></ul><ul><li>They like their parents </li></ul>
  37. 37. Core Values <ul><li>Optimism </li></ul><ul><li>Civic Duty </li></ul><ul><li>Confidence </li></ul><ul><li>Achievement </li></ul><ul><li>Sociability </li></ul><ul><li>Morality </li></ul><ul><li>Street Smart </li></ul><ul><li>Diversity </li></ul>
  38. 38. Liabilities and Assets <ul><li>Liabilities </li></ul><ul><li>Distaste for menial work </li></ul><ul><li>Lack of skills for dealing with difficult people </li></ul><ul><li>Impatience </li></ul><ul><li>Assets </li></ul><ul><li>Multitasking </li></ul><ul><li>Goal Orientation </li></ul><ul><li>Positive attitude </li></ul><ul><li>Collaboration </li></ul>
  39. 39. Heroes <ul><li>Bill Gates </li></ul><ul><li>NYC Firefighters </li></ul><ul><li>The American Women’s Soccer Team </li></ul>
  40. 40. Employee- Nexters <ul><li>Comprised 10% of the workforce. </li></ul><ul><li>Prefer a casual relationship with supervisor </li></ul><ul><li>Wanting to make a difference and knowing their work has value. </li></ul><ul><li>Adaptable and open </li></ul><ul><li>Comfortable about diversity </li></ul><ul><li>Expect to be treated as equals </li></ul>
  41. 41. What are the Commonalities? <ul><li>Everyone wants to succeed. </li></ul><ul><li>Everyone wants to feel valued. </li></ul><ul><li>People want to be kept in the know about matters that concern them. </li></ul><ul><li>Communication </li></ul>
  42. 42. Activate Careers <ul><li>Encourage employees to talk freely and open about their career aspirations. </li></ul><ul><li>Provide feedback </li></ul><ul><li>Schedule career discussions with all team members </li></ul><ul><li>Help build skills </li></ul><ul><li>Provide feedback </li></ul>
  43. 43. Change the Organization to Prevent Job Stress <ul><li>Ensure that the workload is in line with worker’s capabilities and resources. </li></ul><ul><li>Design jobs to provide meaning, stimulation, and opportunities for workers to use their skills. </li></ul><ul><li>Clearly define worker’s roles and responsibilities. </li></ul><ul><li>Provide opportunities for social interaction among workers. </li></ul>
  44. 44. How can you provide social interaction among staff?
  45. 45. Managing Multigenerational Employees <ul><li>Provide employees with opportunities to introduce new ideas. </li></ul><ul><li>Strive to be flexible. Offer flexible ways for employees to learn. </li></ul><ul><li>Understand that younger generations do not relate to what may be perceived as workaholics. </li></ul><ul><li>Appeal to the need for self-reliance and meaning in their work. </li></ul>
  46. 46. Work/Life Balance Agency Benefits <ul><li>Studies on work/life balance programs have reported such benefits as: </li></ul><ul><li>Attracts new employees </li></ul><ul><li>Helps retain staff </li></ul><ul><li>Builds diversity in skills and personnel </li></ul><ul><li>Improves morale </li></ul><ul><li>Reduces sickness and absenteeism </li></ul><ul><li>Encourages employees to show more initiative and teamwork </li></ul><ul><li>Decreases stress and burnout </li></ul>
  47. 47. Work/Life Examples <ul><li>On-site childcare centers </li></ul><ul><li>An eldercare information and referral program </li></ul><ul><li>An employee healthcare center </li></ul><ul><li>Wellness programs </li></ul><ul><li>ATM’s in your building </li></ul><ul><li>Reduce prices for soda, juice, and bottled water </li></ul><ul><li>Emergency Childcare Assistance </li></ul><ul><li>Seasonal childcare programs </li></ul><ul><li>Onsite seminars and workshops ( nutrition, stress, smoking, Etc.) </li></ul>
  48. 48. Aligning the Generations <ul><li>Understand your workforce. </li></ul><ul><li>Build and maintain a balanced workforce. </li></ul><ul><li>See how each generation fits into your current mission and goals and find ways to bring out the best in them. </li></ul>
  49. 49. Conclusion <ul><li>Seek to understand each generation. </li></ul><ul><li>Develop generational sensitive styles. </li></ul><ul><li>Develop the ability to flex a communication style to accommodate each group. </li></ul><ul><li>Use the differences to enhance the work of the entire team. </li></ul>

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