Manging Multiple Generations in the Workplace


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Presentation to Supervisors on how to manage a multi-generational workforce

Published in: Business, Career
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Manging Multiple Generations in the Workplace

  1. 1. 1. Discuss management styles and indentify your personal style2. Gain an understanding of different generations in the workforce and what makes each important on your team3. Develop a plan for managing different generations and personalities4. Learning appropriate interview questions
  2. 2. 1st time in USHistory
  3. 3. • Important events included: – The Great Depression – WWII – Disney releases it’s first animated feature (Snow White) – The Korean War – Sputnik went into OrbitYou might be a veteran if…• You have the ability to entertain yourself without a TV, in fact you remember the days before TV• Popular Technology: Radio
  4. 4. • Important events included: – Man walks on the Moon – Civil Rights – Woodstock – Deaths of JFK and Martin Luther King – Vietnam War beginsYou might be a Boomer if you can complete these sentences…• When the Beatles first came to the U.S. in early 1964, we all watched them on the ______show• "Get your kicks, ________________”• Popular Technology: Television
  5. 5. • Important events: – The Cold War (remember getting under your desk?) – Challenger Shuttle Explodes on Takeoff – Berlin Wall Dismantled – Fall of Communism in Eastern Europe – U.S. Troops go to Persian Gulf for the 1st time – AIDS IdentifiedYou might be a Gen Xer if…• Schoolhouse Rock played a HUGE part in how you actually learned the English language. – I know what a Bill (sittin’ up on Capital Hill) is thanks to that show!!Popular Technology: Computers
  6. 6. • Important Events: – Death of Princess Diana – Death of Mother Teresa – Columbine – 9/11 – World Center Attacks – War begins in Iraq for a 2nd timeYou might be a Millennial if…• Blog, Myspace/Facebook, IM, text messaging, and other social media are a regular part of your daily life• Popular Technology: The internet, cell phones
  7. 7. • Form generational groups• Brainstorm 5 positive and 5 negative characteristics of other generations• Create a list of what you don’t understand about other generations approach to work. – Bring cards to front when finished• Within your group, do the characteristics written accurately describe you? – Choose a spokesperson to explain your answer
  8. 8. • Looking for meaningful work• Seeking challenge• Chance to prove themselves and show they can perform well• Enjoys contact with people• Desire to be in a position of responsibility• Resents being looked at as though they have no experience• Tends to be more job mobile• Less respectful of authority Who does this describe?
  9. 9. Training and Development Journal Sorry Boomers, the other generations in the workforce didn’t like you when you started working!Every generation that enters the workforce makes waves!
  10. 10. Veterans Boomers Gen Xers Millennials Career Build a legacy Build a stellar Build a portable Build parallel career career careers GoalsRewards Satisfaction of a job Money, title, Freedom is the Work that has well done recognition, ultimate reward meaning for me corner officeWork-Life Support me in Help me balance Give me balance Work isn’t shifting the balance everyone else and now! Not when everything. NeedBalance find meaning I’m 65 flexibility to myself balance my other activities Job Carries a stigma Puts you behind Is necessary Is part of the daily routineChangingTraining I learned the hard Train ‘em too The more they Continuous way, you can too! much and they’ll learn, the more learning is a way leave they’ll stay of life Source: When Generations Collide
  11. 11. VeteransAssets: Experience, enhanced knowledge, dedication, focus,loyalty, stability, emotional maturity, perseverancePossible issues: Reluctant to buck the system, uncomfortable withconflict, may want to keep things the way they areMessages that Motivate: “Your experience is respected here”Rewards: Tangible symbols of loyalty, commitment, and serviceincluding plaques and certificatesMethods of Communication: Memos, letters and personal notes
  12. 12. Baby BoomersAssets: Service orientation, dedication, team perspective,experience, knowledgePossible issues: May put process ahead of resultsMessages that Motivate: “We need you”, “ Your opinion is valued”Rewards: personal appreciation, promotion, and recognitionMethods of Communication: phone calls, personal interaction
  13. 13. Generation XAssets: Adaptability, techno-literacy, independence, creativity,willingness to buck the systemPossible issues: Skeptical, may distrust authorityMessages that Motivate: “Do it your way”, “there aren’t a lot ofrules around here”Rewards: Free time, opportunities for development, certificationsto add to their resumesMethods of Communication: Voice mail, email
  14. 14. MillennialsAssets: Collective action, optimism, ability to multi-task, andtechnologically savvyPossible issues: Need for supervision and structure, inexperience-particularly when dealing with difficult peopleMessages that Motivate: “Your work makes a huge differencehere”Rewards: Awards, certificates, tangible evidence of credibilityMethods of Communication: texting, instant messaging,
  15. 15. FOCUS: on the similarities of the four generations. We all want to be successful in our careers. We all have hopes and dreams.•
  16. 16. UNDERSTAND: the differences between the way the generations approach work.• OPTIMIZE: the strengths of each group: Traditionalists are loyal employees. Boomers are highly optimistic. X-ers value independence and flexibility. Millennials value teamwork and personal connection.
  17. 17. REALIZE: the possible weaknesses of each generation. Younger workers may not see the potential hazards and pitfalls of business. They don’t have the knowledge of what has worked in the past and what has been a total failure.Older workers may be too focused on the way things have “always been done” and thus be resistant to accepting new procedures and new technologies.
  18. 18. Take time to review the candidates resume and cover letter right before the interview Have a list of questions you can ask Have the job description in front of you Be prepared to answer the candidates questionsLeave yourself plenty of time for the interview and to take notes (1 hour) Have a score card to keep your evaluation of each candidate consistent and fair
  19. 19. Phone Interviews• Great alternative to candidates who can’t come in for an interview.• Allows you to pre-screen candidates and reduce your pool of candidates.• Should be conducted the same as an in-person interview.• Make sure that you are in a quiet and interruption free environment to conduct the interview.• Best to do over landline to avoid cell phone signal problems.
  20. 20. In-Person Interviews• Gives you an opportunity to meet the candidate and see their professionalism in person.• Should be conducted in a quiet and interruption free environment (consider a conference room away from your office or normal work area)• If you have pre-screened candidates by phone, an in- person interview can be the next step and give you a chance to give a tour of the work area.• Can be conducted by one person or a group of employees.
  21. 21. What to Ask• Open-ended questions that allow the candidate to talk.• Avoid the dreaded, “So tell me about yourself” question. There are other ways to get the candidate to open up and talk.• Behavioral style questions can help you understand a candidates past behavior: (Tell me about a time when you were working together with a team. What role did you have on the team?)• Refer to sheet of questions. Come up with your own.• Remember, you’re talking to a student who may not have a lot of experience. You’re looking for trainability and work ethic, not necessarily job knowledge.
  22. 22. Definite Don’ts• Don’t make assumptions about the candidate before the interview has started.• Don’t be late. Start the interview at the scheduled time.• Don’t allow interruptions once the interview has started.• Don’t spend the whole interview talking.• Don’t leave the interview open-ended. Give the candidate a timeline of when you plan to make a decision and tell them how you’ll follow up.• Don’t stray too far from your questions or the reason the candidates
  23. 23. Jennifer Fisher, Program Manager Graduate Retention Program Twitter: JenfisherfwBlog: