Surviving and Thriving in aMulti-Generational Workforce
1. Gain an understanding of different generations in the workforce and what makes each important on your team2. Identify effective strategies for working in multigenerational workplaces and teams3. Learn what Millennials are looking for and how to mentor them appropriately
• 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
• 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
The Memory Songhttp://www.youtube.com/watch?v=HzSaoN2LdfU
• 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
Growing up in the 80’shttp://www.youtube.com/watch?v=OCRXtc6zEp0
• 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
Helicopter Parents Continue to Hover http://www.youtube.com/watch?v=Utfpi5AATK8
• Form generational groups• Brainstorm 5 positive and 5 negative characteristics of other generations (Veterans, Baby Boomers, Gen X, Millennials) Write them on the note cards• 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
• 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?
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!
Every generation that enters the workforce makes waves!
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
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
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
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
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,
FOCUS: on the similarities of the four generations. We all want to be successful in our careers. We all have hopes and dreams.•
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.
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.
94% of Millennials state they respect older generations
Know What Millennials think of Mentoring!Mentoring Program Baby Boomer Run Millennial-RunPurpose Career Advancement Primary LearningValue Mentee/learner gains understanding and skills Rapid dissemination of knowledgeMentors/Advisors People with higher status and knowledge Anyone with knowledge the learner needsDesign One-to-one mentoring: Long-term relationships Networked relationships: Time determined by needsMethod Face-to-face VirtualMentoring 98% of Millennials believe working with a mentor is a necessary component in development.Matters! PowerhouseCoopers Global CEO Survey cited in “If You Want to Retain Your Best Young Workers, Give Them a Mentor Instead of Cash Bonuses” by Vivian Giang, July 2011
Comparing Millennials with the NEXT GenerationGENERATION Y (1984-2002) HOMELANDERS (2003-2021)1. Adventurous 1. Cautious and safety preoccupied2. Green friendly, but self-indulged 2. Green-biased; focus on conservation3. Secure; high self-esteem 3. Insecure; seeking identity4. Easy come, easy go 4. Calculated5. Poor at finances 5. Frugal stewards of resources6. Dependant upon parents/adults 6. Self-reliant7. Optimistic and progressive 7. Realistic and pragmatic8. Cause-oriented 8. Issue-oriented9. I want it all 9. I seek balance; trade-offs10. Naïve 10. Globally savvy and aware
Jennifer Fisher email@example.comDownload this presentation from: Twitter: JenfisherfwBlog: www.generationalsoup.com