A SEMINAR ON:
MANAGING TODAY'S MULTI-GENERATIONAL
WORKFORCE
Presented by:
Renji Thomas DE/11/EC/51
Abhijit Gogoi DE/11/EC/...
What is multi-Generational workforce
 People with differences in terms of motivations,
working styles, communication patt...
Generations by Year of Birth
 Researchers have divided
today’s workforce into
four generations:
Seniors,
Veterans,
Mature...
Silents
 Believe that hard work and
dedication leads to rewards
 Punctual and rarely miss work
 Committed to organizati...
Working With Silents
What they bring to the team
 Superb interpersonal skills
 Good work ethic
Areas of Conflict
 May s...
Boomers
 “Me” generation
 Competitive and hard-working,
started the 60 hr work week
 Get the job done at any cost
 See...
What they bring to the team
 Driven and service-oriented
 Good team players
Areas of Conflict
 Self-promoting
Working W...
Generation X
 Digest information rapidly
 Witnessed corporate downsizing
and demise of lifetime employment
 May not sac...
What they bring to the team
 Open to receiving feedback
 Good at networking
Areas of Conflict
 Nomadic
 Parallel Proce...
Millennials
 Cooperative, civic-minded
and intellectually curious
 Have mostly known affluence
 Meaningful work that ma...
What they bring to the team
 Good at multi-tasking
 Appreciate diversity
Areas of Conflict
 Strong parental attachment
...
The Perfect Storm…
15
Traditionalist Boomer Gen X Gen Yers
Training The hard way Too much and I’ll
leave
Required to keep
...
Commonalities
 Employees of all generations have one thing in
common. They need one good reason they should put
their ful...
Dealing With Generational Differences
Bridging Differences
Identify values
Assess value differences
Acknowledge implica...
Top five actions for dealing with a silent
 Offer plenty of personal interactions, ask and
listen
 Provide clear (writte...
Top five actions for dealing with a baby boomer
Show care
Give frequent recognition
Treat them as equal coach don’t dir...
Top five Actions for dealing with a gen X
 Provide a fun workplace
 Use written goals
 Involve in team
 Be truthful an...
Top five actions for dealing with a millennial
 Give frequent instant feedback keep energy high
 Use technology to the m...
Benefits of Understanding Generational Differences
 More effective communication
 Increased recruitment and employee ret...
CONCLUSION:
 Attracting and retaining talent needs continuous
effort and that's why you should start managing
your workfo...
References:
 Wikipedia.org
 American Demographics Magazine.
 Four Generations in the workplace – Cameron
Marston.
 Lee...
THANK YOU
Renji
Renji
Renji
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HR Strategies on "how to manage a Multigenerational Workforce"

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Renji

  1. 1. A SEMINAR ON: MANAGING TODAY'S MULTI-GENERATIONAL WORKFORCE Presented by: Renji Thomas DE/11/EC/51 Abhijit Gogoi DE/11/EC/101 Lalchhantluanga DE/11/EC/106 Jerome Malsawmdawngliana DE/11/EC/107
  2. 2. What is multi-Generational workforce  People with differences in terms of motivations, working styles, communication patterns and technological preferences working together towards the same objectives  Understand and appreciate age diversity.
  3. 3. Generations by Year of Birth  Researchers have divided today’s workforce into four generations: Seniors, Veterans, Matures 1920-1944 Baby Boomers 1945-1960 Generation Xers, Twenty- somethings, Baby Busters 1961-1980 Millennials, Generation Y’s 1981-2000
  4. 4. Silents  Believe that hard work and dedication leads to rewards  Punctual and rarely miss work  Committed to organization  Respect Authority  Not self-promoting
  5. 5. Working With Silents What they bring to the team  Superb interpersonal skills  Good work ethic Areas of Conflict  May struggle with the diversity of the workforce  May struggle with technology
  6. 6. Boomers  “Me” generation  Competitive and hard-working, started the 60 hr work week  Get the job done at any cost  Seen as sacrificing personal life to achieve professional goals  New outlook:They’re getting a life.
  7. 7. What they bring to the team  Driven and service-oriented  Good team players Areas of Conflict  Self-promoting Working With Boomers
  8. 8. Generation X  Digest information rapidly  Witnessed corporate downsizing and demise of lifetime employment  May not sacrifice personal life for a company
  9. 9. What they bring to the team  Open to receiving feedback  Good at networking Areas of Conflict  Nomadic  Parallel Processing Working With Gen Xers
  10. 10. Millennials  Cooperative, civic-minded and intellectually curious  Have mostly known affluence  Meaningful work that makes a difference in the world  Value information and technology
  11. 11. What they bring to the team  Good at multi-tasking  Appreciate diversity Areas of Conflict  Strong parental attachment  Need more recognition Working With Millennials
  12. 12. The Perfect Storm… 15 Traditionalist Boomer Gen X Gen Yers Training The hard way Too much and I’ll leave Required to keep me Continuous and expected Learning style Classroom Facilitated Independent Collaborative & networked Communications style Top down Guarded Hub & Spoke Collaborative Problem-solving Hierarchical Horizontal Independent Collaborative Decision-making Seeks approval Team informed Team included Team decided Leadership style Command & control Get out of the way Coach Partner Feedback No news is good news Once per year Weekly/Daily On demand Technology use Uncomfortable Unsure Unable to work without it Unfathomable if not provided Job changing Sets me back Sets me back Necessary Part of my daily routine
  13. 13. Commonalities  Employees of all generations have one thing in common. They need one good reason they should put their full faith in any one company.  Trust is common, no matter the age.
  14. 14. Dealing With Generational Differences Bridging Differences Identify values Assess value differences Acknowledge implications Change behaviors Communicate needs Build on commonalities Accept differences Tap into motivations Manage Differences Set clear goals Share a common purpose Expect mutual accountability Give real recognition
  15. 15. Top five actions for dealing with a silent  Offer plenty of personal interactions, ask and listen  Provide clear (written) goals and expectation  Show respect for age and experience  Provide plenty of technology training  Be totally honest and candid
  16. 16. Top five actions for dealing with a baby boomer Show care Give frequent recognition Treat them as equal coach don’t direct Give them a chance to talk Be Honest, candid and direct.
  17. 17. Top five Actions for dealing with a gen X  Provide a fun workplace  Use written goals  Involve in team  Be truthful and direct  Separate career and life
  18. 18. Top five actions for dealing with a millennial  Give frequent instant feedback keep energy high  Use technology to the maximum  Offer multi-tasking projects  Provide close supervision  Provide people skill training
  19. 19. Benefits of Understanding Generational Differences  More effective communication  Increased recruitment and employee retention  Motivated employees  Increased productivity and teamwork
  20. 20. CONCLUSION:  Attracting and retaining talent needs continuous effort and that's why you should start managing your workforce today  There is no one-size-fits-all solution to managing a multigenerational workforce  However, we hope that, by sharing our point of view on this subject, you have gained some insights that will help guide you through this ever-evolving and dynamic landscape
  21. 21. References:  Wikipedia.org  American Demographics Magazine.  Four Generations in the workplace – Cameron Marston.  Lee Hecht Harrison - Ihh.com  http://www.nationmultimedia.com/business/M anaging-todays-multi-generational-workforce  http://www.workingatmcmaster.ca/med/docu ment/Managing-a-Multi-generational- Workforce-1-37.pdf
  22. 22. THANK YOU

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