Chaos in the workplace
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The document discusses challenges in the workplace due to differences between generations, known as "clashpoints." It identifies four generations - Traditionalists, Baby Boomers, Generation X, and Millennials - and how each views topics like retirement, work-life balance, feedback, job changes, and career goals differently. The document provides suggestions for organizations to embrace generational diversity, such as flexible work arrangements, lifelong learning opportunities, and generation-focused communication.
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Chaos in the workplace
- 1. CHAOS IN THE WORKPLACE: FOUR FIVE MINDSETS, ONE GOAL Daniel T. Bloom SPHR Six Sigma Black Belt April 17, 2016
- 3. 4/17/2016 3 PRESENTATION RESOURCES Authors: Lynne Lancaster David Stillman Bridgeworks LLC http://www.generations.com
- 4. 65% of employees say the generation gap makes it harder to get things done at work 57% of employees stated that companies were not creative enough in recruiting new employees 73% of traditionalists return to work in some capacity after they retire 43% of Boomers say that there is not enough opportunities to be mentored where they work 14% of managers chose Generation X as the generation they felt most comfortable managing and this includes the X’er’s themselves. Millenials feel that their #1 concern is personal safety
- 5. 70% of Baby Boomers expect to work past retirement age 70% of Millennials believe it is not necessary to work in an office 87% of the Regeneration have “friended” their parents Gen X’ers spend as much time conversing electronically as they do face-to-face Gen X’ers belive they have a higher chance of seeing a UFO then they do seeing a social security check
- 6. •Industrial Age Information Age Evolutionary nature of the Workplace 4/17/2016 6 Competitiveness Innovation Human Capital Expense Non-Owned Assets From Presentation by Russ Moen of Express Personnel Collabor ation
- 7. Traditionalist 1900-1945 Baby Boomer - 1946-1964 Gen X – 1965-1980 THE GENERATIONS
- 8. Gen X – 1965-1979 Gen Y -1980- 1996 Regeneration 1995- ? THE GENERATIONS
- 9. •75,000,000 members •Far flung in location •Learned to do without •Defining events such as World Wars •Valued the dollar •Era of Joe McCarthy, John Wayne, Edward R Murrow Traditionalists
- 10. •Loyal •Top down approach most efficient way to get things done •Firm believer in chain of command •Information provided on need to know basis •Want to build a legacy Traditionalist in the workplace
- 11. •80,000,000 Members •Changed every market they entered •Places varied widely •The era of JFK, Rosa Parks, the Beatles Baby Boomers
- 12. •Optimistic •Protest the status quo •Competiveness •Change of command •Want to Build a Stellar Career Baby Boomer in the workplace
- 13. •60,000,000 members •Smallest generation •Theme was show me the balance • Influenced by Bill Clinton, Bill Gates, Al Bundy The New Nomads Gen X
- 14. •Skeptics •Most watched generation •Extremely resourceful •Independent •Want to build a portable career Gen X in the workplace
- 15. •82,000,000 members •Most watched generation •Influenced by Chelsea Clinton, Williams sisters • Most connected generation Gen Y
- 16. •Techno-Savy Generation •Never seen a gadget they did not want •Feel empowered to take action •Realistic •Appreciate diversity Want to build a parallel career Extreme multi-taskers Gen Y in the workplace
- 17. Imagine what they bring to the table MEET THE RE-GENERATION 17
- 18. MEET THE FACE OF THE NEXT GENERATION Generation Z or the Re-Generation
- 19. •U.S Census Bureau •Based on the 2010 Census •Ages 0-24 in 2017 •57,061,231 members •What will they demand? •Re-Generation or Gen Z Gen Z or the Edgers or the ReGeneration
- 20. 4/17/2016 20 © DANIEL BLOOM & ASSOCIATES, INC. HR STRATEGIST@NET- SPEED CLASHPOINTS Authors define clashpoints as those areas where the four generations come together with different views of the world There are 7 main Clashpoints
- 21. Traditionalists – Reward Baby Boomers – Retool Gen X – Renew Millennials - Recycle CLASHPOINTS - RETIREMENT
- 22. Traditionalists – Support me in shifting the balance Baby Boomers – Help me balance everyone else and find meaning myself Gen X -Give me the balance now, not when I’m Sixty Five Millennials – Work isn’t everything; I need flexibility so I can balance all my activities CLASHPOINTS - BALANCE
- 23. Traditionalists – No news is good news Baby Boomers – Feedback one a year, with lots of documentation Gen X –Sorry to interrupt, but how am I doing Millennials – Feedback whenever I want it at the push of a button CLASHPOINTS - FEEDBACK
- 24. Traditionalists – Carries a stigma Baby Boomers – Changing puts you behind Gen X –is necessary Millennials – is part of my daily routine CLASHPOINTS – JOB CHANGES
- 25. •Traditionalists – Build a Legacy •Baby Boomers – Build a Stellar Career •Gen X –Build a Portable Career •Millennials - Build a Parallel Career CLASHPOINTS – CAREER GOALS
- 26. •Traditionalists – Satisfaction of job well done •Baby Boomers – Money, Title, Corner office •Gen X –Freedom •Millennials - Work that has meaning CLASHPOINTS – REWARDS
- 27. Traditionalists – I Learned it the hard way, so can you Baby Boomers – Train them too much and they will leave Gen X –The more they learn the more they stay Millennials - Continuous learning is a way of life CLASHPOINTS – TRAINING
- 28. April 17, 2016 Questions ? Before my final thoughts Chaos in the Workplace
- 29. April 17, 2016 • What is going on in your organization? • Which generation is most dominant ? • Where are the generational gaps? • What are the generational gap costing you? YOUR ORGANIZATION
- 30. 4/17/2016 30 GENERATIONAL SOLUTIONS Generation focused messages Speed up hiring process Establish programs to encourage traditionalists and boomers to stay in workforce Recruiting messages multi-lingual
- 31. 4/17/2016 31 © DANIEL BLOOM & ASSOCIATES, INC. HR STRATEGIST@NET- SPEED GENERATIONAL SOLUTIONS Look at alternative work relationships Introduce flexibility Go Where they Are Ensure true diversity
- 32. 4/17/2016 32 GENERATIONAL SOLUTIONS Think of all the reasons why someone would want to work at your company Establish a employee value proposition End one size fits all recruiting messages Train managers on generation perceptions
- 33. 4/17/2016 33 GENERATIONAL SOLUTIONS Talk to each generation and find out what they like about your organization Explain your benefits in generational terms Make sure that your corporate advertising matches your recruiting message Match recruiters with appropriate
- 34. 4/17/2016 34 GENERATIONAL SOLUTIONS Feedback goes in both directions Train, train, train Manage the 3S’s (setting, style , substance) Implement lifetime learning
- 35. 4/17/2016 35 GENERATIONAL SOLUTIONS New workplace rules on etiquette and language Flexibility is in Give benefit of the doubt Don’t forget the little things
- 36. 4/17/2016 36 CONCLUSION EVERY organization is facing this dilemma EACH generation is searching for the same end result The difference is that they EACH have a different path to get there The choice is yours as whether you embrace the diversity or allow the opportunity to disappear
- 37. 4/17/2016 37 THANK YOU It has been my pleasure to speak to your organization today Embrace the generational differences that will grow your organization
- 38. MORE INFORMATION? Daniel Bloom SPHR, Six Sigma Black Belt Chief Executive Officer Daniel Bloom &Associates, Inc. PO Box 1233 Largo, FL 33779 (727) 581-6216 dan@dbaiconsulting.com http://www.dbaiconsulting.com
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