Managing 5 Generations in the Workplace Noon Knowledge Session, November 18, ...Sandy Ratliff
From the Traditionalists to the Gen 2020, each generation brings great strengths to the table, but they also bring preconceptions and even judgements. This lively and interactive Noon Knowledge session will offer an overview of each generation, the context in which they grew up, the traits and expectations they bring to the workplace, and some thoughts on how to harness their collective strengths, while keeping warfare from breakout out. Lil Dupree, Director of Program Development, with People Incorporated provided insights to managing various generations in the workplace.
Navigating Generational Differences in the Professional EnvironmentMeghan Granito
With five generations meeting in the workplace for the first time in history, we are challenged daily to understand the attitudes, values, and demands of our coworkers, customers, and the public in general. Understanding the similarities and differences between the generations, including distinct preferences for how to communicate effectively, is key to successful relationships.
People are products of their history, their environment and all of their experiences. As a result, people from different generations often have very different life experiences that shape how they think, what they value, and what drives them. These influences affect people’s values and attitudes throughout their lives.
This is a presentation I did for a group of 15 supervisors.
It is an interactive training session which requires an experienced facilitator. It is a great way to present generational differences using input from the group you are training. You can send the survey to participants in advance and add your company's demographics to the presentation to make it even more effective
Ready, Set, Present (Generational Differences in Today’s Workplace PowerPoint Presentation Content): 100+ PowerPoint presentation content slides. Nowhere in history have we seen 4 generations in today’s workplace. Generational Differences in today’s workplace PowerPoint Presentation Content slides include topics such as: In the first 92 slides you will learn the advantages of generational diversity in the workplace, and identify the impacts of generational differences. This presentation details the 4 generations in our workplace today covering: Social, Political, and Economic Influences, Familial Structure and Influence, Education, Values, Work Ethic, Preferred Leadership Approach, Communication Style, Motivational Buttons, How They Interact with Others, Preferred Approach to Feedback, View toward the Company, Work Vs. Personal Life, Desired Rewards, Financial Behaviors, Relationship with Technology, and Expectations. In addition, you will receive 47 slides covering: future trends and statistics for the four generations; implication for recruiting and supervising the youngest generation - Millennials. It also contrasts the pros and cons of each generation and 6 important tips to more effectively communicate with each generation plus much more.
A generation gap is widening in the workplace. As baby boomers (ages 51 to 69 or so) express reluctance about retiring, so-called millennials (roughly ages 18 to 34) have become the single largest demographic in the American labor force. Because of this, more older workers have found themselves being hired and managed by people much younger than they are.
Managing 5 Generations in the Workplace Noon Knowledge Session, November 18, ...Sandy Ratliff
From the Traditionalists to the Gen 2020, each generation brings great strengths to the table, but they also bring preconceptions and even judgements. This lively and interactive Noon Knowledge session will offer an overview of each generation, the context in which they grew up, the traits and expectations they bring to the workplace, and some thoughts on how to harness their collective strengths, while keeping warfare from breakout out. Lil Dupree, Director of Program Development, with People Incorporated provided insights to managing various generations in the workplace.
Navigating Generational Differences in the Professional EnvironmentMeghan Granito
With five generations meeting in the workplace for the first time in history, we are challenged daily to understand the attitudes, values, and demands of our coworkers, customers, and the public in general. Understanding the similarities and differences between the generations, including distinct preferences for how to communicate effectively, is key to successful relationships.
People are products of their history, their environment and all of their experiences. As a result, people from different generations often have very different life experiences that shape how they think, what they value, and what drives them. These influences affect people’s values and attitudes throughout their lives.
This is a presentation I did for a group of 15 supervisors.
It is an interactive training session which requires an experienced facilitator. It is a great way to present generational differences using input from the group you are training. You can send the survey to participants in advance and add your company's demographics to the presentation to make it even more effective
Ready, Set, Present (Generational Differences in Today’s Workplace PowerPoint Presentation Content): 100+ PowerPoint presentation content slides. Nowhere in history have we seen 4 generations in today’s workplace. Generational Differences in today’s workplace PowerPoint Presentation Content slides include topics such as: In the first 92 slides you will learn the advantages of generational diversity in the workplace, and identify the impacts of generational differences. This presentation details the 4 generations in our workplace today covering: Social, Political, and Economic Influences, Familial Structure and Influence, Education, Values, Work Ethic, Preferred Leadership Approach, Communication Style, Motivational Buttons, How They Interact with Others, Preferred Approach to Feedback, View toward the Company, Work Vs. Personal Life, Desired Rewards, Financial Behaviors, Relationship with Technology, and Expectations. In addition, you will receive 47 slides covering: future trends and statistics for the four generations; implication for recruiting and supervising the youngest generation - Millennials. It also contrasts the pros and cons of each generation and 6 important tips to more effectively communicate with each generation plus much more.
A generation gap is widening in the workplace. As baby boomers (ages 51 to 69 or so) express reluctance about retiring, so-called millennials (roughly ages 18 to 34) have become the single largest demographic in the American labor force. Because of this, more older workers have found themselves being hired and managed by people much younger than they are.
Engaging 5 Generations in the WorkplaceElsa Velasco
For the first time, 5 generations will share workspace. We're talking about Traditionalists, Baby Boomers, Generation X, Millenials and Generation Z. Come and explore some tactics to engage each of these generations in a meaningful way.
Millennials: Understanding the GenerationUrbanBound
Understanding the Millennial mindset can be a tricky thing to do. Understand some of the key things Millennials need in the workforce in order to be happy. For even more information, check out our eBook here: http://resources.urbanbound.com/millennial-mindset-understanding-millennials
22 Insightful Statistics About What to Expect from Generation Z in the WorkplaceRyan Jenkins
According to the recent Get Ready For Generation Z Study by staffing company Robert Half and Enactus, a student-focused nonprofit that encourages entrepreneurship, Generation Z will make up 20% of the total workforce by 2020. The statistics below are from the study which surveyed 770 individuals born between 1990 and 1999.
While I believe this to overlap the age range of Millennials (typically defined as those born in the 80s and 90s), employers and leaders can still benefit from the insights as they begin to prepare to work alongside a new generation of professionals. Prepare for Generation Z in the workplace.
Presented by Ryan Jenkins, Millennial & Generation Z keynote speaker and blogger. http://ryan-jenkins.com.
When working with multigenerational groups, it can be helpful to be aware of the cultural backgrounds, goals, life influencers and behaviours.
This infographic helps to summarise the differences between Traditionalists (the Silent Generation), Baby Boomers, Generation X and Generation Y (Millenials, Echo Boomers, Net Gen, Generation Why, Entitlement Generation)
Our goal is understand the strengths and differences of each generational groups to build successful organisations.
Of course, generalisations about generations are just that. Age defines a demographic, not a person. Ultimately, we need to get to know indviduals, not just make assumptions.
Generational Differences in the Workplacemiraclecln
Generational differences are perceived in the workplace, according to "Can You Trust Anyone Under Thirty?", a case study in Conrad and Poole's (2012) Strategic Organizational Communication (pp. 14-17). Levenson (2010) counters that perceived differences may not be actual differences, especially when stages of life cycles and environmental factors are considered.
Why Can't We All Just Get Along? Four Generations Working Side by Side in Har...Andrew Krzmarzick
Presentation delivered at the Training Officer's Consortium (TOC) Institute in Williamsburg, VA, on April 27, 2009. Facilitated by a Gen X'er and a Traditional. Objectives included:
1. Understand and better navigate the intergenerational differences in your office
2. Participate in several training modalities that reach a multi-generational audience
3. Experience a truly blended approach to training that addresses the learning preferences of all four generations.
Adapting to Generational Change in the WorkplaceTJ Baloga
“Every generation imagines itself to be more intelligent than the one that went before it, and wiser than the one that comes after it.”
– George Orwell
“There is a problem in the workplace, a problem of values, ambitions, views, mind sets, demographics, and generations in conflict. The workplace we inhabit today is awash with the conflicting voices and views of the most age- and value-diverse workforce the world has known” (Zemke, Raines, & Filipczak, 2013, p. 11). At no time in our history have so many and such different generations with such diversity been asked to work together shoulder to shoulder, side-by-side, cubicle-to-cubicle.
Though today it is not unusual for all of the 4 major generations to be working side by side. Each generation has different views on work ethic, and loyalty to the organization and its culture. Understanding the culture of an organization is a very important aspect in the continuity of leadership. Generational differences equate to differences in workplace characteristics and values of employees. Through experience and research, a key element in leading an organization is to understand and accept the values and beliefs of different generational gaps that make up today’s workplace. Not only is this key as a leader, but also it is crucial to the success of the organization. This research is intended to examine the four generations in the workplace, and research different management styles to be an effective leader in an ever-changing environment.
Engaging 5 Generations in the WorkplaceElsa Velasco
For the first time, 5 generations will share workspace. We're talking about Traditionalists, Baby Boomers, Generation X, Millenials and Generation Z. Come and explore some tactics to engage each of these generations in a meaningful way.
Millennials: Understanding the GenerationUrbanBound
Understanding the Millennial mindset can be a tricky thing to do. Understand some of the key things Millennials need in the workforce in order to be happy. For even more information, check out our eBook here: http://resources.urbanbound.com/millennial-mindset-understanding-millennials
22 Insightful Statistics About What to Expect from Generation Z in the WorkplaceRyan Jenkins
According to the recent Get Ready For Generation Z Study by staffing company Robert Half and Enactus, a student-focused nonprofit that encourages entrepreneurship, Generation Z will make up 20% of the total workforce by 2020. The statistics below are from the study which surveyed 770 individuals born between 1990 and 1999.
While I believe this to overlap the age range of Millennials (typically defined as those born in the 80s and 90s), employers and leaders can still benefit from the insights as they begin to prepare to work alongside a new generation of professionals. Prepare for Generation Z in the workplace.
Presented by Ryan Jenkins, Millennial & Generation Z keynote speaker and blogger. http://ryan-jenkins.com.
When working with multigenerational groups, it can be helpful to be aware of the cultural backgrounds, goals, life influencers and behaviours.
This infographic helps to summarise the differences between Traditionalists (the Silent Generation), Baby Boomers, Generation X and Generation Y (Millenials, Echo Boomers, Net Gen, Generation Why, Entitlement Generation)
Our goal is understand the strengths and differences of each generational groups to build successful organisations.
Of course, generalisations about generations are just that. Age defines a demographic, not a person. Ultimately, we need to get to know indviduals, not just make assumptions.
Generational Differences in the Workplacemiraclecln
Generational differences are perceived in the workplace, according to "Can You Trust Anyone Under Thirty?", a case study in Conrad and Poole's (2012) Strategic Organizational Communication (pp. 14-17). Levenson (2010) counters that perceived differences may not be actual differences, especially when stages of life cycles and environmental factors are considered.
Why Can't We All Just Get Along? Four Generations Working Side by Side in Har...Andrew Krzmarzick
Presentation delivered at the Training Officer's Consortium (TOC) Institute in Williamsburg, VA, on April 27, 2009. Facilitated by a Gen X'er and a Traditional. Objectives included:
1. Understand and better navigate the intergenerational differences in your office
2. Participate in several training modalities that reach a multi-generational audience
3. Experience a truly blended approach to training that addresses the learning preferences of all four generations.
Adapting to Generational Change in the WorkplaceTJ Baloga
“Every generation imagines itself to be more intelligent than the one that went before it, and wiser than the one that comes after it.”
– George Orwell
“There is a problem in the workplace, a problem of values, ambitions, views, mind sets, demographics, and generations in conflict. The workplace we inhabit today is awash with the conflicting voices and views of the most age- and value-diverse workforce the world has known” (Zemke, Raines, & Filipczak, 2013, p. 11). At no time in our history have so many and such different generations with such diversity been asked to work together shoulder to shoulder, side-by-side, cubicle-to-cubicle.
Though today it is not unusual for all of the 4 major generations to be working side by side. Each generation has different views on work ethic, and loyalty to the organization and its culture. Understanding the culture of an organization is a very important aspect in the continuity of leadership. Generational differences equate to differences in workplace characteristics and values of employees. Through experience and research, a key element in leading an organization is to understand and accept the values and beliefs of different generational gaps that make up today’s workplace. Not only is this key as a leader, but also it is crucial to the success of the organization. This research is intended to examine the four generations in the workplace, and research different management styles to be an effective leader in an ever-changing environment.
For the first time ever we have 3 different generations in our workforce working together side-by-side: Baby Boomers, Generation X and Millennials (Gen Y).
NCET Biz Cafe | Kit Prendergast, Multigenerational Workforce | Oct 2018Archersan
Did you know: Your workplace likely has five different generations represented.
That’s right: five. Traditionalists, Boomers, Millennials (aka Gen Y) and Generations X and Z are all likely trying to cohabitate in your office, which means five very different age groups with five very different sets of expectations.
This is a real challenge for leaders, who are now faced with trying to manage it all. Despite everyone’s best intentions, generational problems occur frequently, including communication disconnects, disagreements on performance expectations and lack of team cooperation or collaboration
Learn how to tackle these differences with Katherine (Kit) Prendergast, certified Executive Leadership Development Coach, at October’s Biz Café.
In this fast-paced, interactive session called “Bringing Out the Best of a Multigenerational Workforce,” you’ll learn:
· How to inspire performance and collaboration among your multi-
· Strategies for bridging communication disconnects
· Concrete tools to apply immediately to your own unique work setting
Diana Nunez Ramos
Baby Boomers
Generation X
Generation Y/Millennials
Generation Z/Boomlets
Birth Years
1946 - 1964
1965 - 1980
1981 - 1994
1995 - 2010
Current Age
76 - 58
57 - 42
41 - 28
27 - 12
#
80 million
51 million
75 million
~ 48 million
Influencers
Civil Rights, Vietnam War, Sexual Revolution, Cold War/Russia, Space Travel
Highest divorce rate and 2nd marriages in history.
Post War Babies who grew up to be radicals of the 70’s and yuppies of the 80’s.
“The American Dream” was promised to them as children and they pursue it. As a result, they are seen as being greedy, materialistic, and ambitious.
Watergate, Energy Crisis, Dual Income families and single parents, First Generation of Latchkey Kids, Y2K, Energy Crisis, Activism, Corp. Downsizing, End of Cold War, Mom’s work, Increase divorce rate.
Their perceptions are shaped by growing up having to take care of themselves early and watching their politicians lie and their parents get laid off.
Came of age when USA was losing its status as the most powerful and prosperous nation in the world.
The first generation that will NOT do as well financially as their parents did.
Digital Media, child focused world, school shootings, terrorist attacks, AIDS, 9/11 terrorist attacks.
Typically grew up as children of divorce
They hope to be the next great generation
& To turn around all the “wrong” they
see in the world today.
They grew up more sheltered than any
other generation as parents strived to protect them from the evils of the world.
Came of age in a period of economic expansion.
Kept busy as kids.
First generation of children with schedules.
Embracing technology, frequent communication, diversity acceptance,
Interconnectedness, online and off, technology dependence.
Core value
Anti-war
Anti-government
Anything is possible
Equal rights
Equal opportunities
Extremely loyal to their children Involvement
Optimism
Personal Gratification
Personal Growth
Question Everything
Spend now, worry later
Team Oriented Transformational
Trust no one over 30
Youth
Work
Want to “make a difference”
Highly Educated
High job expectations Independent
Informality
Lack of organizational loyalty Pragmatism
Seek life balance Self-reliance Skepticism/Cynical Suspicious of Boomer values Think Globally
Techno literacy Balance, Diversity Entrepreneurial, Fun.
Achievement
Avid consumers
Civic Duty
Confidence
Diversity
Extreme fun
Fun!
High morals
Highly tolerant
Hotly competitive
Like personal attention
Self-confident
Social ability
Members of global community Most educated generation Extremely techno savvy Extremely spiritual
Now!
Optimism
Realism
Street smarts
A desire to find (or create) meaning
A motivation to contribute to the world
Being highly educated
Cultural diversity
A desire for their own personalized experience
Attributes
Ability to handle a crisis
Ambitious
Anti-establishments
Challenge Authority
Competent
Competitive
Consensus Leadership
Consumerism
Ethical
Good commu ...
Simply put, much of what you think you know about the newest generation in the workforce is out of date. In this fast-paced update, Karl Ahlrichs will share some new and quite surprising information about the latest crop of employees that are arriving in our organizations, and impart his insight on generational challenges that may be causing problems. "Real world" experiences and direct advice on measuring and leveraging your biggest off balance sheet asset: people
In the new economy, we all are challenged by an aging workforce that is not retiring anytime soon. They may have planned to have financial and personal independence by now, but the economy has gotten in the way. The challenge now is to work a complex workforce, with a core of baby boomers that are grumpy and disaffected. This course will offers knowledge and understanding of the core motivational theories that work on boomers in particular and the modern workforce in general.
1. Managing Intergenerational
Conflict in the Workplace
Susan Haywood, MA, CHRP
Human Resource Blueprints Ltd
shaywood@hrblueprints.ca
(613) 867-2554
2. What is this all about?
First time ever that we have 4 different generations in
our workforce working together side-by-side
Traditionalists, Boomers, Xers, and Millennials (Y’s)
Each of these generations were impacted by various
events that shape who they are and how they work
We need to understand what motivates the various
generations and how to work together
3. Workplace Conflicts
Conflicts frequently have generational issues as
their cause
“He is not committed to his job”
“He has a poor work ethic”
“He does not follow direction”
“I can’t believe the way he/she dresses”
“What do you mean I can’t work from home on
Friday’s”
4. The Challenge
"Managing multigenerational workforces is an
art in itself. Young workers want to make a
quick impact, the middle generation needs to
believe in the mission, and older employees
don't like ambivalence. Your move."
Harvard Business School "Working Knowledge“ newsletter,
April 2006: "Can you manage different generations?"
6. A New Generation Gap
“The term Generation Gap was used mostly to
describe conflicts between parents and
children. Today, the “Gap” has more of a
presence in the workplace, where employees
from different generations are finding it
difficult to work side by side because their
experiences, goals and expectations are
different”.
GOVEXEC.com
8. Characteristics Traditionalists Baby Boomers Generation X Millennials
Born 1925-1945 Born 1946-1964 Born 1965-1977 Born 1978 or after
Age Span 65 to 86 years old 46 to 64 years old 33 to 45 years old 32 or younger
Traits Conservative Idealistic Pragmatic Confident
Believe in Discipline Break the rules Self-sufficient Well-educated
Respect for authority Time stressed Skeptical Self-sufficient
Loyal Politically correct Flexible Tolerant
Patriotic Media/Info/Tech savvy Team builders
Entrepreneurial Socially/politically
conscious
Defining Events Great depression Vietnam War Missing children School shootings
World War II Woodstock Latch Key Kids Terrorism
Korean War Watergate Computers in school Corporate scandals
To Them Work Is If you want a roof and Exciting adventure Difficult challenge To make a difference
food….
Work Ethic Loyal/dedicated Driven Balanced Eager but anxious
Employment Goals Retirement Second career Work/life balance Unrealistic
Education A dream Birthright Way to get to an end A given
Communication Face to face Telephone Email IM/Text messaging
Time at Work is Punch clock Visibility Why does it matter if I get it Is it 5 PM? I have a
defined done today? life.
Most need in the Continued involvement Recognition! More information Praise and fun; or is
workplace past 65 that fun and praise?
9. Traditionalists Generation
Majority (95%) of them have retired
Possess intellectual capital and institutional
knowledge
Have strong work values and ethic
See themselves as vigorous, contributing members of
the workforce
Silent stoicism (not much feedback given or expected)
10. Managing the Traditionalists Generation
Offer opportunities for them to mentor
Offer opportunities to continue working
Allow them to volunteer if they do not want to
continue working
Show them that you value their expertise and
contributions
11. Baby Boomers
The “Me” generation
More hours equals better performance; now regret
They are the managers that are running our
organizations today
Career oriented
“Love the good life”
Love job performance feedback
12. Managing the Baby Boomers
Help them explore their next set of workplace
options, and demonstrate how your
organization can continue to use their talents.
Walk the talk on work-life balance by
redesigning their jobs to accommodate multiple
life demands.
Encourage them to enrich their present job and
grow in place if they need to slow their career
pace.
13. Generation X
The next generation of leaders
The most well educated generation
Goal-oriented
Free Agents vs. Company Loyalist
Thrive on independence
Want to be challenged
Led dot.com boom
14. Managing the Generation X
Talk to them about their reputation, not just
job tasks; they want your candid perspective
and feedback
Acknowledge their ability to work
independently and encourage them to leverage
their entrepreneurial abilities.
Help them get the most out of every job
position by discussing what the job can do for
them and what they can learn from it.
15. Millenniums
Value independence but need supervision
Look for new challenges
Challenge the status quo
We’re all in this together
Want the opportunity to make an impact
Fear boredom more than anything else
16. Managing the Millenniums
Demonstrate the stability and long-term value of
your organization, and also show how your
organization is flexible and filled with learning
opportunities for them.
Provide work schedules that help them build
careers and families at the same time.
Make groups and teams part of their job.
17. Summary of Work Characteristics
Traditionalists Boomers Xers Millennials
Practical Optimistic Skeptical Hopeful and optimistic
Always at work Want recognition Confidence and Unwillingness to
Sense of entitlement independence commit
Patient, loyal and Teamwork and Self-reliant and Meaningful Work
hardworking cooperation techno literate Moral mindset
Difficulty with change Do not accept change Adaptable to Social activism
Objective sense of change Subjective view of
right and wrong Immediate reality
gratification
Respectful of authority Ambitious Risk-taking Value diversity and
Physical health Want recognition change
Globally connected
Rule followers Workaholic –”Thank Balance work Technology savvy
Rewards later God Its’ Monday” and life Immediate
Prefer Structure responsibility
18. Generational Factoids
Only 14% of survey respondents choose
Generation X as the generation most comfortable
managing and this included Xers themselves
One-third indicated that they were often
offended by someone from another generation at
work
45% of Xers come from families that have
experienced divorce
BridgeWorks' 2001 Generations Survey
19. Generational Factoids
When asked who they are most loyal to at
work, Xers put co-workers first, their boss or
project next, and the organization last
40% of Xers said having a mentor directly
influenced their decision to stay at their current
job.
Millenniums ranked “personal safety” as their
#1 workplace issue.
BridgeWorks' 2001 Generations Survey
20. Generational Factoids
29% of the Traditionalists agreed that a person
should build their career with one
employer, compared to 14% for Boomers and 11% of
Xers
When asked “Which generation is the best at
finding work-life balance?”, all generations picked
Generation X
Millenniums indicated that flexible workplace and
opportunity for promotion was more important
than salary
BridgeWorks' 2001 Generations Survey
22. 3 strategies to manage by:
1) Communication
2) Delegation
3) The Gift of Feedback
23. Communication
What do your employees want from a work
environment?
Forget exit surveys; why do people stay?
What do you want from your work environment?
Talk about people’s differences amongst your team
Develop an action plan specific to your team
Talk about conflict – do not let it fester
24. Delegation
Boomers want teamwork, Xer’s want
independence, Y’s want more responsibility
Delegation can be the answer to everyone’s needs
Prepare Xer’s for the next role, challenge Y’s, give
Boomers some much needed balance
Requires accountability and feedback
P.S. Forget how long it took you to reach the point
where things were delegated to you…those days are
gone!!
25. The Gift of Feedback
Keys to providing effective feedback:
Immediate feedback – to recognize good performance, and
address performance issues as they arise
Positive and constructive feedback – direct, non-
judgmental, ethical and based on values governing the policy
Specific feedback – the feedback should pinpoint targeted
strengths and areas for improvement
Give feedback OFTEN – keeps employee on course, prevents
work from going “off the rails” for long periods of time, and
reduces the stigma of giving feedback.
26. Keys to providing effective feedback:
Spend time with your employees to discuss the
work and see how they are doing
Explain how the employee’s work contributes to
the big picture
Delegate based on employee workload and
capabilities
Show your commitment to their objectives by
providing needed support and direction.
28. STAR Model for Giving Feedback
S Situation - describe the SITUATION where the behaviour
occured
T Task – describe the TASK the employee performed
A Action – describe the ACTION the employee chose in this
situation
R Result - describe the outcome that occurred as a RESULT of
the action
If it is constructive feedback add an additional AR:
A Alternative Action- suggest an ALTERNATIVE ACTION the
employee could have chosen in this situation
R Aleternative Result - describe the likely outcome that would
have occurred as an ALETERNATE RESULT of the alternate action