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How to Manage Generational Differences in the Workplace
The document discusses managing generational differences in the workplace, highlighting the distinct values, work styles, and communication preferences of traditionalists, boomers, Gen X, millennials, and Gen Z. Strategies for enhancing employee engagement and creating a positive company culture are provided, including the importance of flexibility, adaptability, mentorship, and clear performance feedback. It emphasizes the need for organizations to invest in their culture and to understand the diverse needs of a multi-generational workforce.
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How to Manage Generational Differences in the Workplace
- 1. Hosted by NationalMI How to Manage Generational Differences in the Workplace By: Kristin Messerli, Cultural Outreach kristin@culturaloutreach.net
- 2. What is CulturalOutreach? Multicultural & Millennial Marketing
- 3. Coming Soon... Interview withJeremy Potter (General Counsel on Social Media & Compliance) Infographic AAPI Country of Origins
- 4. TABLE OF CONTENTS Demographics Values, Work Styles, Communication Strategiesto Create a Culture Shift
- 5. Demographics Who makes upthe modern workplace? Section 01
- 7. By 2020, Millennialsand Gen Z will represent over 70% of the workforce Source: “A Breakdown of the Five Generations of Employees in the Workplace”, NAVEXGlobal, 2017
- 8. Median age ofRealtors: 53 Source: Bureau of Labor Statistics, 2017 Median age of loan officers: 54
- 9. Traditionalists ● Born 1900-1945 ●Ages 72+ ● Labor Force: <3%
- 10. Baby Boomers ● Born1946-1964 ● Ages 54-71 ● Labor Force: 29%
- 11. Gen X ● Born1965-1980 ● Ages 38-53 ● Labor Force: 34%
- 12. Millennials ● Born 1981-1995 ●Ages 23-37 ● Labor Force: >34%
- 13. Gen Z ● Born1996-2010 ● Ages 8-22 ● Labor Force: 1%
- 14. Values in theWorkplace Understand why each generation follows specific behavior trends Section 02
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- 18. Strong Sense ofIntegrity 3 Traditionalists/Boomers
- 19. Competitive - Goalis to Win 4 Traditionalists/Boomers
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- 23. Freedom and EntrepreneurialSpirit 2 Generation X
- 24. Career Security vsJob Security 3 Generation X
- 25. Problem-solving & ResultsDriven 4 Generation X
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- 29. Utilization of Skills& Ongoing Training 3 Millennials
- 30. Autonomy Mixed withCollaboration 4 Millennials
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- 35. Work Styles How eachgeneration prefers to work based on values Section 03
- 36. Traditionalists/Boomers ● “Flat” organizationalhierarchy - your title determines the work you do ● Working longer hours to get the job done ● Enjoy interaction - generation that started the culture of meetings
- 37. Generation X ● Casualwork environment ● Easy access to leadership and those they manage ● Project-oriented and prefer working independently
- 38. Millennials ● Flexible workschedule - ability to work remote ● Do enjoy collaboration ● Multi-tasking - comes naturally as digital natives
- 39. Gen Z ● Independent ●Competitive ● Multi-tasking - comes naturally as digital natives
- 40. Communication Methods How tobest utilize different mediums and platforms effectively Section 03
- 41. Email ● Millennials useemail but view it as less urgent form of communication ● Allows for more detailed information and longer messaging ● Not going anywhere but meant for less immediate responses
- 42. Text ● Favored forquick responses ● Easier to respond without disrupting current activities unlike a phone call
- 43. In-person ● Important forbuilding connections given how much work is now digital ● Millennials have made in-person interaction and conversation more casual in the workplace ● Gen Z is prone to pop into office without a scheduled time to talk
- 44. Phone call ● Favoredby older generations ● Seen as disruptive by younger generations for quick question/answers that could be answered via text or IM
- 45. Collaborative Tools ● Instantmessaging platforms ○ Slack ● Video conferencing ○ Google hangouts, Zoom ○ Substitute for being in-office all the time ● Task Management ○ Asana
- 46. Performance Reviews Preferences: ● Boomers:formal approach of using annual review ● Gen X: frequent reviews based on accomplishments ● Millennial/Gen Z: ongoing and regular feedback regardless of progress and results ○ “Check-in” to stay connected
- 47. Strategies to Createa Culture Shift Ways to avoid conflict and engage employees of all ages Section 04
- 48. Average tenure ofan employee in all generations and industries is 4.2 years Source: Bureau of Labor Statistics, 2017
- 49. How Can YouKeep Employees Engaged On All Levels?
- 50. Invest in yourcompany culture and brand 1
- 51. Company Culture ● Whatdoes your company stand for? ● What is your company’s reputation from an employee’s perspective? ● 70% of candidates look to company reviews prior to making a major career decision (Inc)
- 52. Incorporate social causes,contributions and volunteer opportunities for employees 2
- 53. Mission-Oriented ● Partner withlocal charities ● Encourage employees of all ages to volunteer based on their interests ○ i.e. dog shelter, children’s literacy programs, charity runs ● Host regular donation drives
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- 55. Flexibility ● Have clearcommunication on when flex days are appropriate ○ i.e. Fridays only; request 1 week in advance ● Trust employees to complete the work unless proven otherwise
- 56. Allow space forinnovation and change 4
- 57. Adaptability ● Be opento hearing from younger employees in meetings ● Let go of the “that’s the way we’ve always done it” mentality
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- 59. Mentorship ● Pair youngeremployees with a mentor at the management level ● Same-sex mentorships are ideal ● Create teams of multi-generational members for projects or team building activities
- 60. Update Performance FeedbackCycles 6
- 61. Performance Feedback ● Combinewritten surveys with in-person check-ins to allow for honest and open feedback
- 62. Create well-defined goalsand expectations for everyone 7
- 63. Goals & Expectations ●Establish a common goal ● Make adjustments in how feedback is given based on preferences ● This allows everyone to be on the same page yet respects differences in communicating and work styles
- 64. Provide perks andrewards 8
- 65. Perks & Rewards ●Access to online training & further education ● Deals on fitness classes, gym memberships, etc. ● Host office happy hours
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- 67. Digital Agency forLoan Officers & Lenders ● Comprehensive social media support ● Social media content & sharing ● Digital coaching
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