Managing the multigenerational workforce
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This document discusses managing the multigenerational workforce, which includes 5 generations - Traditionalists, Baby Boomers, Generation X, Millennials, and Generation Z. Each generation was shaped by different defining events and have differing attitudes and expectations. Managing this diverse workforce effectively requires understanding each generation, communicating appropriately for their preferences, creating programs for generations to share knowledge, building diverse teams to foster trust and respect, and rewarding good behavior.
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Understanding Generational DifferencesUnderstand G.docx
Understanding
Generational
Differences
Understand Generational
Differences
For the first time in history, four generations are working
side by side. Different values, experiences, styles, and
activities create misunderstandings and frustrations
By the year 2014, 70 million Baby Boomer (including
many teachers and school leaders) will entire retirement
in large numbers
Generation X, a generation with different sensibilities
and priorities than Boomers, will assume positions of
leadership in schools and districts
The Generational Divide
(U.S. Population)
Traditionalists Born 1925-1945 50 million
GWAEA 6% (28)
Baby Boomers Born 1946-1964 80 million
GWAEA 70% (341)
Generation X Born 1965-1980 46 million
GWAEA 22% (110)
Generation
Y/Millennials
Born 1981-2006 76 million
GWAEA 2% (9)
Traditionalists (61+)
Influences Characteristics
Great Depression
Roaring 20’s
WWI and II
Korean War
GI Bill
Patriotic loyal “waste not
want not”
Faith in institutions—
one company career
Military influenced top
down approach
KEY WORD: LOYAL
Traditionalists (61+)
Value Logic and Discipline
Don’t Like Change
Want to Build a Legacy
Baby Boomers (42-60)
Influences Characteristics
Suburbia
TV
Vietnam, Watergate
Protests, Human
Rights Movement
Drugs & Rock ‘n Roll
Idealistic
COMPETITIVE
Question Authority
KEY WORD: Optimist
Baby Boomers (42-60)
“Me” Generation
Money, Title, Recognition
Want to Build A Stellar Career
Generation X (26-41)
Influences Characteristics
Sesame Street, MTV
Game Boy
PC
Divorce Rate Tripled
Latch Key Children
Eclectic
Resourceful
Self-reliant
Distrustful of
Institutions
Highly Adaptive to
Change & Technology
KEY WORD: Skepticism
Generation X (26-41)
Possibly Most Misunderstood
Generation
Need a Balance Between Work
and Life-Freedom
Flexible and Motivated
Want to Build a Portable Career
Generation Y/Millennials
(up to 26)
Influences Characteristics
Expanded Technology
Natural Disasters
Violence
Gangs
Diversity
Globally Concerned
Realistic
Cyber Literate
Personal Safety is
Number One Concern
KEY WORD: Realistic
Generation Y/Millennials
(up to 26)
Value Diversity/Change
Been Involved Entire Life
Want Work to be Meaningful
Goals
Traditionalists “Build a Legacy”
Baby Boomers “Build a Stellar Career”
Generation X “Build a Portable Career”
Generation
Y/Millennials
“Build Parallel Careers”
Institutions
Traditionalists “Deserve Loyalty”
Baby Boomers “Deserve to Change”
Generation X “Are Suspect”
Generation
Y/Millennials
“Should Be Judged on Their
Own Merit”
Rewards
Traditionalists “Satisfaction of job well done”
Baby Boomers “Money, Title, Recognition”
Generation X “Freedom!”
Generation
Y/Millenials
“Work that has meaning”
Career Path
Traditionalists “Job changing has stigma”
Baby Boomers “Job changing puts you behind”
Generation X “Job changing is necessary” ...
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This training document discusses how to create a collaborative work environment between different generations in the workplace. It notes that people are living and working longer, so workplaces now include a wide range of generations from Baby Boomers to Gen Z. The training provides an overview of each generation's historical context and experiences to help understand their perspectives. It emphasizes fostering respect for differences and finding ways to value each generation's strengths. The document recommends communication, supervision, and professional development strategies tailored to each generation to inspire and motivate multi-generational collaboration.
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The document discusses generational diversity and preferences in the workplace. It provides an overview of the four main generations currently in the workforce - Matures, Baby Boomers, Generation X, and Generation Y. For each generation, it outlines defining events, core values, strengths and weaknesses in the professional setting. The presentation aims to help organizations understand generational differences to create a more collaborative environment where all generations can contribute their skills.
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* Tap into the right channels in the right way to reach the right audience.
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Generation gap
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.
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This document discusses the multigenerational workforce and the four main generations currently comprising it: Silent Generation, Baby Boomers, Generation X, and Generation Y. Baby Boomers currently make up 41% of the workforce while Gen X and Y together make up 50.5%. With Boomers delaying retirement, the workforce is aging. By 2025, over 20% of workers will be 55 or older. Each generation brings distinct values and expectations to work. Managing a multigenerational workforce requires retaining older generations through mentorship while developing younger generations through training.
Bridging the Generation Gap in the Workplace
The document discusses the four generations currently in the workforce - Traditionalists, Baby Boomers, Generation X, and Millennials. It describes the defining events for each generation and their core values and preferences. Differences in perspectives and work styles between the generations are noted. Managing a multigenerational workforce effectively requires understanding these generational differences and adapting practices for attracting, motivating, and retaining each generation.
Undutchables Generation management
This document discusses managing different generations in the workplace. It begins by noting that traditional views of generational differences have focused on Anglo-Saxon perspectives and underestimated cultural influences. It then provides an overview of various generations defined by their birth years and cultural experiences in different regions like China, Russia, and the Netherlands. The document concludes by offering tips for motivating different generations at work, emphasizing the importance of understanding and utilizing each generation's unique talents rather than focusing only on problems.
Lenewee County Human Services: Generations
This document discusses how nonprofits can address generational differences to ensure long-term success. It outlines the key characteristics of different generations, from the Greatest Generation to Generation X and Generation Y/Millennials. The presentation notes that baby boomers currently dominate nonprofit organizations but will soon retire, creating leadership and staffing challenges. It recommends that nonprofits develop multigenerational strategies, mentor younger generations, use technology to engage Generation Y, and consider work-life balance needs across generations.
Leading Across Generations
What does it mean to work with a generation? What is a generation? A generation is generally understood as people who were born in a similar time frame, who have experienced similar life situations, share similar views, attitudes and maybe values which differ from other generations. Great events, traumatic events and unique situations define our experiences and alter out thoughts, feelings and behaviors. Examples of such accounts can include WWI, Depression, bombing of Pearl Harbor, WWII, Korean War, Polio vaccination, assassinations of the Kennedys and King, Walk on the Moon, Vietnam War, computer revolution, Twin Towers, shootings in schools, Super bowls, Presidential elections, special New Year’s Eve parties and so on. My grandmother grew up in the depression and was concerned about such things as lights being on in a room that no one was in and running the water full blast – and to me, these seem inconsequential, even trivial. The events such as those listed above can influence us in positive and negative ways and in the way we think about other nationalities and religions, the workplace, values on how we parent, use of technologies, education, the value we place on others, and even how we try to protect ourselves.
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Understanding Generational DifferencesUnderstand G.docx
Understanding
Generational
Differences
Understand Generational
Differences
For the first time in history, four generations are working
side by side. Different values, experiences, styles, and
activities create misunderstandings and frustrations
By the year 2014, 70 million Baby Boomer (including
many teachers and school leaders) will entire retirement
in large numbers
Generation X, a generation with different sensibilities
and priorities than Boomers, will assume positions of
leadership in schools and districts
The Generational Divide
(U.S. Population)
Traditionalists Born 1925-1945 50 million
GWAEA 6% (28)
Baby Boomers Born 1946-1964 80 million
GWAEA 70% (341)
Generation X Born 1965-1980 46 million
GWAEA 22% (110)
Generation
Y/Millennials
Born 1981-2006 76 million
GWAEA 2% (9)
Traditionalists (61+)
Influences Characteristics
Great Depression
Roaring 20’s
WWI and II
Korean War
GI Bill
Patriotic loyal “waste not
want not”
Faith in institutions—
one company career
Military influenced top
down approach
KEY WORD: LOYAL
Traditionalists (61+)
Value Logic and Discipline
Don’t Like Change
Want to Build a Legacy
Baby Boomers (42-60)
Influences Characteristics
Suburbia
TV
Vietnam, Watergate
Protests, Human
Rights Movement
Drugs & Rock ‘n Roll
Idealistic
COMPETITIVE
Question Authority
KEY WORD: Optimist
Baby Boomers (42-60)
“Me” Generation
Money, Title, Recognition
Want to Build A Stellar Career
Generation X (26-41)
Influences Characteristics
Sesame Street, MTV
Game Boy
PC
Divorce Rate Tripled
Latch Key Children
Eclectic
Resourceful
Self-reliant
Distrustful of
Institutions
Highly Adaptive to
Change & Technology
KEY WORD: Skepticism
Generation X (26-41)
Possibly Most Misunderstood
Generation
Need a Balance Between Work
and Life-Freedom
Flexible and Motivated
Want to Build a Portable Career
Generation Y/Millennials
(up to 26)
Influences Characteristics
Expanded Technology
Natural Disasters
Violence
Gangs
Diversity
Globally Concerned
Realistic
Cyber Literate
Personal Safety is
Number One Concern
KEY WORD: Realistic
Generation Y/Millennials
(up to 26)
Value Diversity/Change
Been Involved Entire Life
Want Work to be Meaningful
Goals
Traditionalists “Build a Legacy”
Baby Boomers “Build a Stellar Career”
Generation X “Build a Portable Career”
Generation
Y/Millennials
“Build Parallel Careers”
Institutions
Traditionalists “Deserve Loyalty”
Baby Boomers “Deserve to Change”
Generation X “Are Suspect”
Generation
Y/Millennials
“Should Be Judged on Their
Own Merit”
Rewards
Traditionalists “Satisfaction of job well done”
Baby Boomers “Money, Title, Recognition”
Generation X “Freedom!”
Generation
Y/Millenials
“Work that has meaning”
Career Path
Traditionalists “Job changing has stigma”
Baby Boomers “Job changing puts you behind”
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Generations in the Workplace PPT (Final).pptx
This training document discusses how to create a collaborative work environment between different generations in the workplace. It notes that people are living and working longer, so workplaces now include a wide range of generations from Baby Boomers to Gen Z. The training provides an overview of each generation's historical context and experiences to help understand their perspectives. It emphasizes fostering respect for differences and finding ways to value each generation's strengths. The document recommends communication, supervision, and professional development strategies tailored to each generation to inspire and motivate multi-generational collaboration.
Generations in the Workplace
Beginner's introduction to working with people of different generations in a workplace setting and using different experiences to utilize each other's specific skills.
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The document discusses generational diversity and preferences in the workplace. It provides an overview of the four main generations currently in the workforce - Matures, Baby Boomers, Generation X, and Generation Y. For each generation, it outlines defining events, core values, strengths and weaknesses in the professional setting. The presentation aims to help organizations understand generational differences to create a more collaborative environment where all generations can contribute their skills.
Engaging Multigenerational Audiences [Webinar]
You may have a good understanding of your core audience, but to increase attendance and revenue you’ll need to expand to new audiences, new generations. So how do you appeal to Millennials without alienating your core Gen-X patrons, and completely losing your Boomers?
In this webinar you'll learn how to:
* Promote your venue and events to reach audiences of varying age ranges.
* Tap into the right channels in the right way to reach the right audience.
* Tailor experiences that will attract specific generations without alienating others.
Workforce millennials
This document discusses generational differences in the workforce and how they impact business. It outlines the key characteristics and values of four generations currently or recently in the workforce: Veterans, Baby Boomers, Generation X, and Millennials. Each generation reacted differently to the economic, social, and political conditions they grew up with. The document also provides suggestions on how to market to each generation based on their values and experiences.
Generation gap
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.
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This document discusses the multigenerational workforce and the four main generations currently comprising it: Silent Generation, Baby Boomers, Generation X, and Generation Y. Baby Boomers currently make up 41% of the workforce while Gen X and Y together make up 50.5%. With Boomers delaying retirement, the workforce is aging. By 2025, over 20% of workers will be 55 or older. Each generation brings distinct values and expectations to work. Managing a multigenerational workforce requires retaining older generations through mentorship while developing younger generations through training.
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This document discusses managing different generations in the workplace. It begins by noting that traditional views of generational differences have focused on Anglo-Saxon perspectives and underestimated cultural influences. It then provides an overview of various generations defined by their birth years and cultural experiences in different regions like China, Russia, and the Netherlands. The document concludes by offering tips for motivating different generations at work, emphasizing the importance of understanding and utilizing each generation's unique talents rather than focusing only on problems.
Lenewee County Human Services: Generations
This document discusses how nonprofits can address generational differences to ensure long-term success. It outlines the key characteristics of different generations, from the Greatest Generation to Generation X and Generation Y/Millennials. The presentation notes that baby boomers currently dominate nonprofit organizations but will soon retire, creating leadership and staffing challenges. It recommends that nonprofits develop multigenerational strategies, mentor younger generations, use technology to engage Generation Y, and consider work-life balance needs across generations.
Leading Across Generations
What does it mean to work with a generation? What is a generation? A generation is generally understood as people who were born in a similar time frame, who have experienced similar life situations, share similar views, attitudes and maybe values which differ from other generations. Great events, traumatic events and unique situations define our experiences and alter out thoughts, feelings and behaviors. Examples of such accounts can include WWI, Depression, bombing of Pearl Harbor, WWII, Korean War, Polio vaccination, assassinations of the Kennedys and King, Walk on the Moon, Vietnam War, computer revolution, Twin Towers, shootings in schools, Super bowls, Presidential elections, special New Year’s Eve parties and so on. My grandmother grew up in the depression and was concerned about such things as lights being on in a room that no one was in and running the water full blast – and to me, these seem inconsequential, even trivial. The events such as those listed above can influence us in positive and negative ways and in the way we think about other nationalities and religions, the workplace, values on how we parent, use of technologies, education, the value we place on others, and even how we try to protect ourselves.
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Managing the multigenerational workforce
- 2. Multigenerational workplace creates challenges and opportunities for employers… Greatest challenge is for managers. How do we effectively manage 5 generations with with different attitudes and expectations?
- 3. Agenda • Overview of the multigenerational workplace (5G), exploring each generation and the events that shape their workplace attitudes and expectations • Examine challenges that Companies face in developing these 5G workers • Discuss benefits and tips to help managers become comfortable managing this diverse workforce
- 4. 5 Generations in Today’s Workplace • Traditionalists • Baby Boomers • Generation X • Millennials (Generation Y) • Generation Z
- 5. Traditionalists • Born 1928 – 1945 • 4% still in the workplace • World War II was the influential event of their childhood • View work as a privilege
- 6. Baby Boomers • Born 1946 – 1964 • Projected that 10,000 will reach retirement age each day through 2020 • Formative events during their childhood were the moon landing, civil rights movement, Kennedy assassination, Vietnam War, Woodstock, Women’s Lib • Strong work ethic, motivated by rank, wealth and prestige
- 7. Generation X • Born 1965 – 1979 • Events of childhood include the energy crisis, Watergate, Three Mile Island, the AIDS epidemic, Chernobyl, fall of Berlin Wall • First “latchkey” generation as divorce rates skyrocketed and mothers entered the work force • Results oriented (they entered the workforce during the recession) and desire flexibility in how work gets done
- 8. Millennials (Generation Y) • Born 1980 – 1995 • 80 Million strong • Comprise 36% of the current workforce, will comprise 46% by 2020 • Most defined by the Internet • Other life defining events Oklahoma City bombing, Columbine shootings, 9/11, Enron, Hurricane Katrina • Goal and achievement oriented, value social and corporate responsibility
- 9. Generation Z • Born starting 1996 • Oldest of this generation is just entering the workforce • Experienced the “Great Recession” and witnessed the long term unemployment of parents and relatives • Highest level of technology and connectivity, which affects their preferences and work styles • Having an impact on the world may be more important than their jobs
- 10. How Do We Effectively Manage All of These Generations? • Communicate appropriately, gearing messages for generational preferences • Create programs that encourage generations to work together and to share knowledge • Build diverse teams of all ages, genders and cultures to create trust and value among your teams. • Foster a respectful environment. • Reward good behavior.