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Reinders harnessing multiple generations
The document discusses the impact of generational changes in the workforce, highlighting the transition from Baby Boomers to Millennials and the challenges this poses for organizations. It outlines key shifts such as the decline of traditional management structures, the rise of digital communication, and changing work-life values among younger generations. Organizations must adapt to these changes by developing capacities that are digital, clear, fluid, and fast to remain competitive.
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Reinders harnessing multiple generations
- 1. March 12, 2015 SteveDrake Harnessing Multiple Generations: In the Workforce 1 22nd Green Industry Conference
- 2. More Info • Slidesat SlideShare.net/drakeco 2
- 3. 3 Generational Change + DigitalRevolution =
- 4. 3 Trends ofCurrent Revolution Front #1: Decline of traditional management • Hierarchies/bureaucracies fraying Front #2: Social internet revolution • Explosion of content, news, info, entertainment Front #3: Millennials in workforce • 80+ million emerging as leaders 4
- 5. Disclosures Yes, these aregeneralizations Yes, there are exceptions What follows is a compilation of research and literature from multiple sources Plagiarism vs research 5
- 6. 6 Largest shift ofhuman capital in history
- 7. Generations • 18 generationsin U.S. since 1776 • One every 20 years • Revolutionary generation every 80-100 years – Revolutionary War generation – Civil War generation – Depression/World War II generation – Millennial generation 7
- 8. Baby Boomers 77 million Generation Y 76+ million Generation X 50 million Matures 24million Before 1946 1946-1964 1965 – 1977 1978 - 1995 Birth Years: 8 Majority of US workforce in 2015 43% of world's population is under age of 25 Generations by Birth Years
- 9. Generational Divides (Shared Experiences) GenerationBorn Age in 2014 Core Influence Silents Mid-1920s to early 1940s 70-90 Depression, WWII Boomers Early 1940s to early 1960s 55-70 Man-on-Moon, Vietnam Millennials Early 1980s to early 2000s 10– 33 9/11, Web 2.0, terrorism Xers Early 1960s to early 1980s 34-54 Latch key, Challenger 9
- 10. GENERATIONS Boomers Harley BeatlesMimeo Telecopy Polaroid XersNike Michael Jackson Email Instamatic Ys Apple BeebsSocial media Selfies Icon MusicTech Photos 10
- 11. Boomers • Don’t trustanyone over 30 • Love the one you’re with • Flag burnings • Woodstock Generation • Age of Aquarius • 60-hour work week • Transistor radios
- 12. Common Experiences Boomers remember... • Polio • Bomb shelters • President Kennedy assassination • Vietnam • Kent State • Woodstock • Kodak moments • NASA/Man on Moon • Fins on cars • TV: Ed Sullivan, Lucy, Walter Cronkite
- 13. Common Experiences Millennials remember…. • Parents being downsized • Friending • Digital yearbooks • 9/11, war on terrorism • GM has always meant Genetically Modified • Watching TV without a TV set • Photos without film • Luggage on wheels not shoulders • Amazon not just a South American river • Music has always been free (downloaded)
- 14. Y Characteristics • Livingwith parents longer • Buying home later • Food from convenience stores • More education • Earning less • Optimists • Urbanites • TV: Streaming, Jon Stewart • Marrying later • Children later (but more of them)
- 15.
- 16. 16 2,925 new 65-year-oldsby 8 pm today
- 17. Boomers • Nearly allBoomers will be retired by 2020 … … that’s just five years from now! • Not enough Xers to replace them • Thus, Millennials will take over! 17
- 18. Work Life Family Work Life Family #1 Issue betweenGenerations 18 Boomers: Work is a PLACE Ys: Work whenever & wherever
- 19.
- 20. Participation Down In •Tennis • Bowling • Service Clubs • College football tickets • Golf (1 course closes every 48 hours)
- 22. Who taught them? •Participation trophies • Y Winners
- 24. Loyalty • Ys moreloyal to self than to employer • Who taught them? – Re-engineering – Down sizing – Laid off
- 26. 26 Communications at Work Boomer:Did you get my email request? Millennial: Huh? What email? Boomer: I emailed you 20 minutes ago to bring me the Smith estimate. Millennial: Well, if it was urgent, why didn’t you text me?
- 27. • Gen Yworkers want a job that lets them exercise personal values and beliefs. • 62% want to work for companies that give them a chance to use their skills to help a nonprofit. 27 • More than 60% of students volunteer at least monthly.
- 28. Cause Marketing Examples Habitatfor Humanity Cook for the Cure Return the Warmth Chili’s Create-A-Pepper
- 29. Trees for Troops: Reach& Impact 14.2 MILLION households said they saw, read or heard about Trees for Troops 1.9 MILLION households said T4T “influenced” their decision to purchase a farm-grown tree in 2007 29
- 30. ALS Ice BucketChallenge • ALS donations up from $2.5 mil in 2012 to $79.7 mil now! • Plum Hollow CC takes Ice Bucket Challenge! http://ow.ly/AGGOW 30
- 31. Potential Causes 31 • Golfmower rodeo • Foot golf • Cause of the month? • Green care for troops
- 32. Expanded Hole Size •Supported by Taylormade Golf • See hackgolf.org 32
- 33. Foot Golf • 200courses • Brings in 1st timers 33
- 34. North Inch GolfCourse • World’s oldest course • Changes to survive: – 6-hole option – Free coaching for juniors – Flexible pricing – Get into golf for beginners – Young adult season ticket 34
- 35. 5 Currents ImpactingUs 1. Sharing economy 2. Gig economy 3. Knowledge economy 4. Experience economy 5. Impact economy 35
- 36. SHARING 1. Access &collaboration over ownership & acquisition 2. Google means few secrets 3. Roam beyond cul-de-sac & network Uber cars Facebook, Instagram, Blogs 36
- 37. GIG 1. Multi careers& entrepreneurs over one- career and loyalty 2. Many engaged in multiple “gigs” rather than single job 37
- 38. KNOWLEDGE 1. Innovation, interconnectedness, globalization over automation,silos, regimentation 2. Global access to people and knowledge 38
- 39. EXPERIENCE 1. Emotion andexperience over products and services memorable experience creates raving fans (starting with waiting rooms) social media helps people achieve personal satisfaction 39
- 40. IMPACT 1. For-benefit enterprisesover for-profit enterprises 2. Does it improve the world? 3. I want to support causes 40
- 41. Goes on saletoday 41 99c on Kindle
- 42. When Millennials TakeOver 4 Capacities Organizations Must Develop 1. Digital 2. Clear 3. Fluid 4. Fast 42
- 43. When Millennials TakeOver Capacities Organizations Must Develop 1. Digital • Clear digital mindset • Focused on personal service • Continuous innovation • Nothing is ever done 43
- 44. When Millennials TakeOver Capacities Organizations Must Develop 2. Clear • Information shared • Collaboration improves lives • Make it visible and transparent 44
- 45. When Millennials TakeOver Capacities Organizations Must Develop 3. Fluid • Nimble • Flexible • Shared power & authority • Integrated teams replace silos 45
- 46. When Millennials TakeOver Capacities Organizations Must Develop 4. Fast • More responsiveness • Keep up with changes • Keep looking for new ideas • Quick & easy 46
- 47. Discussion 1. Table talk: a)What does Generational change mean to your company? b) What does it mean to your role/job? c) What does it mean for hiring policies? 2. Should your company engage in a cause? If so, what? 47
- 48. 48 The World HasChanged If can’t find you … You Don’t Exist
- 49. Much of thisinformation provided by NCTA from research conducted by Market Directions Inc. Gen Y Information Sources: 1) Market Directions … www.marketdirections.com 2) When Millennials Take Over … http://www.culturethatworks.net 3) Beloit College … www.beloit.edu (Mindset List) 4) Knowing Y: Sarah L. Sladek 5) Generational Diversity: Jamie Notter 49
- 50. Steve Drake President 10564 CarenaCircle Fort Myers, FL 33913 (314) 239-9464 CONTACT INFORMATION steve@scdgroup.net @stevedrake @causeaholic