Do you know what benefit Millennial employees want 3 TIMES MORE than cash bonuses?
Millennials, or the Gen Y workforce born between 1982 and 2002, are success-oriented but can be very high maintenance. They don’t adapt to corporate cultures. Your company must be “Millennial-friendly” or risk a high turnover rate with this not-so-tolerant generation.
With mass Boomer retirement starting, and the smaller number of Gen X workers replacing them, smart employers are currently scrambling to determine not only how to recruit their next generation of young employees, but how to retain the Millennials they have now.
Join us as Lisa Orrell, author of 2 best-selling books, Millennials Incorporated and Millennials into Leadership, explains the eight critical retention requirements Millennials seek from an employer. Lisa’s insight is backed by recent research into the Millennial generation and her years of experience working with multi-generations in organizations large and small.
In this presentation you will learn:
What makes the Millennial worker tick?
Where do you find and recruit this next generation worker?
How can you motivate, inspire and retain your Millennial workers?
Learn how your company can keep its best & brightest future leaders.
For more on recruiting and retaining Gen Y workers, visit
http://www.monsterthinking.com
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.
From Baby Boomers to Gen Y'ers: Managing Multiple Generations in the WorkplaceMultifamily Insiders
Produced by Multifamily Insiders: http://www.multifamilyinsiders.com
Most of us know the basics when it comes to generational gaps in the workplace, so now Alex is going to dig into these differences and explain how you can use this knowledge to manage your teams better! In this webinar, you will learn how to:
a. Define the four generations and their workplace characteristics
b. Define each generational personality
c. Recognize generational differences
d. Identify the common drivers and value systems of each generation and how those
drivers affect motivation and behavior in the workplace
Volunteer Wisconsin has compiled this information for organizations interested in targeting different generations for volunteer opportunities. Learn tips for effectively engaging different generations.
From Boomers to Millennials: Generation Specific Volunteer Recruitment, Reten...Sarah Bradbury
This presentation, originally given 1/27/12 for the Indiana Special Olympics State Conference, details generational characteristics of volunteers, as well as generation specific recruitment, retention, and recognition ideas.
Moonias Perspective Working in First Nations Communitiesgriehl
Chronic Disease and Wholistic Health in First Nations Communities
my view of the world as a white privileged male working with Indigenous people for more than 25 years
WEBINAR INFORMATION:
In the contemporary U.S. workforce, four generations now often work side by side. They have had varied life experiences, are characterized by different levels of technological expertise and knowledge, and are often distinguished by racial, cultural, religious, and regional diversity. This webcast will address the implications of these differences for employers and managers. The primary focus is on the differences between generations and what they mean for managers who are trying to build teams and support the diverse needs of their employees. The webcast will also emphasize the technological divide that is at times a divisive element between generations in how they approach their work and personal lives. The effects of globalization and increasing diversity area also addressed.
By the end of this webcast participants will be able to:
• Identify the characteristics and work orientations of Traditionalists, Baby Boomers, Generation X’ers, and Millennials.
• Understand intergenerational dynamics and the technological and social media divide between generations
• Develop more cohesive, smooth functioning work teams
• Appreciate and capitalize on the value of multiple employee perspectives and capabilities
• Employ new strategies for overcoming differing generational perspectives at the workplace in order to increase productivity
ABOUT THE PRESENTER:
Bahira Sherif Trask, PhD., is a Professor and Associate Chair of Human Development and Family Studies at the University of Delaware and a Policy Scientist in the Center for Community Research and Service. She holds a PhD in Cultural Anthropology from the University of Pennsylvania and an undergraduate degree in Political Science with a concentration in International Relations from Yale University.
Dr. Trask is a leading expert on globalization, work and families in Western and non-Western contexts. She has authored and edited a number of books in this area, including Globalization and Families: Accelerated Systemic Social Change (Springer, 2010). Her latest book (to be released fall 2013) is Women, Work and Globalization: Challenges and Opportunities (Routledge).
Dr. Trask speaks on her research on work, family, and workforce development for the 21st century in a variety of venues including at the United Nations, corporations such as Gore and Microsoft, and academic institutions, including most recently Yale University.
Watch webinar- http://careerminds.com/webinar/working-successfully-with-a-multigenerational-diverse-workforce-in-the-21st-century/
Generational issues in the workplace are one of the biggest challenges facing organizations today. This presentation covers the latest research and ideas to successfully lead 4 generations in the workplace.
Living Together: RA Skills for Engaging in Conversations on Diversity and Soc...Paul Brown
Originally presented at Resident Assistant Training at Boston College on August 18, 2012. This brief presentation discusses how to approach difficult conversations and confront problematic language around issues of diversity and social justice.
Do you know what benefit Millennial employees want 3 TIMES MORE than cash bonuses?
Millennials, or the Gen Y workforce born between 1982 and 2002, are success-oriented but can be very high maintenance. They don’t adapt to corporate cultures. Your company must be “Millennial-friendly” or risk a high turnover rate with this not-so-tolerant generation.
With mass Boomer retirement starting, and the smaller number of Gen X workers replacing them, smart employers are currently scrambling to determine not only how to recruit their next generation of young employees, but how to retain the Millennials they have now.
Join us as Lisa Orrell, author of 2 best-selling books, Millennials Incorporated and Millennials into Leadership, explains the eight critical retention requirements Millennials seek from an employer. Lisa’s insight is backed by recent research into the Millennial generation and her years of experience working with multi-generations in organizations large and small.
In this presentation you will learn:
What makes the Millennial worker tick?
Where do you find and recruit this next generation worker?
How can you motivate, inspire and retain your Millennial workers?
Learn how your company can keep its best & brightest future leaders.
For more on recruiting and retaining Gen Y workers, visit
http://www.monsterthinking.com
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.
From Baby Boomers to Gen Y'ers: Managing Multiple Generations in the WorkplaceMultifamily Insiders
Produced by Multifamily Insiders: http://www.multifamilyinsiders.com
Most of us know the basics when it comes to generational gaps in the workplace, so now Alex is going to dig into these differences and explain how you can use this knowledge to manage your teams better! In this webinar, you will learn how to:
a. Define the four generations and their workplace characteristics
b. Define each generational personality
c. Recognize generational differences
d. Identify the common drivers and value systems of each generation and how those
drivers affect motivation and behavior in the workplace
Volunteer Wisconsin has compiled this information for organizations interested in targeting different generations for volunteer opportunities. Learn tips for effectively engaging different generations.
From Boomers to Millennials: Generation Specific Volunteer Recruitment, Reten...Sarah Bradbury
This presentation, originally given 1/27/12 for the Indiana Special Olympics State Conference, details generational characteristics of volunteers, as well as generation specific recruitment, retention, and recognition ideas.
Moonias Perspective Working in First Nations Communitiesgriehl
Chronic Disease and Wholistic Health in First Nations Communities
my view of the world as a white privileged male working with Indigenous people for more than 25 years
WEBINAR INFORMATION:
In the contemporary U.S. workforce, four generations now often work side by side. They have had varied life experiences, are characterized by different levels of technological expertise and knowledge, and are often distinguished by racial, cultural, religious, and regional diversity. This webcast will address the implications of these differences for employers and managers. The primary focus is on the differences between generations and what they mean for managers who are trying to build teams and support the diverse needs of their employees. The webcast will also emphasize the technological divide that is at times a divisive element between generations in how they approach their work and personal lives. The effects of globalization and increasing diversity area also addressed.
By the end of this webcast participants will be able to:
• Identify the characteristics and work orientations of Traditionalists, Baby Boomers, Generation X’ers, and Millennials.
• Understand intergenerational dynamics and the technological and social media divide between generations
• Develop more cohesive, smooth functioning work teams
• Appreciate and capitalize on the value of multiple employee perspectives and capabilities
• Employ new strategies for overcoming differing generational perspectives at the workplace in order to increase productivity
ABOUT THE PRESENTER:
Bahira Sherif Trask, PhD., is a Professor and Associate Chair of Human Development and Family Studies at the University of Delaware and a Policy Scientist in the Center for Community Research and Service. She holds a PhD in Cultural Anthropology from the University of Pennsylvania and an undergraduate degree in Political Science with a concentration in International Relations from Yale University.
Dr. Trask is a leading expert on globalization, work and families in Western and non-Western contexts. She has authored and edited a number of books in this area, including Globalization and Families: Accelerated Systemic Social Change (Springer, 2010). Her latest book (to be released fall 2013) is Women, Work and Globalization: Challenges and Opportunities (Routledge).
Dr. Trask speaks on her research on work, family, and workforce development for the 21st century in a variety of venues including at the United Nations, corporations such as Gore and Microsoft, and academic institutions, including most recently Yale University.
Watch webinar- http://careerminds.com/webinar/working-successfully-with-a-multigenerational-diverse-workforce-in-the-21st-century/
Generational issues in the workplace are one of the biggest challenges facing organizations today. This presentation covers the latest research and ideas to successfully lead 4 generations in the workplace.
Living Together: RA Skills for Engaging in Conversations on Diversity and Soc...Paul Brown
Originally presented at Resident Assistant Training at Boston College on August 18, 2012. This brief presentation discusses how to approach difficult conversations and confront problematic language around issues of diversity and social justice.
From Working Across Generations to Daring to Lead harnessing multi-generational leadership is a clear and present priority. Four generations in the work place present a challenge for getting the most out of each generation to serve your mission.
It’s a simple fact that the key to Supervison is understanding people. It’s also true that understanding people is not simple. This module focuses on some of the key concepts of understanding people. Do not try to decide which is the one best way to understand people. All of these concepts have value and none is predominate. Note that the last page of this is instructive.
The technocrats and communications with other generations in the workplaceRobin Sargent
This slide show is about the different generations and their communication issues with the technocrats. I made each slide move like a tabbed folder in the animations.
I find Generation Theory fascinating & prepared this presentation for my colleagues. I used many sources, some of which I reference under recommended reading, all images were sources from the Internet.
[AIIM16] Technology Pioneers, Explorers & Radicals, Oh My!AIIM International
AIIM16 presentation by: Laurie Fischer, Managing Director, IG and Compliance, Consilio, LLC. and Kurt Neumann, Director of Records & Information Management, Prime Therapeutics.
Similar to Working with Different Generations (20)
So often you hear the mantra of "Find your passion and follow it", but that's only one part of the story. You passion may not be what pays your bills, but weaving it throughout your life can be critical to a holistic approach to your career and life balance. Jennifer will share her personal journey of following her passion both at work and in her life and offer tips on how you can do the same in your life.
Creating a solid internship program can be a win for your company and your future employees. Learn the elements that make a great internship program rock!
2. 1. Gain an understanding of different
generations in the workforce and what
makes each important on your team
2. Identify effective strategies for working
in multigenerational workplaces and
teams
3. Learn what Millennials are looking for
and how to mentor them appropriately
8. • Important events included:
– The Great Depression
– WWII
– Disney releases it’s first animated feature (Snow
White)
– The Korean War
– Sputnik went into Orbit
You might be a veteran if…
• You have the ability to entertain yourself without
a TV, in fact you remember the days before TV
• Popular Technology: Radio
15. • Important events included:
– Man walks on the Moon
– Civil Rights
– Woodstock
– Deaths of JFK and Martin Luther King
– Vietnam War begins
You might be a Boomer if you can complete these
sentences…
• When the Beatles first came to the U.S. in early 1964,
we all watched them on the ______show
• "Get your kicks, ________________”
• Popular Technology: Television
24. • Important events:
– The Cold War (remember getting under your desk?)
– Challenger Shuttle Explodes on Takeoff
– Berlin Wall Dismantled
– Fall of Communism in Eastern Europe
– U.S. Troops go to Persian Gulf for the 1st time
– AIDS Identified
You might be a Gen Xer if…
• Schoolhouse Rock played a HUGE part in how you
actually learned the English language.
– I know what a Bill (sittin’ up on Capital Hill) is thanks to that
show!!
Popular Technology: Computers
25.
26.
27.
28.
29.
30.
31. Growing up in the 80’s
http://www.youtube.com/watch?v=eMGGNUSTWT8
32.
33. • Important Events:
– Death of Princess Diana
– Death of Mother Teresa
– Columbine
– 9/11
– World Center Attacks
– War begins in Iraq for a 2nd time
You might be a Millennial if…
• Blog, Myspace/Facebook, IM, text messaging, and
other social media are a regular part of your daily life
• Popular Technology: The internet, cell phones
43. • Form generational groups
• Brainstorm 5 positive and 5 negative characteristics
of other generations (Veterans, Baby Boomers, Gen X,
Millennials) Write them on the note cards
• Create a list of what you don’t understand about
other generations approach to work.
– Bring cards to front when finished
• Within your group, do the characteristics written
accurately describe you?
– Choose a spokesperson to explain your answer
44.
45.
46. • Looking for meaningful work
• Seeking challenge
• Chance to prove themselves and show they can
perform well
• Enjoys contact with people
• Desire to be in a position of responsibility
• Resents being looked at as though they have no
experience
• Tends to be more job mobile
• Less respectful of authority
Who does this describe?
47. Training and Development Journal
Sorry Boomers, the other generations in the workforce
didn’t like you when you started working!
Every generation that enters the workforce makes waves!
50. Veterans Boomers Gen Xers Millennials
Career Build a legacy Build a stellar Build a portable Build parallel
career career careers
Goals
Rewards Satisfaction of a job Money, title, Freedom is the Work that has
well done recognition, ultimate reward meaning for me
corner office
Work-Life Support me in Help me balance Give me balance Work isn’t
shifting the balance everyone else and now! Not when everything. Need
Balance
find meaning I’m 65 flexibility to
myself balance my other
activities
Job Carries a stigma Puts you behind Is necessary Is part of the daily
routine
Changing
Training I learned the hard Train ‘em too The more they Continuous
way, you can too! much and they’ll learn, the more learning is a way
leave they’ll stay of life
Source: When Generations Collide
51.
52. Veterans
Assets: Experience, enhanced knowledge, dedication, focus,
loyalty, stability, emotional maturity, perseverance
Possible issues: Reluctant to buck the system, uncomfortable with
conflict, may want to keep things the way they are
Messages that Motivate: “Your experience is respected here”
Rewards: Tangible symbols of loyalty, commitment, and service
including plaques and certificates
Methods of Communication: Memos, letters and personal notes
53. Baby Boomers
Assets: Service orientation, dedication, team perspective,
experience, knowledge
Possible issues: May put process ahead of results
Messages that Motivate: “We need you”, “ Your opinion is valued”
Rewards: personal appreciation, promotion, and recognition
Methods of Communication: phone calls, personal interaction
54. Generation X
Assets: Adaptability, techno-literacy, independence, creativity,
willingness to buck the system
Possible issues: Skeptical, may distrust authority
Messages that Motivate: “Do it your way”, “there aren’t a lot of
rules around here”
Rewards: Free time, opportunities for development, certifications
to add to their resumes
Methods of Communication: Voice mail, email
55. Millennials
Assets: Collective action, optimism, ability to multi-task, and
technologically savvy
Possible issues: Need for supervision and structure, inexperience-
particularly when dealing with difficult people
Messages that Motivate: “Your work makes a huge difference
here”
Rewards: Awards, certificates, tangible evidence of credibility
Methods of Communication: texting, instant messaging,
56.
57. FOCUS: on the similarities of the
four generations.
We all want to be successful in our careers.
We all have hopes and dreams.
•
58. UNDERSTAND: the differences
between the way the generations
approach work.
• OPTIMIZE: the strengths of each group:
Traditionalists are loyal employees.
Boomers are highly optimistic.
X-ers value independence and flexibility.
Millennials value teamwork and personal connection.
59. REALIZE: the possible weaknesses of
each generation.
Younger workers may not see the potential
hazards and pitfalls of business. They don’t
have the knowledge of what has worked in
the past and what has been a total failure.
Older workers may be too focused on the way
things have “always been done” and thus be
resistant to accepting new procedures and
new technologies.
68. Know What Millennials think of
Mentoring!
Mentoring Program Baby Boomer Run Millennial-Run
Purpose Career Advancement Primary Learning
Value Mentee/learner gains understanding and skills Rapid dissemination of knowledge
Mentors/Advisors People with higher status and knowledge Anyone with knowledge the learner needs
Design One-to-one mentoring: Long-term relationships Networked relationships: Time determined by needs
Method Face-to-face Virtual
Mentoring
98% of Millennials believe working with a mentor is a
necessary component in development.
Matters! PowerhouseCoopers Global CEO Survey cited in “If You Want to Retain
Your Best Young Workers, Give Them a Mentor Instead of Cash Bonuses”
by Vivian Giang, July 2011
69.
70.
71.
72.
73.
74.
75.
76. Comparing Millennials with the
NEXT Generation
GENERATION Y (1984-2002) HOMELANDERS (2003-2021)
1. Adventurous 1. Cautious and safety preoccupied
2. Green friendly, but self-indulged 2. Green-biased; focus on conservation
3. Secure; high self-esteem 3. Insecure; seeking identity
4. Easy come, easy go 4. Calculated
5. Poor at finances 5. Frugal stewards of resources
6. Dependant upon parents/adults 6. Self-reliant
7. Optimistic and progressive 7. Realistic and pragmatic
8. Cause-oriented 8. Issue-oriented
9. I want it all 9. I seek balance; trade-offs
10. Naïve 10. Globally savvy and aware
77.
78.
79.
80.
81.
82.
83.
84.
85.
86. Jennifer Fisher
jenniferlfisher@live.com
Download this presentation from:
Twitter: Jenfisherfw
Blog: www.generationalsoup.com