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Managing the Multigenerational Workforce

Managing the Multigenerational Workforce. Presented to GWAEA Management Team. Why Learn About 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

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Managing the Multigenerational Workforce

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  1. Managing the Multigenerational Workforce Presented to GWAEA Management Team

  2. Why Learn About 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 organizations. • The old models of who works and what they work for are steadily changing.

  3. The Generational Divide(U.S. Population)

  4. Traditionalists (61+)

  5. Traditionalists (61+) • Value Logic and Discipline • Don’t Like Change • Want to Build a Legacy

  6. Baby Boomers (42-60)

  7. Baby Boomers (42-60) • “Me” Generation • Money, Title, Recognition • Want to Build A Stellar Career

  8. Generation X (26-41)

  9. 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

  10. Generation Y/Millennials (up to 26)

  11. Generation Y/Millennials (up to 26) • Value Diversity/Change • Been Involved Entire Life • Want Work to be Meaningful

  12. Clash Points Feedback Goals Reward Institutions Career Paths

  13. Goals

  14. Institutions

  15. Rewards

  16. Career Path

  17. Feedback

  18. Summarizing…

  19. What To Do? Traditionalists • Consider engaging them as teachers, mentors, coaches. • When they retire, consider re-hiring them as part-time project leaders and coaches.

  20. What To Do? Baby Boomers Boomers are burning out with today’s workload and are not impressed with less ambitious Gen Xers. • Offer them flexibility, authority and respect. • Challenge them to keep growing (in their own way).

  21. What To Do? Gen Xers Gen Xers don’t want to follow Boomers into burn out. They think Millennials need too much hand holding. • Manage them with a coaching style--FAST feedback and credit for results. • Push them to keep learning just-in-time for every new project.

  22. What To Do? Millennials KEEP AN OPEN MIND Millennials feel that basics such as punctuality and dress code are less important. They want fair and direct managers who are highly engaged in their personal development.

  23. What To Do? Millennials • Get to know their capabilities and put them in roles that push their limits. • Treat them as professional colleagues and they will act like professionals. • Keep them focused with speed, customization and interactivity.

  24. Credits “When Generations Collide: Who They Are. Why They Clash. How to Solve the Generational Puzzle at Work” Lynne Lancaster and David Stillman www.generations.com

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