Generational Interface

1. Generational Interface Successfully Working Across Generation Lines X420 Discussion #95

2. None of the requirements of today’s workforce are driven by the needs and expectations of any one generation!

3. Workplace 2006 is Here

4. Number 1 Reason for Keeping or Changing Jobs

5. Veteran Traits • Patriotic; Loyal • Conservative • Faith in Institutions • Value hard work; High work ethic • Respect military model, authority, law & order • Experience

6. Baby Boomer Traits • Idealistic & Optimistic • Tough competition for jobs & promotions; highly competitive • Question authority • Believe hard work and dedication will gain them recognition and rewards • Value health, wellness, personal growth, and involvement • Experienced; Team-workers; Skilled at mentoring

7. Generation X Traits • Resourceful • Comfortable with change • Self-reliant & Adaptable • Saw Vets & Boomers downsized—know the “paternal corporation” is history; distrust institutions • Info-highway pioneers • Generation that got rid of “The Box”

8. Millennials Traits • AKA “The Digital Generation” • Cyber literate • Integrated • Techno Savvy • Expect 24 hour info • Realistic • Environmentally conscious • Will try anything

9. Friction & Conflict The most common intergenerational problems concern managing & motivating It’s hard to motivate, coach and give assignments to someone you don’t understand

10. Negative Stereotypes

11. Veterans • Can’t learn technology • Refuse to give up the reins • Non-engaged

12. Boomers • Materialistic • Work hard not smart • “Sold out” their ideals • Heavily in debt • Not loyal

13. Gen Xers • Haven’t paid their dues • Too young for management • Say what they think • Slackers • Aggressive • Annoying • Loud

14. Millennials • Unaware of lack of skills • Require excessive affirmation • MTV generation

15. What are Values? • Things that define the type of person we are or want to be • Set of guiding principles • Framework to help us to decide the “right thing to do”

16. Veteran Values • Job stability • Long-term careers • Great reputation • Fiscal responsibility • Take care of possessions & responsibilities

17. Boomer Values • Who am I? • Where did my passion go? • Seek organizations with integrity • Politically correct • Eager to put their stamp on things • Good pay • Community involvement

18. Gen X Values • Be my own boss • Team environment contrasted with entrepreneurial spirit • Advancement opportunity

19. Millennial Values • High value on education • High value on life style balance • Work is NOT the most important thing • Stepping stone for future opportunities • High tech • Innovative • Diverse workforce • Be my own boss

20. RecruitmentEngagementManagement & Retention

21. Veterans • Recognize their loyalty and experience • Select activities that help them show what they know • Remember that traditionalists have career paths too • Focus on evolution not revolution

22. Boomers • Be aware of their competitive nature • Acknowledge their contributions • Focus on how they can make an impact • Offer continued training opportunities—especially life skills & balance

23. Gen Xers • Respect their skepticism • Establish your credentials • Show you have a sense of humor • Let them know you like them • Talk about how training applies to their careers, not just their jobs

24. Millennials • Don’t assume they are all at the same level of training • Expect to do some remedial training • Teach in shorter modules • Make it fun! • Help them to visualize how the training applies to their jobs • Understand they learn best by collaborating

25. The Workplace as anInstitution

26. Veterans • 40% think their companies don’t try hard enough to retain them • 70% think a 1-company career is good • 48% think training opportunities play a role in staying with their company • 73% plan to return to work in some capacity after they retire

27. Boomers • 43% think they lack mentoring opportunities—30% think that contributes to job dissatisfaction • 75% think time off would be the greatest reward • 35% think a 1-company career is good • Prone to workplace burn-out

28. Gen Xers • 30% have left a job due to lack of training opportunities • 80% of men put time with family above challenging work or a higher salary • Only 17% think a 1-company career is good

29. Millennials • Globally aware • Cyber literate • Techno-savvy • Personal safety is #1 workplace issue • Expect diversity in population • Expect variety in job

30. Improving FeedbackandCommunication

31. Veterans • Typical Behavior Pattern: • “No news is good news” • May not be sending enough info down the ladder, nor receptive to info coming up the ladder • Action: • Need training in feedback skills (50% have NEVER received this type of training) • Assume they CAN change behaviors

32. Boomers • Typical Behavior Pattern: • Once a year, formal, documented • Action • Initiate weekly, informal talks and formally document them

33. Gen Xers • Typical Behavior Pattern: • “So how am I doing?” • Give feedback all the time & to the point • Action: • Be available • Allow freedom for continuous learning on their career paths • Tell it like it is! (Gen Xers have well-tuned BS monitor)

34. Millennials • Typical Behavior Pattern: • “I want it with the push of a button.” • “Let’s all talk about it.” • Action: • Initiate the connection; consider electronic connections & newsletter • Make it visual • Allow them active role in creating their own education and work plans

35. Performance Rewards

36. Veterans • Seek high-performing traditionalists & mix them with high-potential Xers to transfer the learning • Consider alternative scheduling or job sharing • Make them feel part of the company culture • Help them ease into retirement • Recognize the satisfaction of a job well done

37. Boomers • Money, Title, Recognition • Recognize them as the first “sandwiched” generation caring for children as well as parents • Provide time off with pay • Provide life skills and balance training • Provide second-career avenues

38. Gen Xers • Xers have shaken up the rewards system • Skeptical about jobs & organizations • Prefer time with family and outside interests • Provide opportunities for personal and professional life development

39. Millennials • Provide work that has meaning

40. If managers construct a workplace based on a single generation’s expectations of beliefs and conditions, they will alienate at least half of their staff.

41. Old Workplace Sayings • Lean and __________ • We don’t have time to train people. We need to hire people who can _____ the _________ • Career development is up to the____ • If you don’t like it here, ________

42. Successful Endings to Old Sayings • Lean and flexible • We budget to train people. We need to hire people who can learn • Career development is up to the individual and the organization • If you don’t like it here, why?

43. Traditional Workplace • Security from the institution • Promotions based on longevity • Loyalty to the organization • Wait to be told what to do • Respect based on position/title

44. New Generation Workplace • Security from within • Promotions based on performance • Loyalty to themselves • Challenge authority • You must earn respect—don’t expect one thing from them that you don’t and won’t deliver yourself—be an example

45. The Challenge • Respect everyone’s point of view • Practice tolerance • Capitalize on the different points of view and styles of every person • Clarify for every person his or her role in relation to the mission or goals • Make diversity a strength

46. The Challenge continued • Be approachable • Take time to be personal • Encourage employee growth • Help employees see “The Big Picture” • Build Morale

47. Know Your People…and what motivates them.