slide1
Download
Skip this Video
Download Presentation
Managing Across Generations

Loading in 2 Seconds...

play fullscreen
1 / 36

Managing Across Generations - PowerPoint PPT Presentation


  • 247 Views
  • Uploaded on

Managing Across Generations. What is a Generation?.

loader
I am the owner, or an agent authorized to act on behalf of the owner, of the copyrighted work described.
capcha
Download Presentation

PowerPoint Slideshow about ' Managing Across Generations' - nia


An Image/Link below is provided (as is) to download presentation

Download Policy: Content on the Website is provided to you AS IS for your information and personal use and may not be sold / licensed / shared on other websites without getting consent from its author.While downloading, if for some reason you are not able to download a presentation, the publisher may have deleted the file from their server.


- - - - - - - - - - - - - - - - - - - - - - - - - - E N D - - - - - - - - - - - - - - - - - - - - - - - - - -
Presentation Transcript
what is a generation
What is a Generation?

A society-wide peer group, born over a period roughly the same length as the passage from youth to adulthood (21 years), who collectively possess a common persona that could be defined by the historical and sociological experiences they have shared…

Howe & Strauss, Millennials Rising

are you connected with all generations in your workplace
Are you Connected with all Generations in your Workplace?

How do I engage and

retain my Employees?

What do my Employees

want and need?

How do I manage my

Diverse workforce?

challenges in today s diverse multi generational workforce
Challenges in today’s diverse Multi-Generational Workforce
  • For the first time, we have four different generations in the workplace.
  • There will be a mass exodus of Baby Boomers in the next five years which will result in a huge loss of work experience.
  • New generations cause rapid culture changes that require agile, flexible management.
  • Two experienced workers leave the work force for every one inexperienced worker we hire.
shifts in the labor force
Shifts in the Labor Force
  • Baby Boomers are retiring: 30 to 40% of workforce are eligible or will retire over the next 5 to 10 years.
  • Generation Y/Millennials are expected to produce the largest # of employees in the history of America: 80 to 100 million new employees!
a company s 2013 challenges
A Company’s 2013 Challenges
  • Changing Demographics
    • Greater Employee Diversity
    • Workplace impact
      • Performance and Productivity
  • Competition for Critical Talent
    • Engagement
    • Retention
  • Workforce Planning
    • Turnover
    • Recruiting
events and experiences
Events and Experiences

Matures/Traditionalists

  • World War I
  • Typical work week was reduced from 60 hours to 45 hours
  • World War II
  • Great Depression
  • Baby Boomers
  • Cold War Begins
  • Civil Rights Movement
  • Space Exploration
events and experiences1
Events and Experiences

Generation X

  • Civil Rights Movement
  • Shift from Blue Collar to White Collar Occupations
  • Energy Crisis
  • Watergate
  • Generation Y
  • Desert Storm
  • Oklahoma City Bombing
  • Columbine School Shooting
  • War in Iraq Technology
personal values
Personal Values

Matures/Traditionalists

  • Hard Work
  • Dedication & Sacrifice
  • Respect for Rules
  • Duty before Pleasure
  • Honor
  • Baby Boomers
  • Optimism
  • Team Orientation
  • Personal Gratification
  • Involvement
  • Personal Growth
personal values1
Personal Values

Generation X

  • Diversity
  • Techno Literacy
  • Fun and Informality
  • Self-reliance
  • Pragmatism
  • Generation Y
  • Optimistic
  • Techno Literacy
  • Feel Civic Duty
  • Confident
  • Achievement Oriented
  • Respect for Diversity
matures traditionalists characteristics
Matures/Traditionalists Characteristics
  • Generational personality
    • Consistency, uniformity, law & order
    • Dedication, sacrifice
  • Work ethic
    • Detail-oriented, stable
    • Obedience over individualism
  • Leadership style
    • Command & control
    • Non-participative decision-making
  • Teaming style
    • Civic minded
    • Used to strong leadership in teams
baby boomers characteristics
Baby Boomers Characteristics
  • Generational personality
    • Optimistic, star of the show
    • Personal gratification, spiritual
  • Work ethic
    • Workaholics
    • Competitive
  • Leadership style
    • Collegial, fair
    • Participative
  • Teaming style
    • Play nice
    • “Pick me, pick me!”
generation x characteristics
Generation X Characteristics
  • Generational personality
    • Self-reliant, nontraditional
    • Skeptical, risk-takers
  • Work ethic
    • Flexible, informal
    • Multitasking, balance
  • Leadership style
    • Egalitarian, fair, competent
    • Thrive on change, challenge
  • Teaming style
    • Independent, cooperative
    • Virtual
generation y millennials characteristics
Generation Y/Millennials Characteristics
  • Generational personality
    • Savvy
    • Confident, optimistic
  • Work ethic
    • Flexible, resilient
    • Salary not important
  • Leadership style
    • Used to being in authority
    • Individualistic, entrepreneurial
  • Teaming style
    • Cooperative
    • Can-do attitude
matures traditionalists
Matures/Traditionalists

Communication

  • “Okay, I’ll do what you tell me to do”

Feedback

  • “There is a time and a place for feedback”

Time Management

  • “I’ll give you an honest day’s work for an honest day’s pay”

Work-Life Balance

  • “Gimme flextime!”

Development

  • “I’ll get my training on the job, thank you!”
baby boomers
Baby Boomers

Communication

  • “You don’t need to tell me that. I know it already!”

Feedback

  • “Tell me more”

Time Management

  • “I’ll work until I drop!”

Work-Life Balance

  • “Is this workaholic life worth it?”

Development

  • “Hey, skills are important but my success comes from my work ethic!”
generation x
Generation X

Communication

  • “What? I’m listening. I can listen and do something else at the same time”

Feedback

  • “Give it to me immediately and honestly so I know I’m on the right track”

Time Management

  • “What does it matter when I work, as long as I get the job done!”

Work-Life Balance

  • “I’ll do overtime only when necessary!

Development

  • “I’m gonna get skills left and right; my next job will be from this collected set!”
generation y millennials
Generation Y/Millennials

Communication

  • “I don’t need another meeting to learn about the new policy, just send me an email”

Feedback

  • “I want praise; if I don’t hear from you, I’ll think you hate my work”

Time Management

  • “It’s 5pm; I’m outta this gig!”

Work-Life Balance

  • “Decisions-decisions. Do I want a life…or a promotion?”

Development

  • “I want new skills as I don’t have the time to gain them…”
what does each generation want
What Does Each Generation Want?
  • Continuous development
  • Control of time
  • Synergy
  • Incentives
  • Flexible leadership
work performance expectations
Work Performance Expectations
  • Every employee should be held to the same standard.
  • No exceptions should be made that compromises the integrity of the job or diminishes the effectiveness of your department to carry out its mission.
  • All employees should comply with policies and procedures set forth.
valuing differences
Valuing Differences
  • The most successful leaders find a way to let every generation be heard.
  • Leaders recognize that no one person has all the answers.
  • Appreciation of diversity allows each group to contribute and be a part of the growth of a department or organization.
matures traditionalists1
Matures/Traditionalists
  • Break through stereotypes and earn trust.
  • Give a chance to learn at own pace.
  • Respect experience; ask to help transfer that accumulated knowledge.
  • Give reasons to be loyal; gain their confidence by demonstrating compassion and understanding.
baby boomers1
Baby Boomers
  • Show appreciation for energy, hard work and contributions.
  • Acknowledge influence as important members of the team; challenge them to contribute.
  • Involve them in helping to set the organization’s direction and implementation of change.
  • Support work/life balance.
  • Offer opportunities to be a coach.
generation x1
Generation X
  • Serve as role model.
  • Understand they are not “company people,” they’re selling you their talents.
  • Reward with time and learning opportunities.
  • Clearly communicate that repetitive tasks and quality checks are part of the job.
generation y millennials1
Generation Y/Millennials
  • Take time to orient to organizational culture.
  • Take an active role in plotting future; spend time talking about them, not work.
  • Give lots of visibility.
  • Celebrate team successes with individual rewards as well.
  • Provide structure and strong leadership.
slide36

Q & A

SCC Services Group

www.sccservicesgroup.com

Email: [email protected]

Phone: 954-444-3668

ad