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“Perspectives on Generational Differences”. Michelle Pedersen William Browning. Who Are We?. Director of Human Resources Colorado Department of Regulatory Agencies 20 years of government HR Management experience

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perspectives on generational differences

“Perspectives on Generational Differences”

Michelle Pedersen

William Browning

who are we
Who Are We?
  • Director of Human Resources

Colorado Department of Regulatory Agencies

  • 20 years of government HR Management experience
  • Significant experience leading public sector reorganization, business re-engineering projects
  • Over 15 years expertise in developing and delivering training
  • Industrial/Organizational Psychology Degree
  • Program Manager
    • Colorado Department of State SCORE program
  • 15 years management consulting expertise for government and Fortune 500 commercial clients
  • Significant expertise in public sector organizational change management, strategy development, and program “turn around”
  • Recently assisted in development of state-wide IT consolidation strategy for Colorado.

CLEAR 2008 Annual Conference

Anchorage, Alaska

our objectives for today
Our Objectives for Today
  • Understand
  • Communicate
  • Apply

Children nowadays are tyrants – they gobble their food, contradict their parents, and tyrannise their teachers!

Socrates,

425 BC

CLEAR 2008 Annual Conference

Anchorage, Alaska

rules for today
Rules for Today

Respect!

Participate!

Disconnect!

CLEAR 2008 Annual Conference

Anchorage, Alaska

exercise
Exercise!
  • Generational Breakout!
    • Most Significant Historical Event
    • Your Heroes and Influencers
    • Favorite Method of Communication

CLEAR 2008 Annual Conference

Anchorage, Alaska

slide6

Understanding the Generational Differences

White Board / Report out!

Silent (WWII)

Generation

Baby Boomer

Generation

Generation

X

Millennial (Y)

Generation

Significant Event?

Your Hero?

Communication Style

CLEAR 2008 Annual Conference

Anchorage, Alaska

generational landscape
Generational Landscape

For the first time in American history, there are four distinct generations in the workplace today!

Silent

1927-1942 Receding Influence

Baby Boomers

1943-1964 Hold Power

Generation X

1965-1976 Ascending Influence

Millennial (Gen Y)

1977-1998 Entering

CLEAR 2008 Annual Conference

Anchorage, Alaska

generational landscape silent
Generational Landscape - Silent
  • Outlook: Practical
  • Work Ethic: Dedicated
  • View of Authority: Respectful
  • Leadership by: Hierarchy
  • Relationships: Personal Sacrifice
  • Perspective: Civic

Silent Communication Strategies:

  • When working with Silent:
  • Face to Face.
  • Formal/chain of command.
  • Linear/task oriented.
  • Utilize the history they hold.
  • If you are a Silent:
  • Share your history.
  • Be a mentor.
  • Stretch your “adaptor” muscles.

CLEAR 2008 Annual Conference

Anchorage, Alaska

generational landscape boomers
Generational Landscape - Boomers
  • Outlook: Optimistic
  • Work Ethic: Driven
  • View of Authority: Love/Hate
  • Leadership by: Consensus
  • Relationships: Personal Gratification
  • Perspective: Team

Boomer Communication Strategies:

  • When working with Boomers:
  • Friendly and welcoming.
  • Inclusive.
  • Give opportunities for feedback.
  • Provide Acknowledgement.
  • If you are a Boomer:
  • Walk your talk.
  • Don’t take it personally.
  • Be sincere.
  • A little less process…

CLEAR 2008 Annual Conference

Anchorage, Alaska

generational landscape generation x
Generational Landscape – Generation X
  • Outlook: Skeptical
  • Work Ethic: Balanced
  • View of Authority: Unimpressed
  • Leadership by: Competence
  • Relationships: Reluctance to commit
  • Perspective: Self

Generation X Communication Strategies:

  • When working with Xer’s:
  • Use technology
  • Get to the Point
  • Be Sincere
  • Problem-solving Orientation
  • If you are an Xer:
  • Engage with your team
  • Ask for what you need
  • Be patient with the process
  • Lighten Up!!

CLEAR 2008 Annual Conference

Anchorage, Alaska

generational landscape millennial
Generational Landscape –Millennial
  • Outlook: Hopeful
  • Work Ethic: Insufficient Data Yet
  • View of Authority: Relaxed, polite
  • Leadership by: Collaboration
  • Relationships: Loyal
  • Perspective: Civic

Generation Y Communication Strategies:

  • When working with Millennials:
  • Nurture them.
  • Be open and friendly.
  • Make it fast and fun.
  • Give them opportunities for collaboration.
  • If you are a Millennial:
  • Strive for independence.
  • Look for a mentor.
  • Listen more, talk less.
  • Learn to deal with conflict.

CLEAR 2008 Annual Conference

Anchorage, Alaska

challenge
Challenge!

Seniority based on length of service and age.

I won’t follow someone I don’t respect.

There’s right and wrong, rarely any in between.

The world is troubled, we want to do something about it.

Is this going to be on the test?

Fab five not the Fab four was all the rage.

Fonzie, Alice, and white polyester suits were “in”.

IMHO,U R G8T. ROTFLOL!. BFF!!!

Promotions come by moving carefully up the corporate ladder and following chain of command.

No Land Line Phone

Casual day? I thought that was every day?

  • Silent/WWII Generation
  • Generation X
  • Baby Boomer Generation
  • Millennial/Y Generation

CLEAR 2008 Annual Conference

Anchorage, Alaska

communication across generations
Communication Across Generations

Effective Approach

Kiss of Death

  • Silent (Take the time)
  • Pick up the phone
  • Face Time Deals done with handshake

High Tech

  • Boomers (Respect the time)
  • Meetings / Groups
  • Cell Phone
  • Email

Non-Collaborative

  • Gen X (Efficiency)
  • Cell
  • Text / IM
  • Email

Ineffective Meetings

  • Gen Y (Effective / Efficient)
  • Cell
  • Text / IM
  • Email and Blog
  • Multi-Media (You Tube)

Long, Disengaged Meetings

CLEAR 2008 Annual Conference

Anchorage, Alaska

generational labeling and considering between generations
Generational Labeling and Considering Between Generations
  • Don’t Put People in a “Box”
  • People may have traits of multiple generations
  • Generational guidelines can be a good starting point but be careful to make general assumptions.
  • Tweeners:
    • Born on the fringes of a generational definition
    • Exhibit behaviors and styles from both generations

CLEAR 2008 Annual Conference

Anchorage, Alaska

slide15
VIDEO

CLEAR 2008 Annual Conference

Anchorage, Alaska

case study score program

Counties

Citizen

Corrections

Citizen

Vital Records

DMV

Case Study: SCORE Program
  • Statewide Colorado Voter Registration and Election System (SCORE)
  • Ballot Preparation
  • Election Management
  • Election Calendar
  • Districts & Precincts
  • Ballot Processing
  • Election Workers
  • Receive Absentee Ballots
  • Vote Center & Early Voting

SCORE

Election Management

Votes

Voter Registration

Registers to Vote

Validation

CLEAR 2008 Annual Conference

Anchorage, Alaska

using generational communication techniques on score
Using Generational Communication Techniques on SCORE
  • Building Effective Communication

County Clerks

Field Support

Leadership

Technical

WHO

  • Boomers
  • Silent
  • Millennium
  • Boomers
  • Gen X
  • Millennium

GENERATION

  • In County
  • Face to Face
  • Con Calls / Webinar
  • Text
  • Cell
  • Concise Email
  • Meetings
  • Extended Email
  • Phone
  • Email
  • Text
  • Web

WHAT WORKED:

  • Web
  • Email
  • Meetings
  • Meetings
  • Extended Email
  • Web
  • Concise Email
  • Meetings
  • Extended Email

WHAT DIDN’T:

CLEAR 2008 Annual Conference

Anchorage, Alaska

three key questions
Three Key Questions
  • Who is currently IN your organization?
  • What motivates them?
  • Who do you want to ATTRACT to your organization?

Breaking Through Bureaucracy

CLEAR 2008 Annual Conference

Anchorage, Alaska

rules of engagement
Rules of Engagement

Across Generations

US Workforce Statistics

  • Engaged
  • “Builders”
  • Know expectations and roles
  • High Performers
  • Want to use talents and strengths
  • Connection to company

29% Engaged

55% Not Engaged

  • Not Engaged
  • Neither negative nor positive
  • “Wait and see” attitude
  • Don’t commit

16% Actively Disengaged

  • Actively Disengaged
  • “Cave Dwellers”
  • Consistently against virtually everything
  • Busy acting out unhappiness
  • Undermine what engaged workers do

Engagement levels typically deteriorate with time

CLEAR 2008 Annual Conference

Anchorage, Alaska

slide20

Recruit to Retain

Employer Insights

  • “Mindset,” not age
  • Public vs Private
  • Management Style
  • Current workforce
  • Exit Interviews
  • Pay and Benefits

The Basics

  • Attraction/Marketing Strategy
  • Advertising content and tool
  • Application process
  • Interviewing for retention
  • “Good Government Starts Here”

Position, Not Person

  • Work Hours/Flexibility
  • Technology
  • Expectations
  • Variety
  • Customers

CLEAR 2008 Annual Conference

Anchorage, Alaska

engaging the generations
Engaging the Generations
  • Next options?
  • Appreciation for Expertise and Experience
  • Lifelong learners
  • “Giving back”/Responsibility
  • Organizational Loyalty

Boomer

Silent

  • Status / Titles
  • Money / Promotion / Recognition
  • Loyalty to Self: Personal Satisfaction
  • Subordinates/Control

Effective Motivation Management

  • Visible Difference/Boss’s Recognition
  • Own goals and skills first
  • Job hopping - employability
  • Started the “Work-life balance”
  • Stock Options
  • Time-Off
  • Personal Fulfillment

Generation X

Generation Y

  • Career path = Prep for Self Employment
  • Variety and Opportunity

CLEAR 2008 Annual Conference

Anchorage, Alaska

non generational retention
Non-Generational Retention
  • “Getting Personal in the Workplace” – ASK
    • The exit interview is too late
  • Training Strategies
  • What’s in it for me?
    • Exciting, Challenging, Meaningful
    • Values
  • Performance Management
  • Good Boss
  • Fun

Are you looking closely?

CLEAR 2008 Annual Conference

Anchorage, Alaska

recruitment and retention considerations

Skeptical of authority

  • Focus on their rights and skills
  • Easy to recruit, hard to retain

Generation X

Recruitment and Retention Considerations
  • Disciplined Environment
  • Consistency
  • Fixed views on gender roles

Boomer

Silent

  • Employment is for “life”
  • Talk about “inclusive” leadership, but lack skills or believe in it
  • “Workaholic” and “Superwoman"
  • Directive, command and control management style

Generation Y

  • Expect flexibility (both men and women)
  • Comfortable with diversity and opposite gender
  • Will have >3 careers, > 12 employers, and be self employed at least once
  • Will have >5 careers, >29 employers, and be self employed MORE than once

CLEAR 2008 Annual Conference

Anchorage, Alaska

putting it together
Putting it together

What “they say” is important – across all generations

  • Coaching and mentoring, but not micromanagement
  • Exciting – Challenging – Meaningful Work

Are You a Good Boss?

  • Feedback that is timely, accurate and specific
  • Recognition of good work
  • Great people and a fun environment
  • Perks that are of relevance to lifestyle
  • Outlined and clearly defined goals and objectives with freedom to execute

CLEAR 2008 Annual Conference

Anchorage, Alaska

slide25

Questions?

CLEAR 2008 Annual Conference

Anchorage, Alaska

speaker contact information
Speaker Contact Information
  • Michelle Pedersen
    • Director of Human Resources
    • Colorado Department of Regulatory Agencies
    • 303 894 2116
    • Michelle.pedersen@dora.state.co.us
  • William Browning
    • Program Manager, Colorado Department of State
    • 303 349 4921
    • William.browning@state.sos.co.us

CLEAR 2008 Annual Conference

Anchorage, Alaska