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Pink Hair in a Land of Bifocals

Pink Hair in a Land of Bifocals

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Pink Hair in a Land of Bifocals

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  1. Pink Hair in a Land of Bifocals Managing the Generations in the Workplace

  2. Learning Objectives • Identify the generations in the workplace and define them by experience and events • Compare and contrast the values and the potential outcomes of generational interaction • Consider potential problems within the organization when people fail to communicate effectively • Offer strategies for cross generational communication including feedback styles

  3. Why learn about the Generations • Changing demographics • Better understand it’s impact in the workplace • Increase personal competency in communication and management • Promote teamwork

  4. Generations at work • Events and conditions during our formative years help define who we are and how we view the world • The generation we grow up in is just ONE influence on adult behavior Generational differences may INFLUENCE behavior but they don’t DETERMINE our Interactions.

  5. Recent Generations • Born Between • Traditionals (1922-1943) • Baby Boomers (1943-1960) • Generation X (1960-1980) • Millenial (Gen Y) (1980-1990) • Contains iY (1990 - )

  6. Grown up during the great depression Fought in WWII Radio Rise of Labor Unions Traditionals (Silent Generation) 1925-1944

  7. Traditionals • Value duty, discipline and thrift • Expect to be called upon for personal sacrifice • Don’t expect life to be “fun” • Believe conformity is good and individuality is bad • Delayed reward • Believe in hard work

  8. Assets Detail oriented Thorough Loyal Hard working Stable Liabilities Don’t like change or ambiguity Won’t buck the system Don’t like conflict Reticent when they disagree On the Job

  9. Working with Traditionals • Direct leadership style • “We’ve always done it that way” • Like being respected for their experience • Status symbols are big

  10. Baby Boomers (1943-1960) • Cold War • Korean Conflict • Civil Rights • May have served in Vietnam • Suburbs • Rock & Roll • TV

  11. Baby Boomer traits • Vast majority of management and administration in organizations • “Cleaver” family • Optimistic • Relationship oriented • Spared harsh discipline and day care stresses • Pay with plastic

  12. Boomer Core Values • Optimism • Team orientation • Personal gratification • Health and wellness • Personal growth • Youth • Work • Involvement • Identify themselves by jobs • Ladder oriented

  13. Assets Service oriented Driven Willing to go the extra mile Good at relationship Good team players Liabilities Not naturally budget minded Uncomfortable with conflict Overly sensitive to feedback Self centered Judgmental of those who see things differently Boomers on the Job

  14. Working with Boomers • Believe they are leading consensually but they may not be! • Show them where they can excel • Public recognition • Reward work ethic

  15. Generation X (1960-1980) • Slacker or “Me” Generation • Challenger Tragedy • AIDS • Fall of the Berlin Wall • MTV • Apple Computers • Gulf War

  16. The Gen X “Me Generation” • Mom began working outside home • More skeptical and less optimistic than Boomers • Tech savvy • Less relationship oriented than Boomers – resent close supervision

  17. Gen X Core Values • Diversity • Thinking globally • Balance • Technoliteracy • Fun • Informality • Self-reliance • Pragmatism • Work to play

  18. Assets Technoliterate Independent Adaptable Not intimidated by authority Creative Liabilities Impatient Poor people skills Inexperienced Cynical Xer’s in the Workplace

  19. Working with Xer’s • Be willing to flex schedule • Hands off supervision • Make work fun • Offer professional development • Realize their need for variety at work • Out of the box rewards

  20. Millennial Generation (Born in 1980’s and 1990’s ) • 9-11 • Cell Phones • MP3 players, downloading, Napster… • Information Super highway • Instant Messaging • Facebook, My Space • Reality TV • Iraq

  21. Gen Y’s Core Values • Optimisim • Civic Duty • Confidence • Achievement • Sociability • Morality • Street Smarts • Diversity • Want to move up fast

  22. Traits and Tendencies of Gen Y • Impatient • Adaptable • Innovative • Let them multi-task • Ask for their input • Harness their energy • Source of new ideas

  23. Traits and Tendencies, cont; • Efficient • Desensitized • Projects with dead-lines • Move away from hourly pay • Connect through their hearts

  24. Working with Millenials • Budget time for plenty of orientation • Dump idea of traditional gender roles • Continue professional development • Mentor programs

  25. Traits and Tendencies, cont. • Disengaged • Skeptical • Resilient • Emphasize the good stuff • 100% truth • Let them in on the future

  26. And more …… • Disrespectful • Blunt • Tolerant • Committed • Don’t demand • Structured forum • Don’t segregate them • Make them believe!

  27. Generation iY • Overwhelmed – 94 % stressed out 44 % depressed 10% considered suicide • Stress is both external and internal

  28. Over-connected • Respond to stress by getting lost in virtual world or by trying to over perform • Don’t take time for self discovery • Short on patience, listening skills and conflict resolution

  29. Overprotected • Safety, safety, safety! • So sheltered by parents, teachers, counselors and government that they have trouble learning independent coping skills.

  30. Overserved • Very high self esteem • 80% of high school students feel they are very important people • Where do they get this idea?

  31. Tips for connecting with the iY generation. • EXPERIENTIAL • PARTICIPATORY • IMAGE RICH • CONNECTED

  32. Generational Feedback • Feedback style and form can be impacted by generational differences

  33. Feedback styles • Traditionalists – “No news is good news” • Boomers – “Feedback once a year and lots of documentation.” • Xers – “Sorry to interrupt but how am I doing?” • Millenials – “Feedback whenever I want it at the push of a button

  34. Generational Meaning of Feedback • Traditionalists – seek no applause but appreciate subtle acknowledgement that they have made a difference • Boomers often give feedback to others but seldom receive feedback, especially positive • Xers need positive feedback to let them know they are on the right track • Millenials are used to praise and may mistake silence for disapproval – need to know what they are doing right and what they are doing wrong

  35. Motivating the Generations • One size does not fit all!

  36. Traditionals Use personalization Visual status symbols

  37. Boomers • Public recognition • Perks • Chance to prove themselves • Get them quoted in journal or newsletter • Consensus • Reward work ethic

  38. Gen X • Give multiple projects • Constructive and constant feedback • Freedom and fun • Technology • Watch out for the “good old boy’ network

  39. Gen Y • Personal • Proportionate • Punctual • Public

  40. Generational Work Performance Expectations • EVERY employee should be held to the same standard • No adaptation should be made that compromises the integrity of the job or compromises the effectiveness on your department to carry out its mission