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.
Work With Me! Leveraging Multi-Generational Knowledge for Results Sherri Petro 2010
The Objectives • Define the generational mix. • Discuss the consequences of four generations in the workplace. • Share best practices to leverage what we know to gain the results we seek.
Traditionalists Born 1925-45 65-85 years Baby Boomers Born 1946-64 46-64 years Generation X Born 1965-80 30-45 years Generation Y Born 1981-1996? Under 30… Generation Mix
Clarifying Question How Has The Generation Mix Affected Your Work?
Work ethic Time sensitivities Different communication vehicles Retention Subscription to technology Work priorities Company loyalty Meeting management Change Level of respect Entitlement Training Affects in the Workplace
Generational Group Exercise What Do You Believe Motivates The Other 3 Generations?
Generational Group Discussion • What motivates your generation? • What are you most proud of about your generation? • What do you wish the other generations appreciated about yours?
Traditionalists • Think “S” • Safety • Security • Stability • Structure
Traditionalists Work Style • Respect for authority • Command and control • Can be tough for them to use their own judgment • Why customize? • Believe in the value of work more than finding personal meaning • Separation of work and home • Acknowledged for what they know as well as what they do
Baby Boomers • Think “P” • Prestige • Power • Perks • Process
Baby Boomers Work Style • All about respect • Self-improvement • Strong work ethic • Desire flexibility • Optimistic and idealistic • Struggle with work/life balance • Into symbols of recognition as rewards
Gen X • Think “F” • Flexibility • Freedom • Fun
Job movement Money-motivated Like to solve their own problems Multi-taskers Fiercely independent Direct communicators versus reading in between the lines Informal Results-oriented Quick study Sound byte processing Work solo and yet on teams Need for external recognition as reward Generation X Work Style
Gen Y • Think “C” • Cause • Community • Creativity
Generation Y Work Style • Digital natives • Work on their own terms • Think globally • Have positive expectations • Want customization • Desire interactivity • Express to express -- not impress • Multi-taskers • Desire mutual respect • Ready for collaboration • Want to make a difference • Celebrate diversity • Acknowledgement for being here • Looking for an experience
Start with Similarities* • We receive great reward • For the work we do • From the people we work with • And the belief that we are contributing to society and our current jobs • We receive great satisfaction from our accomplishments at work • CCL Emerging Leaders Research by Ross DePinto, 2003
Generational Similarities • We have • A desire to learn • A desire to be acknowledged • A desire to be rewarded • We want • To be trusted, valued and respected • To succeed
Getting to Results • Commit to educating and leveraging generational differences. • Concentrate on similarities as a start. • Create multi-generational teams • Employ a student and teacher mindset • Enlarge ideas instead of taking sides
Communicate Better • Have informal & scheduled times to brainstorm, update and coach • Create healthy conflict resolution guidelines • Honor energy, intuition and instincts • Agree that getting to the objective is the most important and not necessarily HOW – unless unethical
Hmmm… Let’s Solve A generational Problem
Thank You! Sherri Petro VPI Strategies firstname.lastname@example.org www.vpistrategies.com 858-583-3097