Post on 10-Jan-2016
description
BALANCING LIFE’S ISSUES INC.
Making the Most of a Multigenerational
Workforce
Definition of Generation
generation: noun - all the people living at the same time or of approximately the same age.
Objectives
Identify the 4 generation and the
characteristics and motivations of each.
Understand how members of each
generation work
Understand how each generation affects
you
Learn how to use generational difference to
make your workplace more productive for
all employees
The 4 Generations
Traditionalists - born: 1922-1945 Aka – GI’s, Silent Generation, Veterans
Baby Boomers – born: 1946-1964
Generation X – born: 1965-1980
Millennials – born: 1981 – 2000
Traditionalists 1922-1945
Experiences World War II Great Depression Life-time employment Men vs. Women Little technology TV – played limited
role Music - Big Band and
Patriotic
Traits Respect for authority Patriotism Patience Hard working Stability Emotional maturity
Baby Boomers 1946-1964
Experiences Space Race Korean & Vietnam War Civil Rights Act TV Generation Rock and Roll Assassination of JFK Women’s Liberation
Traits Question authority –
anti-establishment. Dedicated – driven Idealistic Experienced Knowledgeable Service-oriented
Generation “X”ers 1965-1980
Experiences End of Vietnam War “Latch Key kids” Increased Divorce
Rate 1980 Layoffs Title IX Technology begins
rapid growth – changes how many jobs are done.
Traits Distrustful of authority Independent Creative Adaptable Team-oriented Social minded Used to structured
lives
Millennials – Generation “Y” – 1981-2000
Experiences
End of Cold War
Desert Storm
World Wide Web
Global Warming
Terrorist Attacks
Traits
Optimistic
Able to multi-task
Tenacious - confident
Very technologically
savvy
Socially responsible
Statistics on internet use
59 percent of Millennials consume most of their news via the Internet
53 percent of Gen Xers get most of their news from the Internet
Use of Social Networks:In 2005 - 7 percent of Millennials used social
networking sites; now 75 percent do. Gen Xers' use of social networking sites grew by 43Boomers’ use increased by 25 percent pointsSince 2008 Silent Generation, increased their
usage from 4 to 16 percent.
Work Style by Generation
Traditionalists - Hard working – value putting in
long hours – physical presence – work to rule.
Baby Boomers – Dedicated, team work and
meetings important, collaboration, service oriented
– work/life balance important.
Generation X and Millennials– Creative, techno-
literate, want their contribution valued irrespective
of actual time put in. Don’t want to punch a clock –
free spirit Monster, Apple and Google work styles.
Managing Traditionalists & Boomers
Traditionalists Want respect for their
contributions and knowledge.
Often detail oriented which is a valuable offset to less experience workers.
May need to learn team approach.
May need help with technology skills or extra time to adapt and accept new technology.
Baby Boomers Like face-to-face
interaction and consensus building.
Often more process oriented.
Seek high achievement and personal gratification. (Award certificates and recognition a big motivator for baby boomers)
Managing Generation X’ers & Millennials
Need flexibility to be creative which can lead to high productivity.
Immediate feedbackDislike micromanagingDo want clear directionFreedom and flexibility with the “how” to do their
work.Crave increased responsibilityOften need assistance with time management
(Facebook is the new “water cooler”)“Long-term” to Millennials is a year or two.
Managing Differences Effectively
Respect differences and try to reasonable meet needs.
Don’t manage rigidly – offers choices and optionsRespect contributions that all employees make
based on their strengths as they contribute to your goals
Work to retain good employees by strengthening their weaknesses and developing strengths.
Keep communication open and non-judgmental.Allow information to flow through all levels of
management and staff.
BALANCING LIFE’S ISSUES INC.
Making the Most of a Multigenerational
Workforce