Post on 28-Oct-2014
description
It’s taking ages to sort this out!
by Toronto Training and HR
May 2013
Page 2
CONTENTS 5-9 Different generations10-11 Generational diversity12-13 Challenges in the workplace14-15 Adult learners16-17 Questions to ask18-20 Myths and realities21-22 Why is the generational perspective interesting?23-24 The ages25-29 Generation related activities30-31 Constant cycle of four roles32-34 The aging workforce35-36 Conducting a self-check37-38 What can be done?39-40 The ACORN imperatives41-42 Strengthening inter-generational relationships
43-46 Inter-generational conflict47-48 The Canadian mining industry
Page 3
Introduction
Page 4
Introduction to Toronto Training and HR
Toronto Training and HR is a specialist training and human resources consultancy headed by Timothy Holden 10 years in banking10 years in training and human resourcesFreelance practitioner since 2006The core services provided by Toronto Training and HR are:
Training event designTraining event deliveryReducing costs, saving time plus improving employee engagement and moraleServices for job seekers
Page 5
Different generations
Different generations 1 of 4TRADITIONALS• Years 1901-1942• Core values• Assets and liabilities• Significant events• Places• Science and inventions• Heroes• Attitudes• Concerns• Traits
Page 6
Different generations 2 of 4BABY BOOMERS• Years 1943-1960• Core values• Assets and liabilities• Significant events• Places• Science and inventions• Heroes• Attitudes• Concerns• Traits
Page 7
Different generations 3 of 4GENERATION X• Years 1961-1981• Core values• Assets and liabilities• Significant events• Places• Science and inventions• Heroes• Attitudes• Concerns• Traits
Page 8
Different generations 4 of 4MILLENNIALS• Years 1982-2005• Core values• Assets and liabilities• Significant events• Places• Science and inventions• Heroes• Attitudes• Concerns• Traits
Page 9
Page 10
Generational diversity
Page 11
Generational diversity• What is a generation?• Why does diversity matter?• Strategies to address
Page 12
Challenges in the workplace
Challenges in the workplace• Splitting of the workplace• Stereotypes• The truth• Loyalty• Authority• Respect• Career• Common themes
Page 13
Page 14
Adult learners
Adult learnersBARRIERS• Situational• Dispositional• Institutional
• The learning process• Customer service
• Social media
Page 15
Page 16
Questions to ask
Questions to ask• Does employee
engagement vary by generation?
• Do the drivers of employee engagement differ by generation?
• Does generational difference impact work attitudes?
• What about age?• Is there something else to
be concerned about?
Page 17
Page 18
Myths and realities
Myths and realities 1 of 2 MYTHS• Career management• Organizational loyalty• Employee motivation• Work values and attitudes
Page 19
Myths and realities 2 of 2 TIPS TO MANAGE REALITY• Create a planning group• Hire good people and pay
them well• Increase the speed of
ramp-up• Get real about succession
planning• Retirement
Page 20
Page 21
Why is the generational perspective interesting?
Why is the generational perspective interesting?
• Tolerance• Engaging work
environment• Brand’s perceived value• Succession planning• Attract and retain talent• Exercise leadership
Page 22
Page 23
The ages
The ages• Chronological• Physical-cognitive• Socioemotional• Social• Career stage• Tenure• Normative• Generational• Relative• Life events
Page 24
Page 25
Generation related activities
Generation related activities 1 of 4• HR AND TALENT
MANAGEMENT• Engagement mapping• Brand expectation review• Rewards, pay and benefits
survey linked to generational preference
Page 26
Generation related activities 2 of 4• MARKETING AND SALES• Brand, product,
consumption pattern and offering analysis based on generational profiles
• Segmentation and tribe analysis of generation
Page 27
Generation related activities 3 of 4• LEADERSHIP AND OD• Cultural development of
lectures and workshops• Leadership training
Page 28
Generation related activities 4 of 4• IT• Providing a set of tools,
security policies and work environment that caters to generational profiles
Page 29
Page 30
Constant cycle of four roles
Prophets
Nomads
Heroes
Artists
Constant cycle of four roles
Prophets
Nomads
Heroes
Artists
Page 31
Page 32
The aging workforce
The aging workforce 1 of 2
Page 33
2005
2010
2015
2020
2025
2030
2035
2040
2045
2050
0
0.1
0.2
0.3
0.4
Africa
Latin America
Asia
Oceania
North America
Europe
The aging workforce 2 of 2THE REASONS• Decrease in fertility rates• Increase in life expectancy
Page 34
Page 35
Conducting a self check
Conducting a self check• Attitudes, knowledge and
behaviour?• Perspective?• Response when witness a
conflict between co-workers?
• Response when confronted in adversarial way?
• Reinforce positive interactions and provide positive feedback?
Page 36
Page 37
What can be done?
What can be done?• Model respectful behaviour• Embrace a new attitude
and accept the challenge• Be proactive in addressing
issues• Contribute at meetings• Build teams that reflect the
different generations in the workplace
Page 38
Page 39
The ACORN imperatives
The ACORN imperatives• Accommodate employee
differences• Create workplace choices• Operate from a
sophisticated management style
• Respect competence and initiative
• Nourish retention
Page 40
Page 41
Strengthening inter-generational
relationships
Strengthening inter-generational relationships
• Reflect• Educate• Create conversations• Plan• Act• Evaluate• Adjust• Change
Page 42
Page 43
Inter-generational conflict
Inter-generational conflict 1 of 3
MANIFESTATIONS OF CONFLICT• Bullying and harassment• Discrimination• Isolation• Resistance to change• Ineffective communication• Frustration, feelings of
being undervalued and misunderstood
• Lack of teamwork
Page 44
Inter-generational conflict 2 of 3
COMMON CONFLICTS• Gen Y devaluing
knowledge and work experience of Boomers
• Bullying of Gen Y (new grads) by Baby Boomers
• Gen X and Gen Y reject Baby Boomer’s “pay-your-dues” and “earn your way” approach and desire immediate gratification/results
Page 45
Inter-generational conflict 3 of 3
STRATEGIES TO ADDRESS CONFLICT• Policies on technology• Clear communication and
expectations• Job shadowing• Work with local colleges• Periodically bring in speakers• Provide awareness training• Offer a flexible work schedule• Reinforce rules• Regularly update job descriptions
Page 46
Page 47
The Canadian mining industry
The Canadian mining industry• Job location flexibility• Adoption of new
technology• On the job training and
mentoring• Job satisfaction• Attract• Develop• Retain
Page 48
Page 49
Conclusion and questions
Page 50
Conclusion and questions
SummaryVideosQuestions