+ Generations in Today's Workplace: Too Many Baby Boomers in Control? What to do if you are a Gen X...
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+ Generations in Today's Workplace: Too Many Baby Boomers in Control? What to do if you are a Gen X or Millennial. APPA – July 30, 2013
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Transcript of + Generations in Today's Workplace: Too Many Baby Boomers in Control? What to do if you are a Gen X...
+Generations in Today's Workplace: Too Many Baby Boomers in Control? What to do if you are a Gen X or Millennial.
APPA – July 30, 2013
+Objectives
Naming the points of conflict
Updating the “facts” about the generations
Identifying the assets of all generations
Examining ways to collaborate and get the best from everyone
Learn how Discover Corrections can help
+
+Conflict Points: Young employees think that they are “more efficient in
multitasking” and “more creative” than older workers.
Older employees think that they “have a stronger work ethic” than young workers.
Stereotypes
Many careers vs. one career
Beliefs of self-worth
Workplace flexibility
Respect for “authority”
+Baby Boomer Facts:
21% remain employed 38% - just ready to retire 17% - health reasons 10% - job loss
Age they will retire? Jumped from 67 – 71
Economically: 86% drawing SS 82% don’t plan to move their residence
Met Life Mature Market Institute 5/23/13
+
+
+Generation X Worried that BBers won’t leave the workplace
Remain stuck in middle-management Grew up watching institutions fail; parents divorced
Choose multiple paths in their careers; keep options open Option thinkers Willing to listen
Most demanding group in the workforce, ask for: Higher pay Higher bonuses Higher job titles
Less interested in promotions More important – kids and family
Gen Xers At Work
Held 10.2 jobs between ages 18 – 38 See jobs as temporary 77% will leave for “increased intellectual stimulation”
No career ladder – spider web Job is a stepping stone
Use “quitting” as an option between jobs
Its about my self-esteem
Entitled and ambitious
High expectations
Don’t take criticism well
Takes “employability seriously”
Hands-on
Gen Xers At Work, Continued
Must learn new skills
Wants mentoring
Focus on relationships not achievements
Short attention spans
Pessimistic about the future
Not afraid to be try it on their own
Adaptable
Entrepreneurial
Pragmatic
+Adjusting to Xers in the Workplace: Will approach issues from a different perspective than
BBers.
Xers bring inquisitiveness for alternative plans and options
Millennials and Xers are different
Pragmatic
+Millennial Updated Facts: Narcissistic personality disorder
3 x as high compared to people over 65 Watch reality TV shows – which are about ----- narcissistics
40% believe they should be promoted every 2 years regardless of performance
“Fan obsessed”
Earnest and optimistic; pragmatic idealists
Send and receive 88 texts per day
Peer dominated society
More live with their parents than with a spouse
60% of those under 23 looked for a future job with more responsibility (as compared with 80% in 1992)
Time Magazine 5/10/13
+
+More about Millennials: Post their daily life on a social network
Less civic engagement; informed but inactive
Lower political participation
Boosted self-esteem; means boost in narcissism
High likelihood of unmet dreams
The entitlement generation: Go directly to those in power
Stunted? Staying in a suspended age state?
Don’t want to miss out on anything (FOMO)
+More about Millennials:
Drop in scores measuring creativity
Empathy – decreasing: Lack of face-to-face interaction
Inflated self-worth
“Twixters”: Put off life choices – because there are so many Don’t have to marry someone from their high school Postpone parenthood Have access to more information – not limited by income,
education
Don’t respect authority; but don’t resent it
Need constant approval
+More about Millennials:
Leaving jobs after 2 years
Average salary $39,700
Starting salary $21,000 Lower paying jobs due to recession
63% have bachelor’s degree; 12.8% have master’s degree, 1.7% have doctoral degree
LA Times 8/25/2012
+More about Millennials: Don’t identify with big institutions
Including organized religion
Pro-business; financially responsible Student loans - $1 trillion
2 x more likely as BBers to buy personal items with a company credit card; 3 x more likely to tweet something negative about the workplace. Are the rules clear?
Think about re-engineering the workplace using technology
Want to work for a company with a mission to serve society
+Adjusting to Millennials in the Workplace:
Money isn’t the means to self-actualization
What else does “work” give me?
Acceptance of generational differences
Find new and better ways to do things
Communicate ethics Make rules clear Discuss to treat co-workers Understand the importance of “influencers” – immediate
supervisors and colleagues
Address boundary issues – grey areas between personal and professional lives
+More about Millennials in the Workplace: Flexibility in the workplace; more important than salary
Work hours AND contributions
Collective action
Goal oriented Respond to learning, feedback, mentoring
Technologically astute
De-motivators: Dictatorial leaders Controlling systems Strict chain-of-command/hierarchies Lack of sincerity; talking down
Fewer “rules” not more rules?
+Adjusting to Millennials in the Workplace:
Understand motivation
Ms Approach – Figure out motivation: “In it for my life"—those motivated by alternative work
arrangements, as in "I have a life.” "In it to win it"—those motivated by a fast-paced, highly
challenging, risk-taking environment. "In it to experience it"—those motivated by developmental
stretch assignments. "In it as Alpine ascenders"—those motivated by rapid,
regular promotions.
+Shared Beliefs/Preferences Face to face
E-mail/Text
Phone
Motivators: BBers – express appreciation for their dedication, hard
work, long hours Xers – be clear about desired results and the rewards for
high performance Millennials – communicate the impact and contribution of
Ms to the team.
+Assets
Millennials Entrepreneurial Technologically savvy Coordinators in the workplace Inquisitive Committed to public service
Xers Planners and schedulers on the workplace Bring workplace/life balance Independent thinkers and workers Self-reliant Ambitious
+A Word About Recruitment Develop a recruitment plan aimed at the 3 generations
Xers: Flexible workplaces with child care, promote work/life
balance Salary important Leadership development opportunities (training)
Millennials: Value their individual contributions within the team Assignments that are productive and meaningful Have current technology Continuing education Have a voice in the workplace Want skills to move upward
+
+Get the best from all generations: Your “TO DO” list: Get the data
Generations by position Retirement? Turnover/attrition rates
Social media policy
Generationally relevant training
Fill the gaps Professional boundaries
Develop a mentoring program Train and identify mentors
+TO DO LIST, continued:
Model the behavior you want
Embrace differences; find ways to involve all
Be inclusive
Train supervisors and managers
Consider establishing a leadership development program
Re-engage Bbers; no retiring in place
+
generationallyrelevant
+How Discover Corrections can help?
Generationally relevant connections
Demonstrate technologically savvy
Maintain internal interest in keeping good people
The image of the organization
Assure competent supervision and leadership
Keeping up with the “competition”
Pride in employees
+
Presenters:
Susan W. McCampbell
239.597.5906
Mary Ann Mowatt
859-420-4305
