Engaging the Multigenerational Workforce: Strategies for Success
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Transcript of Engaging the Multigenerational Workforce: Strategies for Success
Engaging the Multigenerational Workforce: Strategies for
Success International Hispanic Network
Regional SeminarBrighton, Colorado November 1, 2013
Dr. Abraham David Benavides
Professional Organizations
Networking Opportunities
Professional Development
Labor Statistics• Labor Force Participation: 155,558,000• Unemployed:11,255,000 2,228,000• Unemployment rate: 7.2% 9%• Employed: 144,303,000 22,598,000
– Traditionalist/Veterans : 6,521,000– Baby Boomers: 53,573,000– Generation X: 49,875,000– Generation Y/Millennials: 45,589,000
Bureau of labor Statistics September 2013 http://www.bls.gov/news.release/empsit.t01.htmhttp://www.bls.gov/news.release/empsit.t03.htm
Four Generations Currently In The Workforce:
• Traditionalists – Veterans (1922-1945)
• Baby Boomers (1946-1964)
• Generation X (1965-1980)
• Generation Y/Millennials (1981-1999)
Dangers of Categorization • Recognize differences without falling
into stereotypes. Though it helps to keep certain characteristics of the generations in mind, don't assume that all members of the group feel the same way about certain issues.
• A basic principle in management is to treat all people regardless of generation or ethnicity with respect.
Key Points About Generations• A generation is a group of people who
are born during a certain span of years
• A generation is defined by what it thinks, feels, and experiences together
• A generation typically shares certain values that result in typical patterns of behavior
Events that shaped them
Traditionalist/Veterans
• WWII• Great Depression• Social Security• Industrialization/Urbanization• Korean War
Managing Traditionalist/Veterans • Focus on organizational goals• Ask for their history (institutional
knowledge)• Describe steps/tasks• Reward with perks• Face to face communication• Hierarchy, Respect, Loyalty, Iron
glove leadership• Separation of work and home
Events that shaped them
Baby Boomers
• TV!!!!!• Protest• Fairness • Choice and Change• ____, ______ and Rock and Roll!• Charismatic Leadership• Optimistic. . . if we can put a man
on the moon. . .
Managing Boomers• DON’T!!• Consult• Give leadership opportunities• Emphasize team• “How are you feeling about…?”• Reward with everything• Acknowledge recognize • Retire or Rewire
Events that shaped them….
Generation X
• Latchkey upbringing• Challenger• Technology• AIDS• Leadership? What leadership? • Economy
Managing Generation X• Get to the point and be sincere• Use technology • Show me the money!!• Every (wo)man for (her)himself• Clear expectations.• Reward with flexibility.• Focus on results.• Manage your micro-management.• Keep it brief.
Events that shaped them
Millennials:Can’t we all be BFFN’s?
• Columbine, 9/11 (Katrina, Tsunami…)
• Internet (digital natives)• Convergence• Social networks• Branding• Approachable/accessible
leadership• Velcro Parents
Managing Millennials
• Enjoy!• Be kind, be there.• Offer coaching.• Ask for their ideas.• Build mentor relationships.• Make them famous.
Opportunity
Our multigenerational work environment can be a positive challenge, an
opportunity and significant source for growth if managed effectively and leveraged to meet the goals of our
organization
Six Trends Affecting the Workforce
• Increased use of new technologies to communicate
• Increased expectation for work-life flexibility• Increased expectation for continual development• Increased need for new ways to reward and
recognize employees• Increased need to engage the entire workforce• Increased emphasis on innovation
Generations at a GlanceTraditionalist Generation
b. 1922-1945
Population Size25-30 Million
Work CharacteristicsAdhere to AuthorityHard-Working DedicatedTop-Down Approach
StereotypesAutocratic & RigidAverse to RiskBehind the TimesSeek Respect
Baby Boomer Generation
b. 1946-1964
Population Size75-80 Million
Work CharacteristicsAnti-AuthorityPro-MentorshipTeam PlayerCompetitive
StereotypesPolitically-MindedPower-Driven WorkaholicsSelf-Centered
Generation Xb. 1965-1980
Population Size40-60 Million
Work CharacteristicsEntrepreneurialJob-HoppersWork Hard, Play Hard
StereotypesCynical & SarcasticImpatient & IntolerantSlack-Offs
Generation YMillennials
b. 1981-1995
Population Size65-80 Million
Work CharacteristicsAvid Job-HoppersCollaborativeExtremely Tech SavvyFamily-CentricMulti-Tasking
StereotypesFocus On ImmediacySpoiled Divas
Generation Characteristics • Note: Characteristics/stereotypes listed are perceptions and over-generalizations; not all
members of any particular generation fit within these categories
Communication Tips for the Multi-Gen Workforce
Susan Hannam, Dean, Slippery Rock College and Bonni Yordi, Director of Research, MRA February 2011
Some Practical Advice Communication Tips
Build awareness that the Four Generations bring different ideas, challenges, and opportunities to the workplace
Work-Life Balance TipsRethink what work is, and where it is done. Determine which jobs can have flexible arrangements, such as telework
Growth and Development TipsUse mentoring to develop new employees, and reverse mentoring to share tech skills
Tips for Providing Recognition and RewardsOffer a “menu” of rewards and recognition
Employee Engagement TipsFocus on the disengaged last
So What Now?
• Take your learning back to work• Create an environment of inclusion• Talk to your team about how to
accommodate differences• Learn more about the strengths of each
generation• Enjoy the differences that are found
generationally
Thank you! Gracias!
• Questions • Discussion
Engaging the Multigenerational Workforce: Strategies for Success
International Hispanic Network Seminar 2013City of Brighton, Colorado
Dr. Abraham David [email protected]