SM ManagingDifferentGenerations JW 072315 BAC FINAL
Transcript of SM ManagingDifferentGenerations JW 072315 BAC FINAL
Managing Different Generations
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course description
There’s no “one size fits all” approach to management. People have different experiences, different needs, and different styles. A lot of that comes from how and WHEN they were raised. In this program, we talk about how to adjust your management style based upon the generation of the person you’re trying to manage. This training will help you get the most out of each individual and maximize the performance of your entire team.
baby boomers
• Born 1946-1964 • 70 million from Baby Boomer generation will
retire by 2025 • Driven and committed to employer • Known for long tenure with companies (25-30
years) • Biggest fear: losing their jobs • Need to feel they can provide for families
baby boomer job needs
• A good cause • An established company • A chance to contribute • A place to fit in
baby boomer management needs
• Clear expectations • Team building and groups • Opportunity to shine • Path to promotion • Avoid conflict
notes
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Managing Different Generations
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!generation X
• Born 1965-1979 • Need income protection, family support, and
help with long-term savings • Financial security • “Work hard to play hard” mentality • Need schedule flexibility • Focused on enhancing skillset • Biggest fear: being overlooked for promotions • Also fear younger generation surpassing them
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generation X job needs
• Dynamic company • Fast-paced; newest technology • Good salary/bonus • Chance to give input • Evaluation • Engagement
generation X management needs
• Autonomy • Independence • Career advancement
generation Y
• Also known as “Millennials” • Born 1980-2000 • By 2020, 50% of workforce will be Millennials • Right out of school • Picky about their jobs • Don’t want boring • Want to match worldview and values
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Managing Different Generations
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!generation Y job needs
• Latest technology • Good pay • Management role • Engaging work
generation Y management needs
• Personal relationships • Fun/friends at work • Positivity and supportiveness • Training and mentoring • Fast track to rewards, recognition, and
promotion
common factors
• All want opportunities • All want recognition • All work for you and your company
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tips
• With baby boomers, make changes gradually. • When baby boomers need to learn something
new, train them in private. • With Gen X, the more they know the better
they feel. • Use Gen X folks as point people to bridge the
generations. • Millennials may still need some technology
training. • Offer wisdom to Gen Y a little at a time. • Listen to Gen Y’s ideas. !
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DRIVEN AND COMMITTEDLONG TENURE (25-30 YEARS)FEAR OF LOSING THEIR JOBSNEED TO PROVIDE
BABY BOOMERS 1946 - 1964
A GOOD CAUSEAN ESTABLISHED COMPANYA CHANCE TO CONTRIBUTEA PLACE TO FIT INJO
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DSCLEAR EXPECTATIONSTEAM BUILDING/GROUPSOPPORTUNITY TO SHINEPATH TO PROMOTIONMG
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INCOME PROTECTIONFAMILY SUPPORTLONG-TERM SAVINGSFINANCIAL SECURITY
GENERATION X 1965 - 1979
FLEXIBLE SCHEDULEGROWTH OF SKILLSVOLUNTEER OPPORTUNITIESPROMOTIONSJO
B NEE
DSAUTONOMYINDEPENDENCECAREER ADVANCEMENTPATH TO PROMOTIONMG
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