“YOU JUST CANT GET GOOD HELP ANYMORE” Part 1 “Working with the generations” Presented by Kym...

“YOU JUST CANT GET GOOD HELP ANYMORE”

Part 1 “Working with the generations”

Presented by

Kym Steer

Managing Director TST

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Understanding workforce generations

• What do we know about the three generations?

• Baby boomers

• Generation X

• Generation Y

4Source: Hammill, G (2005). Mixing and Managing four generations of Employees, FDU Magazine Winter Spring 05

PERSONAL AND LIFESTYLE CHARACTERISTICS BY GENERATION

Veterans(1922 - 1945)

Baby boomers(1946 - 1964)

Generation X(1965 - 1980)

Generation Y(1981 - 2000)

Core values Respect for authority

Conformers

Discipline

Optimism

Involvement

Scepticism

Fun

Informality

Realism

Confidence

Extreme fun

Social

Family Traditional

Nuclear

Disintegrating Latch-key kids Merged families

Education A dream A birthright A way to get there

An incredible expense

Communication media

Rotary phones

One-on-one

Write a memo

Touch-tone phones

Call me anytime

Cell phones

Call me only at work

Internet

Picture phones

E-mail

Dealing with money

Put it away

Pay cash

Buy now, pay later

Cautious

Conservative

Save, save, save

Earn to spend

Personal and lifestyle values of the four generations

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WORKPLACE CHARACTERISTICS

Veterans(1922 - 1945)




Interactive style

Individual Team player

Loves to have meetings

Entrepreneur Participative

Comm’n Formal

Memo

In person Direct

Immediate

E-mail

Voice mail

Feedback and rewards

No news is good news

Satisfaction in a job well done

Don’t appreciate it

Money

Title recognitive

Sorry to interrupt, but how am I doing?

Freedom is the best reward

Whenever I want it, at the push of a button

Meaningful work

Messages that motivate

Your experience is respected

You are valued

You are needed

Do it your way

Forget the rules

You will work with other bright, creative people

Work and family life

Ne’er the twain shall meet

No balance

Work to live

Balance Balance

Working with the generations (I)

Source: Hammill, G (2005). Mixing and Managing four generations of Employees, FDU Magazine Winter Spring 05

6

WORKPLACE CHARACTERISTICS

Veterans(1922 - 1945)




Work ethics and values

Hard work

Respect authority

Sacrifice

Duty before fun

Adhere to rules

Workaholics

Work efficiently

Crusading causes

Personal fulfilment

Desire quality

Question authority

Eliminate the task

Self-reliance

Want structure and direction

Sceptical

What’s next

Multitasking

Tenacity

Entrepreneurial

Tolerant

Goal oriented

Work is… An obligation An exciting adventure

A difficult challenge

A contract

A means to an end

Fulfilment

Leadership style

Directive

Command and control

Consensual

Collegial

Everyone is the same

Challenge others

Ask why

*TBD

* As this group has not spent much time in the workforce, this characteristic has yet to be determined.

Working with the generations (II)

Source: Hammill, G (2005). Mixing and Managing four generations of Employees, FDU Magazine Winter Spring 05


Part 2 “Workforce demographics”

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Recruiting the people

• From where is our workforce coming?• Schools/Universities • Interstate • Other industry• Overseas• Other professional groups • Other types of organisations within the industry sector• Moving through different roles in same organisation

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TYPICAL PROFILE OF NEW HIRES

• AGE:19-26

• Marriages ending in divorce varies depending on demographics 30%-50%

• 95% of the time, children go with the mother

• Socio-economic level of family drops

• Between birth and 18 years, the average child watches 18,000 hours of television

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TYPICAL PROFILE OF NEW HIRE

• Estimated that the average child spends less than eight minutes per day with their farther

• In divorce, fathers will see children on average for 4-8 hours every two weeks, or less

• Males suffer from lack of significant male model

• Confidence- self esteem, sense of keenness is embedded on an unconscious level by age 8

• Competence- Skill levels is limited (what skills do they possess when they come to us?)

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• Say we have a High school that has 1,000 students

• 20% will make up sports teams, clubs and organisations, leaving 800

• 20% of the 800 have a part time job, leaving

• 540 WHERE AND HOW DO THEY SPEND THEIR TIME?

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• WHERE DO THEY LEARN TO BE A WINNER?

• HOW DO THEY DEVELOP A WORK ETHIC?

• UNDERSTAND AND CARE FOR EQUIPMENT?


Part 3 “Solutions”

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1) TO BUILD A STRONG ORGANISATION

• Focus on having capable, competent leadership

• Be selective: intelligence, behaviour

• Select people on purpose with purpose for tasks

• Have expectations with goals and plan

• Train continually

• Require them to study and develop their skills.

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2) TO BUILD A STRONG COMPANY

• Employees

• Teach- Train- Coach

• Mentor them (remember most new hires come to you on a blank tablet)

• Look for high performers

• Let them know they have a future

• Provide incentives for them to study and take courses

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WHAT MOST MEN WANT

• SELF RESPECT

• MONEY- Family- Toys

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WHY PEOPLE DON’T PERFORM

• They don’t know WHAT to do

• They don’t know HOW to do it

• Something or Someone is INTERFERING

• They don’t WANT to do it

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They don’t know WHAT to do

• Information

• Job knowledge

• Expectations

• Goals and objectives

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They don’t know HOW to do it

• A MATTER OF SKILLS

• Teach

• Train

• Coach

• Corrective action – Feedback, be positive or constructive criticism

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Something or Someone is INTERFERING

• Lack of equipment

• Lack of tools

• Weather

• Regulations

• Boss

• Co-worker

• Family

• Self

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They don’t WANT to do it

• This is where you give them the opportunity for a career transition to work for the competition

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How can we motivate

• Work starts with the paycheck! Money brings people to the job, however, it will not keep them there

• A man must feel safe and secure

• Safe that they will not be hurt and secure that the pay check will be there and they can make more $ than other places that you can legally work at

“YOU JUST CANT GET GOOD HELP ANYMORE” Part 1 “Working with the generations” Presented by Kym...

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