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Closing the Generational Gap in the Workplace
HR LIAISON MEETING November 30, 2016 Rachelle- We had gotten a request on communication Overview of upcoming presentation : Breakout to explore your generation in groups By having a foundation of understanding and knowledge of these generations you are able to be better equipped to effectively communicate with various generations HR stat: fewer than one-third of organizations report having a human resource strategy for managing their multigenerational workforce Cassondra James Rachelle Lehner, PhD UNDERGRADUATE HR INTERN OD & TRAINING MANAGER
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Defining the Generations https://www.youtube.com/watch?v=mHvrNK5frlo
We would like to start out with this short video as we go through the presentation. I feel this is a good illustration of each generation – so as we go along I hope these indivudals put a face to each generation.
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Where Do You Fit? Traditionalist: Generation X: Generation Y:
Baby Boomers: Generation X: Generation Y: Generation Z : Born before 1946 Born between and 1964 Born between and 1980 Born between and 1996 Born after 1996 Silent Generation One of the largest populations Reagan Generation Millennials Post Millennials 9/11 Generation Veterans 13th Generation Gen Wii /(iGEN) Lucky Few Echo Boomers Baby Busters New Silent Generation Matures Generation Next This is a break down of all the individual generations – lets see where you fit. Generation z – is also categorized by those who do NOT remember 9/11 I will refer to Millennials
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Major Influences On The Cohorts
Each generation came of age during a particular period in our cultural history. This shared background shapes their attitudes, behaviors, values. This is a good place to begin to understand the generations reasons behind why and how they are. Traditionalists: WW2 and Great depressions BB: Civil Rights Movement , Vietnam War, Apollo 11 Moon Landing – “ The AMERICAN DREAM” Gen X- apple/ Microsoft technology the internet, women in the workforce, divorce is more prevalent – change in old family values Generation Y- 9/11 terrorist attack, amped security fro travel, social media: instantaneous global connection
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Data from Pew Research Center-2015
Generations In The Workplace Why is this relevant to you? This has never happened before ***differences that can create misunderstandings, miscommunications, and mixed signals, which can cause strife and escalate if not managed appropriately We see this group of traditionalists now – they are those who are coming back after retirement usually as part time jobs - *health- stimulation * On the topic of retirement : 68% of HR professionals say bb retiring will have a MAJOR impact on the workforce. HOWEVER: it is project that 1 in 4 BB will NEVER retire (either part time- no retirement) due to the recession-lost retirement fund)- so it something we do not have to worry about at this time 15 % of Gen Y are currently in management positions by the year 2020, Millennials will make up 50% of the workforce globally Data from Pew Research Center-2015
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LET’S TAKE A CLOSER L K We will be covering a few aspects and topics of comparison between the generations to
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Small Group Discussion
Determine which generation you relate to. Form groups of 4-6 people. Choose 4 to discuss: Personal Characteristics (such as reliable, independent) Relationship To Technology Preferred Communication Style Relationship To/Needs From Authority Expectations From The Organization Groups Report Out We will be covering a few aspects and topics of comparison between the generations keep in mind that cutoffs are not definite/ clean-cut- give or take 5 years. Talk about general characteristics that you feel makes up your cohort- technology and preferred communication RACHELLE: _ do we have any millennials? – raise your hand for a group of 4-6 gen x .. Etc. Baby Boomers: Born between 1946 and 1964 Generation X: Born between 1965 and 1980 Generation Y: Born between 1980 and 1996 Traditionalist: Born before 1946
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Personal Characteristics
Traditionalists- Baby Boomers- Generation X- Millennials- Solid Competitive Independent Optimistic Reliable Team oriented Self-directed Sociable Workaholics Self-sufficient Team players Practical Outlook: Optimistic Cautious Multitaskers Consistent Outlook: Skeptical Outlook: Hopeful Outlook : Practical We would like everyone to form into group of which generation you relate to – Ask group how they characterized themselves and why
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Relations with Technology
Traditionalists- Not strong with new programs or technology Baby Boomers- Need a “how-to” presentation for technology Generations X- Technologically savvy Millennials- Technology is second nature
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Preferred Communication Style
Traditionalists- Face-to-face interaction and conversation Baby Boomers- Communicate in person, with a heads up Generations X- , communicate directly Millennials- Communicate electronically “The older employees have expectations that they’ll be seen as individuals, that they’ll experience a personalized approach, that relationships should be meaningful and deep,” he said. “They value sitting down for half an hour and having long conversations that cover how things are going, how’s your life. They like face-to-face contact with supervisors; they need it and expect it. “Younger managers are content with and virtual relationships; it’s efficient and quick. But just because it works for one generation doesn’t mean it will for another.” “Younger managers have a difficult time,” he said. “Your subordinates may be as old as your parents or even your grandparents, and you’re in charge. You can be uncomfortable directing individuals of that age. What do you do when the work isn’t done quickly enough or isn’t at the level you expect? So you tend to rely on distancing strategies, where you don’t have to have a face-to-face meeting.”
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Work Ethic Traditionalists- Baby Boomers- Generation X- Millennials-
Old-time morals: safety, security, and consistency Hard working Independent Long for guidance/ feedback Resourceful Clear and define work expectations Competitive Self-sufficient “Old ideas” “Live to work” Value freedom/ responsibility Want to make an impact What works- works Eager to learn “Works to live” What older generations offer: Business etiquette Knowledge Experience Younger generation Open minds New ways of thinking Example of Martha and you Stigma of her style of doing things Manager asked to change how we answer the phone BB time is precious to them – their work for them is self-actualization
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Authority Traditionalists- Respects Baby boomers- Questions
Generation X- Hands-off Millennials- Praise approval, Will question 75% of millennials what mentors
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Expectations to be Successful in the Workplace
Traditionalists Baby Boomers Generation X Millennials Do what you know needs to be done. Want to be empowered, natural change agents in a dynamic work environment. Having meaningful work. The want to feel as a valuable team member. Used to getting their needs met quickly. Wants opportunities to grow and develop. Challenging and ability to grow. Efficient and fast paced. Survey was done about the management capability for each generation: Generations X was perceived favorably who is most equipped to lead current business environment: results showed Generations X- 80% Baby Boomer- 76% Millennials- 27% BUT millennials – as leaders in furture – 51 %
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Loyalty To Company: Traditionalists- Very loyal Baby Boomers- Loyal
Generation X- Less committed to a single employer Millennials- Job- hopping 91% if Millennials do not expect to stay more that 3 years at any given job Why do you think that this is the case , that younger generations leave corporations and not stay for a long period of time? Millennials want to grow & develop and progress -if they don’t find it they will leave to find it elsewhere for more opportunities Traditionalists- value consistency
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How Do We Put This In Practice?
Start a mentoring program to connect those who are more experienced with new employees. Assign projects for Millennials to teach older generations about technology. Annual surveys asking about preferred communication styles. Be aware of the different strengths – use to your advantage. Keep in mind to NOT generalize. 2 biggest challenges: Overcoming the tension of having younger managers overseeing older employees Meeting expectations of each age group *** MOTIVATION of older generations*** ***INSPRIRATION of younger generations*** Get backs to the simple idea- “ You don’t know until you ask.” Do NOT generalize / stereotype these generations – everyone is an individual with their own strengths and weaknesses- purpose is to have more awareness of these differences Need to take the time to know the different generations by simply education ourselves on them and respecting their values.
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Thank You
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