1. Effective Workplace Communications: Generations at Work August 12, 2008

2. 2 Life Long Learning

3. 3 Information Overload

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6. 6 Richard Riley The Top 10 In-Demand Jobs in 2010 did not exist in 2004.

7. 7 Information Transfer Every Communication Involves a Sender, a Message, and a Receiver.

8. 8 THE SENDER  All communication begins in the sender’s mind as a mental image, either an idea, a wish, a feeling, or some combination of all three.  The mental image is transformed or decoded by the sender into symbols that carry information.

9. 9 THE MESSAGE  The message is the symbols used by the sender to carry information.  The message includes symbols that are verbal, non-verbal, and written.  Most Common Symbols are: –Words –Images –Posture or Body Language –Objects –Behaviors

10. 10 THE RECEIVER The receiver takes the symbols that make up the message and transforms or encodes them into his/her own mental images.

11. 11 Generational Shifts Meet the Complications

12. 12 U.S. Birth Rates Fewer people to enter the workforce… 12 © 2008 Employment Enterprises, Inc.

13. 13 U.S. Job Growth …but more positions to fill 13 © 2008 Employment Enterprises, Inc.

14. 14 U.S. Workforce Growth by Age Age of Workers % Growth in U.S. Workforce by Age: 2000-2020 14 © 2008 Employment Enterprises, Inc.

15. 15 The Perfect Storm Fewer Workers + More Jobs + Generational Diversity = CONFUSION FRUSTRATION 15 © 2008 Employment Enterprises, Inc.

16. 16 4 Generations – One Workplace  Traditionalists1922 to 1945 –The Silent Generation  Boomers1946 to 1964 –Sandwich Generation, the “Me” Generation  Gen X1965 to 1980 –Latch Key Kids  Gen Y1981 to 2000 –The Millennials, the Echo Boom Based on the research of Tamara Erickson, Concours Group 16 © 2008 Employment Enterprises, Inc.

17. 17 The Traditionalists Shaping Events:  The Great Depression  World War I & II  Golden age of television  Growth of the suburbs Characteristics:  Traditional family structures  Money savers  Loyalty to institutions  Rule makers 17 © 2008 Employment Enterprises, Inc. Based on the research of Tamara Erickson, Concours Group

18. 18 The Traditionalists Characteristics  Respectful of authority  Loyal to institutions  Rule makers  Motivated by financial security Workplace Implications Preference for hierarchical institutions Respect for position leaders Value affiliation Career synonymous with company Value stability Policy writers…and believers Fiscally conservative Motivated by financial rewards Used to status and financially based compensation packages 18 © 2008 Employment Enterprises, Inc. Based on the research of Tamara Erickson, Concours Group

19. 19 The Boomers Shaping Events  Assassinations of idealistic leaders  Vietnam War  Civil Rights Movement  Watergate Characteristics  Anti-authoritarian  Idealistic  Motivated by changing the world  Competitive 19 © 2008 Employment Enterprises, Inc. Based on the research of Tamara Erickson, Concours Group

20. 20 The Boomers Characteristics  Idealistic and cause oriented  Anti-authoritarian  Competitive Workplace Implications  Career viewed in terms of one’s life mission  Searching for the company vision  Reflecting on life’s accomplishments  Naturally skeptical of position leaders  Prefer participative management  Authors of attempts to restructure companies  Productive; value recognition  Expect merit-based systems 20 © 2008 Employment Enterprises, Inc. Based on the research of Tamara Erickson, Concours Group

21. 21 Generation X Shaping Events  Increase in parents’ divorce rates  Entry of women into workforce  Increase in parents’ unemployment  End of Cold War  Growth of Internet Characteristics  Self-reliant  Anti-institution  Rule-morphing  Tribal  Information-rich 21 © 2008 Employment Enterprises, Inc.

22. 22 Generation X Characteristics  Self-reliant and anti- institution  Rule-morphing  Tribal  Information-rich Workplace Implications  Career belongs to individual, not the company  Expect to be treated individually  Need to be re-recruited every day  Expects work to fit with other life commitments  Value knowledge and skill over tenure and position  Reluctant to relocate  Accustomed to teamwork  Value personal connections with mentor  Wants frequent feedback (instant messages) 22 © 2008 Employment Enterprises, Inc.. Based on the research of Tamara Erickson, Concours Group

23. 23 Generation Y Shaping Events  Terrorism  Global warming and natural disasters  Working mothers  Unprecedented bull market  Pro-child culture Characteristics  Socially conscious  Plugged in  Goal oriented  Pro-education  Tolerant  Full of self-esteem  Family-centric 23 © 2008 Employment Enterprises, Inc. Based on the research of Tamara Erickson, Concours Group

24. 24 Generation Y Characteristics  Socially conscious  Pro-education  Plugged in  Goal-oriented Workplace Implications  Meaningful roles in meaningful work  Desire to be paid volunteers join a company because they want to  Seek companies that will invest in their future  Impatient with anything that doesn’t lead to learning or advancement  Do expect personalization  Every intention of building the perfect career  Trained to be Doers and Achievers 24 © 2008 Employment Enterprises, Inc. Based on the research of Tamara Erickson, Concours Group

25. 25 Generation Y Characteristics  Tolerant  Full of self-esteem  Family-centric Workplace Implications  Value building community  Raised in diversity  Willing to move around until they find a place that suits them  Fearless and blunt  Recognize the importance of their lifestyles  Parental input must be factored in  Work for companies that emphasize balance 25 © 2008 Employment Enterprises, Inc. Based on the research of Tamara Erickson, Concours Group

26. 26 Secret Codes PAW or PIR or P911 Parents are watching Parents in room Parent emergency SOS Sibling over shoulder

27. 27 Adding Meaning 2008 ;) 

28. 28 Communication  A symbolic process of creating and sharing meaning in which a sender imparts a message to a receiver. –To share information –To express feelings –To attempt to coordinate behavior –To persuade someone to do something

29. 29 Effective Communication  Transfers meaning from one party to another  Imparts knowledge  Solicits feedback  Ultimately, improves productivity and employee satisfaction

30. 30 Two Types of Messages  The Literal Message –The message conveyed by the symbols themselves.  The Metamessage –The additional or transcendent message –Carries implicit messages about the reason for the communication, how the message is to be interpreted, and the nature of the relationship of the sender and the receiver. –Much of the metamessage is communicated through non- verbal cues, intonation, and/or body language.

31. 31 Six Men and an Elephant

32. 32 Up to 70% of the meaning of the message is lost during the transmission of the message from sender to receiver.

33. 33 Employees typically spend 75% of their work time in interpersonal situations.

34. 34 Common Ground “You need to pay your dues.” “I want to be in charge now.” “You need to build your credibility. I need to provide you with a path.” Based on the writings of Misti Burmeister

35. 35 Common Ground “You need to follow the rules.” “I can do it better and faster.” “We need a common strategy to reach our goals. Let’s define acceptable risk” Based on the writings of Misti Burmeister

36. 36 Common Ground “Just do what I told you.” “What will the company do for ME?” “Let’s create a learning relationship – I teach you and you teach me.” Based on the writings of Misti Burmeister

37. 37 Embracing Your Ignorance

38. 38 We learn when we listen. We learn when we ask questions.

39. 39 Effective communication is an essential component of organizational success.

40. 40 Life Long Learning

41. 41 Thank You Thank You from Employment Enterprises, Inc. Joe Sherrier, SPHR Director of Consulting jsherrier@eeihr.com 703.361.2220, x239 www.eeihr.com © 2008 Employment Enterprises, Inc. 41