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Age Matters: Strategies for Successfully Engaging a Multi-
Generational Workforce
For the First Time in Australian HistoryWorkplace demographics span four
generationsModern Workers have moved from Machine
Age or “assembly lines” through Atomic Age, Space Age, Information Age to the Knowledge age
Knowledge worker assets are intellectual capital
Age MattersUnique challenges and opportunities of
engaging a multi-generational workforce in the era of the knowledge worker
EngagementEngagement is much more than job
satisfaction. Engaged employees demonstrate innovation
and creativity. Engaged employees take personal
responsibility to make things happen, to make the company (team) successful; and to have an emotional bond to the organization, its mission and vision
Engaged workers are the top performers
OpportunitiesWhen coached properly, employees can
become engaged and add real value to the organisation
In economic good times and bad top performers are sought after by their own company and by the competition.
The Rich Mix of GenerationsTraditionalists (Born 1945 and before)Baby Boom Generation ( Born 1946-1964)Generation X (Born 1965-1980)Millennial Generation (Born 1980-2000)
The Traditionalists
Born 1945 and before Now 65 and older Accounts for 5% of labor force Core Values and Behavior Differences Strong work ethic Discipline Stability Silent Generation
The Baby Boomers
Born between 1946-1964Now between the ages of 46 and 64Accounts for 38% of labor forceCore Values and Behavior Differences
Strong work ethicInsist on having a voiceStrong team orientationGood Communication Skills
The Generation X’ersBorn between 1965-1980Currently 30 – 45 years of ageAccounts for 33% of labor forceCore Values and Behavior Differences
Latchkey kids/self-reliantThrive in midst of chaos and changePoised to move into leadership
MillennialsBorn between 1980 and 2000Under 30 years of ageAccounts for 15% of the workforceCore Values and Behavior Differences
Grew up with technologyBusiest generation…grew up seeing the
world as global, connected and 24/7
Comparing the GenerationsTraditionalist Baby
BoomersGeneration
XersMillennials
Outlook Loyal/Practical Optimistic Skeptical Hopeful
Workplace Ethic Dedicated Driven Balanced Ambitious
View of Authority Respectful Love/Hate Unimpressed Relaxed, Polite
Dealing with workplace Conflict
Avoid confrontation
Resolve with consensus building
Straightforward Brutal honesty
Feel inability to cope with any conflict
Resolution Strategies
Willing confront if given the expectation
Deal with problems as a group
Don’t beat around the bush.
Prefer to text discussion instead of face to face
Motivator A job well done Money, title, promotion
Self fulfillment, freedom, fun
We provide opportunities here
Generational Clash in the Workplace
Worldwide economyRapid change in the workplaceDownsizing of companiesMergers, acquisitions, consolidationsElimination of middle managementLess union activity in companiesSeniority only one element of promotionTechnology
The Result:No job is safe, and no career assured.
Causes employees to identify more with their generation and blame other generations for workplace problems and issues.
The real generational workplace conflict is based on differences in values, ambitions, views, mindsets, and demographics.
Traditionalists at WorkAssets
StableDetail orientedThoroughLoyalHard working
Liabilities
Inept w/ambiguity and change
Reluctant to buck the system
Uncomfortable with conflict
Reticent when they disagree
Traditionalists: Strategies for Success
Take plenty of time
Give them the “big picture”
Emphasize long-term goals
Let them share their experience
Train on Technology
Don’t stereotype as technophobes
Use formality and order
Don’t rush it
Messages that Motivate Traditionalists“Your experience is respected here.”
“It’s important for the rest of us to hear what has, and hasn’t, worked in the past.”
“Your perseverance is valued and will be rewarded.”
Boomers at WorkAssets
Service orientedDrivenWilling to “go
the extra mile”Good at
relationshipsWant to pleaseGood team
players
LiabilitiesNot naturally “budget
minded”Uncomfortable with
conflictReluctant to go against
peersPut process ahead of
resultsSensitive to feedbackJudgmental of those
who see things differently
Boomers: Strategies for Success
Focus on the near future
Focus on challenges
Focus on their role
Meetings and team building
Provide develop-mental experiences
Use business books and training tapes
Messages that Motivate Boomers“You are important to our success.
“We recognize your unique and important contribution to our team.”
What is your vision for this project?”
“You are valued.”
Gen X’ers at WorkAssets
AdaptableTechno-literateIndependentNot intimidated by
authorityCreative
LiabilitiesImpatientPoor people skillsInexperiencedCynical
Gen X’ers: Strategies for Success
Focus on balance
Offer them access to many different kinds of information
Provide resource lists
Electronic support
Keep materials brief – bullets/checklists
Help them train for another job
Messages that Motivate Gen X’ers
“Do it your way.”
“We’ve got the latest computer technology.”
“There aren’t a lot of rules here.”
“We’re not very corporate.”
Millennials at Work
AssetsLoyaltyOptimismTolerantMulti-taskingFast-thinkingTechnological
savvy
LiabilitiesNeed for
supervision and structure
Inexperience, particularly with handling different people issues
Service levels are low
Millennials: Strategies for Success
Take plenty of time
Let them know what they do matters
Communicate expectations
Focus on customer service and interpersonal skills
Model the behavior you want to see
Large teams with strong leadership
Messages that Motivate Millennials
“We provide equal opportunities here.”
“Your mentor is in his/her sixties.”
“You are making a positive difference to our company.”
“You handled that situation well.”
Best Practices for Managing a Multi-Generational WorkforceKnow your company’s demographics Be Flexible to the needs and wants of the
different generationsBuild on StrengthsProvide TrainingEncourage MentoringEmbrace Diversity
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