Strategies for Managing and Motivating the Gen ‘Why’ Workforce

Strategies for Managing Strategies for Managing and Motivating the Gen and Motivating the Gen

‘Why’ Workforce‘Why’ Workforce

Strategies for Managing Strategies for Managing and Motivating the Gen and Motivating the Gen

‘Why’ Workforce‘Why’ Workforce

Presented to Florida Sterling Conference

ByValerie Oberle

Presented to Florida Sterling Conference

ByValerie Oberle

Who are we? Who are they?Who are we? Who are they?Who are we? Who are they?Who are we? Who are they?

Boomers 1946-1964

Gen X – 1964-1979

Gen Y– 1980 - 1994

Boomers 1946-1964

Gen X – 1964-1979

Gen Y– 1980 - 1994

The Echo Boomers

I just can’t count on them to be dependable

They live for their social time…it drives me crazy!

What’s with the piercings and tatoos??

They just don’t have the work ethic we did!

They question everything and don’t follow rules!!

Why???

Our Attitudes and Our Attitudes and Influences Shape our Influences Shape our

BehaviorsBehaviors

Our Attitudes and Our Attitudes and Influences Shape our Influences Shape our

BehaviorsBehaviors

Parents/Family School/Education/Training Religion/Morality Friends/Peers Media/Culture

Parents/Family School/Education/Training Religion/Morality Friends/Peers Media/Culture

Attitudes & Influences Attitudes & Influences of Adolescenceof Adolescence

Attitudes & Influences Attitudes & Influences of Adolescenceof Adolescence

Topic Boomers’46 – ‘64

Gen X-rs’64 – ’79

Gen Why’79 – ‘94

The Future

Is Ours Sucks Might not happen!

For Kicks Drive-Ins Drive-Thrus

Drive-Bys

Jobs Hard to find

I’ll work if I have to

Jobs are a dime a doz

Source: Employing Gen Why? By Eric Chester

Attitudes & Influences Attitudes & Influences of Adolescenceof Adolescence

Attitudes & Influences Attitudes & Influences of Adolescenceof Adolescence

Topic Boomers’46 – ‘64

Gen X-rs’64 – ’79

Gen Why’79 – ‘94

The Future

Is Ours Sucks Might not happen!

For Kicks Drive-Ins Drive-Thrus

Drive-Bys

Jobs Hard to find

I’ll work if I have to

Jobs are a dime a doz

Source: Employing Gen Why? By Eric Chester

Attitudes & Influences Attitudes & Influences of Adolescenceof Adolescence

Attitudes & Influences Attitudes & Influences of Adolescenceof Adolescence

Topic Boomers’46 – ‘64

Gen X-rs’64 – ’79

Gen Why’79 – ‘94

Communi-cation

Via parents

Via personal phone

Via cell, email, text, My Space…

Change Dislike Accept Demand!

Technology

Ignore – some knowledge

At ease Masters

Source: Employing Gen Why? By Eric Chester

For them life is an all-For them life is an all-you-can-eat buffet you-can-eat buffet offering unlimited offering unlimited

choices, few rules, and choices, few rules, and pay as you go system!pay as you go system!

For them life is an all-For them life is an all-you-can-eat buffet you-can-eat buffet offering unlimited offering unlimited

choices, few rules, and choices, few rules, and pay as you go system!pay as you go system!

A few factsA few factsA few factsA few facts

25% increase in young managers (20-24 yr old) in last 2 years

Retail jobs expect to grow by 15% in next 5 years

Service jobs will grow by a whopping 47%

Turnover in 12 mos or less:– 20-24 yr old – 54%– 16-19 yr old – 78%

25% increase in young managers (20-24 yr old) in last 2 years

Retail jobs expect to grow by 15% in next 5 years

Service jobs will grow by a whopping 47%

Turnover in 12 mos or less:– 20-24 yr old – 54%– 16-19 yr old – 78%

More facts…More facts…More facts…More facts…

1 in 3 not Caucasian2 in 4 single parent home

4 in 5 working mothers

1 in 3 not Caucasian2 in 4 single parent home

4 in 5 working mothers

How do we instill a solid How do we instill a solid work ethic work ethic (patience, (patience,

determination, determination, integrity, persistence, integrity, persistence, ingenuity) ingenuity) when the when the

world around them says world around them says they can get what they they can get what they

want without it?want without it?

How do we instill a solid How do we instill a solid work ethic work ethic (patience, (patience,

determination, determination, integrity, persistence, integrity, persistence, ingenuity) ingenuity) when the when the

world around them says world around them says they can get what they they can get what they

want without it?want without it?

We Need To Understand We Need To Understand this Wonderful this Wonderful Generation!!Generation!!

We Need To Understand We Need To Understand this Wonderful this Wonderful Generation!!Generation!!

THEN NOW

•Teens had to work to buy a car and cool stuff•Jobs for teens were hard to find•The boss was the boss•Employers were to be respected above all•School first, then job, then friends/activities•Unethical employees were fired•A kid is a kid is a kid.•“You’re no different than anyone else. If you want to Achieve great things, you have to work harder than the next guy”

•Parents give teens a car and other cool stuff•Jobs for teens are in endless supply•The boss is your peer, if not your buddy•Employees are to be respected above all•Friends/activities first, then school, then job•Unethical employees can become CEO•Every kid is a gift from God.•“You’re special. You’re destined to do great things and have it all someday, because no one else in the world is exactly like you”

Source:

Common Traits of Gen Common Traits of Gen WhyWhy

Common Traits of Gen Common Traits of Gen WhyWhy

Impatient– Growing up in a high-speed world

drives instant gratification Adaptability

– They move in sinc with change and in fact demand it in the work place

Innovative– They have a fresh perspective and love

looking for new ways to do things. They are ultimate risk takers and speak boldly about their thoughts

Impatient– Growing up in a high-speed world

drives instant gratification Adaptability

– They move in sinc with change and in fact demand it in the work place

Innovative– They have a fresh perspective and love

looking for new ways to do things. They are ultimate risk takers and speak boldly about their thoughts

Efficient– They like to use minimal effort and

resources in least amount of time

Desensitized– But not dehumanized

Disengaged– Their minds operate like DVDs (not

VCRs) causing a need for loose structure

Efficient– They like to use minimal effort and

resources in least amount of time

Desensitized– But not dehumanized

Disengaged– Their minds operate like DVDs (not

VCRs) causing a need for loose structure

Skeptical– They’ve been conned,

manipulated, cheated, and exploited so they don’t automatically trust or believe what they see or hear

Resilient– They have been exposed to so

much negativity they are able to take things in stride and move on.

Skeptical– They’ve been conned,

manipulated, cheated, and exploited so they don’t automatically trust or believe what they see or hear

Resilient– They have been exposed to so

much negativity they are able to take things in stride and move on.

Disrespectful– They feel they are owed respect by

others and others must earn it from them

Bluntly expressive– They have been encourage to speak

their minds and they do … boldly, bluntly, and loudly

Committed– Fiercely loyal to causes and purposes

they believe in. When you believe in them and genuinely care about them they will be loyal to you and your organization

Disrespectful– They feel they are owed respect by

others and others must earn it from them

Bluntly expressive– They have been encourage to speak

their minds and they do … boldly, bluntly, and loudly

Committed– Fiercely loyal to causes and purposes

they believe in. When you believe in them and genuinely care about them they will be loyal to you and your organization

Gen Whys want to do Gen Whys want to do the right, to trust and the right, to trust and be trusted, and have a be trusted, and have a

life with purposelife with purpose

Gen Whys want to do Gen Whys want to do the right, to trust and the right, to trust and be trusted, and have a be trusted, and have a

life with purposelife with purpose

Strategies for Strategies for Employing and Working Employing and Working

with Gen Whyswith Gen Whys

Strategies for Strategies for Employing and Working Employing and Working

with Gen Whyswith Gen Whys

Recruitment/HiringRecruitment/HiringRecruitment/HiringRecruitment/Hiring

Be the best place to work Explain expectations in advance,

i.e. appearance standards Look to your workforce of Gen

Why to help recruit Streamline your hiring process! Follow up promptly

Be the best place to work Explain expectations in advance,

i.e. appearance standards Look to your workforce of Gen

Why to help recruit Streamline your hiring process! Follow up promptly

Orientation and Orientation and TrainingTraining

Orientation and Orientation and TrainingTraining

Engage them socially from the beginning; make it a banner day!!

Get to know them personally Make training multi-sensory Make it relevant…explain WHY Make if FUN! Involve them in the training Treat with respect, as adults Connect them with the purpose of

the organization

Engage them socially from the beginning; make it a banner day!!

Get to know them personally Make training multi-sensory Make it relevant…explain WHY Make if FUN! Involve them in the training Treat with respect, as adults Connect them with the purpose of

the organization

Teach DO

Apply Positive Apply Positive ReinforcementReinforcementApply Positive Apply Positive ReinforcementReinforcement

The moment you stop noticing is the moment they stop improving

Look for opportunities to recognize the right behaviors – be specific

Gen Whys love the spotlight and to be recognized by peers

The moment you stop noticing is the moment they stop improving

Look for opportunities to recognize the right behaviors – be specific

Gen Whys love the spotlight and to be recognized by peers

Don’t Bore Them…Don’t Bore Them…Learn to ZagLearn to Zag

Don’t Bore Them…Don’t Bore Them…Learn to ZagLearn to Zag

Boomers and Gen Xers like plans, order, linear progression, and predictability

Gen Yrs are easily b.o.r.e.d. Appeal to multi-tasking talent Change environment,

responsibilities often when possible

Avoid predictability

Boomers and Gen Xers like plans, order, linear progression, and predictability

Gen Yrs are easily b.o.r.e.d. Appeal to multi-tasking talent Change environment,

responsibilities often when possible

Avoid predictability

Tune in to their Tune in to their FrequencyFrequency

Tune in to their Tune in to their FrequencyFrequency

Read their magazines, web sites, video games

Set up a My Space or Face Book account

Communicate the expected outcome

Really listen for understanding– “then you know what you know and

what they know”

Read their magazines, web sites, video games

Set up a My Space or Face Book account

Communicate the expected outcome

Really listen for understanding– “then you know what you know and

what they know”

Have Firm Policies in Have Firm Policies in PlacePlace

Have Firm Policies in Have Firm Policies in PlacePlace

Explain clearly early on; particularly those hardest to enforce

Explain why Gen Y will more likely follow rules if

they recognize them as:– fair, relevant, consistent, and enforced

Revisit your rules, are they still relevant?

Explain clearly early on; particularly those hardest to enforce

Explain why Gen Y will more likely follow rules if

they recognize them as:– fair, relevant, consistent, and enforced

Revisit your rules, are they still relevant?

Be a Powerful Be a Powerful CommunicatorCommunicatorBe a Powerful Be a Powerful CommunicatorCommunicator

Listen to your employees as individuals

‘Link’ new employees to others Train your staff to watch for

potential ‘drop outs’ Model, Mentor and Motivate Involve your Gen Whys in

everything you can!

Listen to your employees as individuals

‘Link’ new employees to others Train your staff to watch for

potential ‘drop outs’ Model, Mentor and Motivate Involve your Gen Whys in

everything you can!

Take-away Ideas from Take-away Ideas from the US Armythe US Army

Take-away Ideas from Take-away Ideas from the US Armythe US Army

Link to a strong sense of purpose Build loyalty through a worthwhile

contribution Be 100% honest in every phase of

the operation Understand the importance of

stimulation and change Encourage camaraderie Build strong teamwork and unity

Link to a strong sense of purpose Build loyalty through a worthwhile

contribution Be 100% honest in every phase of

the operation Understand the importance of

stimulation and change Encourage camaraderie Build strong teamwork and unity

What Employees Want What Employees Want Most in a LeaderMost in a Leader

What Employees Want What Employees Want Most in a LeaderMost in a Leader

1 Trust Builder

2 Esteem Builder

3 Flexibility Expert

4 Communicator

5 Talent Developer and Coach

6 Talent Finder

7 High Performance Builder

8 Climate Builder

9 Retention Monitor

10 Retention Expert

MOSTIMPORTAN

T

LESSIMPORTAN

T

© 2006 TalentKeepersSource: Talent Keepers, Inc.

A “Handshake” A “Handshake” AgreementAgreement

– “I’m glad you’re here and I want you to stay.”

– Turnover affects all of us– Tell me what’s important to you and why

you stay– I’ll commit to be the best leader I can be– Will you commit to sharing your concerns

with me?– I will commit to do whatever I can to help

keep you here…we’re in this together

“Let’s shake on it.”

© 2006 TalentKeepers Source: Talent Keepers Inc.

Every leader is telling a Every leader is telling a

story about what he orstory about what he orshe believes.she believes.

Be PassionateBe PassionateBe PassionateBe Passionate

For your work For your people For your

customers For your

community

For your work For your people For your

customers For your

community

Be ClearBe ClearBe ClearBe Clear

About your values About the goals About how people fit in About your expectations

About your values About the goals About how people fit in About your expectations

Be EncouragingBe EncouragingBe EncouragingBe Encouraging

Give constant feedback Recognize improvements Celebrate talents Stretch people to achieve

Give constant feedback Recognize improvements Celebrate talents Stretch people to achieve

Be Trustworthy &Be Trustworthy & Accountable Accountable

Be Trustworthy &Be Trustworthy & Accountable Accountable

Be mutually accountable for the success of each employee

Provide training, resources and support

Be clear about consequences Do what you say you will do!

Be mutually accountable for the success of each employee

Provide training, resources and support

Be clear about consequences Do what you say you will do!

Be GenerousBe GenerousBe GenerousBe Generous

With your head With your heart With your feet

With your head With your heart With your feet

Leaders will get theLeaders will get thebehavior they behavior they demonstratedemonstrateand tolerateand tolerate

Recommended Recommended ReadingReading

Recommended Recommended ReadingReading

Employing Generation Why? By Eric Chester Boomers, Xers, and Other Strangers - Understanding

Generational Differences That Divide Us by Dr. Rick and Kathy Hicks

Generations at Work – Managing the Clash of Veterans, Boomers, Xers, & Nexters in Your Workplace by Ron Zemke, Claire Raines, & Bob Filipczak

Employing Generation Why? By Eric Chester Boomers, Xers, and Other Strangers - Understanding

Generational Differences That Divide Us by Dr. Rick and Kathy Hicks

Generations at Work – Managing the Clash of Veterans, Boomers, Xers, & Nexters in Your Workplace by Ron Zemke, Claire Raines, & Bob Filipczak

For Further Assistance Please ContactValerie OberlePresident, The Oberle Groupwww.oberlegroup.comoberlegrp@aol.com336.368.2831 office