Executive Briefing Four Generations – Four Approaches to Work: How to Get, Keep & Grow All Four Generations Executive Briefing Four Generations – Four

Executive BriefingExecutive Briefing

Four Generations – Four Approaches to Work:Four Generations – Four Approaches to Work:How to Get, Keep & Grow All Four GenerationsHow to Get, Keep & Grow All Four Generations

presented to

HEABC

Presented by

n-gen People Performance Inc.www.ngenperformance.com

June 10, 2008 ©n-gen People Performance Inc.www.ngenperformance.com

Agenda

Overview of generational identities

How identities translate into behaviours

The new employee mindset – the need for organizational & employee engagement

Considerations on how to get, keep & grow top talent


February 22, 2008 3

GENERATIONAL IDENTITIESGENERATIONAL IDENTITIES


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Your Workforce

Traditionalists (1922-1945)• 63 – 86 years old

Baby Boomers (1946-1964)• 44 – 62 years old

Gen Xers (1965-1980)• 28 – 43 years old

Gen Ys (1981-2000)8 – 27 years old


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Traditionalist(63-86 years)

Life-defining Events: Great Depression, World War II, golden age of radio, emergence of silver screen

Attitudes & Values: Loyal, respect for authority, dedication, sacrifice and honor

Characteristics & Skills: Compliant, stable, hard-working, detail-oriented

Goal is to build a legacy


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Baby Boomer(43-62 years)

Life-defining Events: Civil Rights Movement, Cuban Missile Crisis, Vietnam War, Assassination of JFK, Woodstock

Attitudes & Values: Involvement, team orientation, personal growth & gratification, youthfulness, equality

Characteristics & Skills: Team players, driven to succeed, relationship focused, eager to add value

Goal is to put their stamp on things


7

Generation X(28-43 years)

Life-defining Events: PCs, AIDS, Challenger disaster, massive downsizing, Berlin Wall

Attitudes & Values: Self-reliance and independence, pragmatism, skepticism, balance, collaboration

Characteristics & Skills: Flexible & adaptable, creative, independent, multi-taskers, results- driven, techno-literate

Goal is to maintain independence


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Generation Y(8-27 years)

Life-defining Events: 9/11, school violence, reality TV, digital technology, Clinton scandal, Y2K

Attitudes & Values: Confidence, diversity, optimism, dedication, civic duty

Characteristics & Skills: Techno-savvy, collective action, innovative, accepting of differences,

self-reliant

Goal is to find work and create a life that has meaning


ORGANIZATIONAL FACTORSORGANIZATIONAL FACTORS

Identities Translate Into Identities Translate Into BehaviourBehaviour


Link Between Generational Identities and Workplace Behaviour

Generational identities translate into distinct workplace behaviors as they relate to:

Relationship with organization

Relationship with authority

Relationship with colleagues

Work styles

Management styles

Learning styles


Relationship with the Organization

Traditionalist Boomer Gen Xer Gen Y

Definition Loyal to the organization

Loyal to the team

Loyal to the manager

Loyal to colleagues

BehavioursAnd

Expectations

Long term commitment and tenure

Career = Opportunity

Add value by going that extra mile

Career = self-worth

Exceed expectations and deliver results

Career = one part of me

Ensure equitable treatment

Career = opportunity to add value & contribute


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Relationship with Authority


Definition

Respect for authority and hierarchical system

Challenge authority

Unimpressed by authority

Respect for authority who demonstrate competence

BehavioursAnd

Expectations

Seniority and job titles are respected

Tell me what I should do for you

Desire flat organizations that are democratic

Let me show you what I can do for you

Competence and skills are respected

Tell me what you can do for me

This generation holds the competency

Show me what you can do for me right now


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Work Styles


Definition Linear Structured Flexible Fluid

Behaviours And

Expectations

Follow the rules

Change = Something is broken

Challenge the rules

Change = Caution

Change the rules

Change = Opportunity

Create the rules

Change = Improvement


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Your Team

Is there one generation’s perspective that dominates your team’s culture?


NEW EMPLOYEE MINDSET NEW EMPLOYEE MINDSET

&&ENGAGEMENTENGAGEMENT


The New Employee Mindset

Employees are investors of their human capital

Employees seek a win-win relationship

Employees expect you to deliver on the deal

Employees expect organizational engagement (transparency, responsiveness and partnering)


n-gen’s Definition of Engagement

At n-gen, we define engagement as a productive relationship between an organization and its employees.

The relationship must align with employees’ values, expectations and behaviors from a generational perspective.


The Characteristics of Engagement

Organization Employee

Transparent

Responsive

Partnering

Expenditure of discretionary effort

Emotional connection to the organization

Acceptance of accountability


The Link Between Engagement & Productivity

Address Increase Greater

Expectations Engagement Productivity

Result of increased engagement: expenditure of discretionary effort which leads to greater productivity

Higher average revenue growth

Lower cost of goods sold


Evaluation Questions

1. How well does your organizational culture (defined by policies & practices) address the values, expectations and behaviours of all four generations?

2. How can you, as an organization, demonstrate transparency, responsiveness and partnering in your people policies, programs and practices? What else can we do as an organization in the short-term and long-term?


Impact on People Strategies

Integrated People Solutions

Get ‘Em Recruitment

Orientation

Keep ‘Em Total Rewards

Program

Employee Brand Promise

Grow ‘Em Career Pathing

Learning and Development

Mentoring

Performance Management

Succession Planning

Management Practices


How to Get ’emRecruitment

Tell a story that’s appealing to all four generations Evaluation of existing recruitment messages

*Unique Selling Proposition, key messages, recruitment vehicles, recruitment process Design of new / enhancement of existing process & content

Recruiters / managers understand generational responses to the interview / recruitment process Toolkit & workshop


How to Get ’emOrientation

Orientation program that builds networks, creates two-way dialogue and inculcates corporate values

Design of orientation framework

Support younger generations to manage their careers successfully

Delivery of navigating the business environment program

What to do in the first 90 days. Helping managers understand how to seal the psychological deal

Toolkit


Total Rewards & Employee Brand Promise

Total Rewards program Evaluation and Design

Recognition program Evaluation and Design: behaviour to be rewarded, type of

recognition, participation process

Employee brand promise – alignment across the employee life-cycle

Design, experience and communication

How to Keep ’em


How to Grow ’em

Talent Management

Career pathing that is mapped, spiral, accessible to all Evaluation and design

Learning and development that is cross-functional, business oriented and intrapreneurial Delivery of intrapreneurship program

Mentoring – formal & informal Clearly defined goals; reverse mentoring


How to Grow ’em

Talent Management

Performance Management On-going; self-reflective; objective criteria

Succession Planning Four Point Succession Planning Process

Managers that demonstrate the 3Cs (coaching, communication, collaboration for all four generations)

Delivery of development programs


Summary

The four cohorts will interpret the ‘deal’ differently, and will give you increasingly shorter periods of time to deliver on the deal

The deal won’t be one-size fits all – it has to be integrated & flexible to appeal to all

The key to sustainability and success is the execution of the deal – no discrepancy between advertisement and reality


Questions?Contact us:

Adwoa K. Buahene:[email protected]

Giselle Kovary: [email protected]

Toll Free: 1-877-362-7564

GTA: 416-362-7564

Website: www.ngenperformance.com


About n-gen People Performance Inc. n-gen People Performance Inc. (www.ngenperformance.com) is a performance consulting company focusing on creating people strategies that improve business outcomes and metrics. The unique expertise n-gen offers is to help clients demonstrate organizational engagement in order to increase engagement of their multigenerational workforce by maximizing the skill sets of all four generations while managing the differences. By adding the generational perspective to organizational engagement, solutions become more targeted in address the values, expectations and motivations of all four employee groups.

n-gen delivers keynote presentations, workshops and designs end-to-end solutions to improve metrics and increase engagement in:

Recruitment Orientation Total rewards programs

Employee brand promises Career-pathing Learning and development

Mentoring Performance management

Succession planning Management practices

Documents

Executive Briefing Four Generations – Four Approaches to Work: How to Get, Keep & Grow All Four Generations Executive Briefing Four Generations – Four