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This presentation examines how the behaviors and attitudes of the latest generation to enter the workforce will affect the traditional utility. In addition, it is expected that “next gen” employees will change jobs and careers more often than the traditional utility employee will. This presentation will also look at what utilities will need to do to retain the workforce of the future.
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DEPUTY MANAGING DIRECTOR311 CONTACT CENTERCITY OF PHILADELPHIA
ROSETTA CARRINGTON LUE
PROMOTING AND RETAININGNEXT GEN EMPLOYEES
Silents (1933-1945) Gen Y (1977-1998)Gen X (1965-1976)Baby Boomer (1946-1964)
Management
The Four GenerationsThe Four GenerationsIn The WorkplaceIn The Workplace
Traditionalist –Individual Traditionalist –Individual CharacteristicsCharacteristics
• Believe that hard work and dedication leads to rewards
• Punctual and rarely miss work
• Committed to organization
• Respect Authority• Not self-promoting
Traditionalist Traditionalist – – TeamTeam DynamicsDynamics
Strengths Superb interpersonal
skills Good work ethicChallenges May struggle with the
diversity of the workforce May struggle with
technology
Boomers Boomers
“Me” generation Competitive and
hard-working Get the job done
at any cost Seen as
sacrificing personal life to achieve professional goals
Status important
Seek security and want a career path
Loyal to the organization
Focus on hierarchy
Strengths Driven and service-
oriented Good team players
Challenges Dealing with
conflict Self-promoting
Boomers -TeamBoomers -Team DynamicsDynamics
Generation X - Individual Generation X - Individual CharacteristicsCharacteristics
• Latchkey kids
• Digest information rapidly
• Family is core - Little to no loyalty to work
• Judge success with money.
• Cynics & Critics
• Driven work ethic
• Boss is a colleague – Show little respect
• Focus on “What’s in it for me?”
Strengths Open to receiving feedback Good at networking
Challenges Nomadic Parallel Processing
Gen Xers -TeamGen Xers -Team DynamicsDynamics
Generation X Generation X
• Form the core work group and core leadership team
• But they.. .– Are hard to please.–Have little to no loyalty.–Will leave for money, title, power– Seek family-friendly organizations
Gen Y – The Next Gen Y – The Next Dominate GenerationDominate Generation
• Diverse, Confident, Optimistic• Group and project focused• Desire/seek coaches and mentors• Like to stay in communication• Technically VERY savvy
Strengths Good at multi-tasking Appreciate diversity
Weaknesses Strong parental attachment Need more recognition
Gen Y - TeamGen Y - Team Dynamics Dynamics
The Recruiting World has The Recruiting World has ChangedChanged
Traditional HR/Recruiting Emerging HR/Recruiting
ReactiveFocus on open positions
ProactiveAnticipate needs
-Running ads-Posting to job boards-Searching databases
-Building a talent community-Developing relationships-Development focus-Competitive intelligence
Requirements:-Flexible workforce scenarios-Interactive communications
Dynamic, on-goingStatic, One-timeRequirements:-Logistics-Static workforce planning-Sourcing capability
Employee Engagement Is CriticalEmployee Engagement Is Critical
My JobMy Job
My Team
My Team
My Manager
My Manager
Senior LeadersSenior Leaders
Engaged Employee
• Clear expectations of role • Opportunities to learn, develop and
grow• Have the tools and skills I need • Authority to make decisions• Collaborate with others• Motivated to do my best work
• Clear expectations of role • Opportunities to learn, develop and
grow• Have the tools and skills I need • Authority to make decisions• Collaborate with others• Motivated to do my best work
• Ideas and opinions count• Committed to do quality work• Learn from and respect others • Support each other• Speed up and simplify the way we
work
• Ideas and opinions count• Committed to do quality work• Learn from and respect others • Support each other• Speed up and simplify the way we
work
• Helps me be the best I can be
• Cares about me and gives feedback
• Recognizes my best work and contribution to the customer
• A role model for collaboration
• Helps me be the best I can be
• Cares about me and gives feedback
• Recognizes my best work and contribution to the customer
• A role model for collaboration
• Clear sense of direction • Confident about the future• Communicate openly about
progress
• Clear sense of direction • Confident about the future• Communicate openly about
progress
• Proud to work here • Want to stay, satisfied• Advocate of the
company
• Proud to work here • Want to stay, satisfied• Advocate of the
company
The Organizatio
n
The Organizatio
n
Contact Information
Rosetta Carrington LueDeputy Managing Director
City of [email protected]
215-686-3480 (o)
•Love ‘Em or Lose ‘Em – Beverly Kaye & Sharon Jordan-Evans
•The Learning Café; Generations Issue – Devon Scheef & Diane Thielfoldt
•Four Generations in the Workplace – Cameron Marston
•Generations at Work – Ron Zemke, Claire Raines and Bob Filipczak
•Global Learning Resources, Inc
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