Post on 13-Sep-2014
description
Generations in the Workplace
Segmenting the Generational Workforce Understanding Generational Preferences Managing Different Generations
Defining Generations
Birth Year % of Workforce
Post WWII Born before 1945
5% of today’s workforce, but common through the CEO ranks
Baby-Boomers
Born between
1945 and 1964
45% of today’s workforce, known to have invented the 60 hour work week
Generation X Born between
1964 and 1980
40% of today’s workforce, seeking a work/life balance
Generation Y Born between
1980 and 2000
10% of today’s workforce, eager to work and learn, educated and diverse
U.S. Workforce Demographics
5%45%
40%
10%Post WWII
Baby Boomers
Generation X
Generation Y
Workforce overall is getting older. Significant workforce shortage is predicted. Nearly half as many Xers as Boomers. Team members in their 30s are the most
mobile in history.
Trends
Contrasts Across Generations
Attitudes Comfort with Technology Communication Styles Expectations Work/Life Preferences Work Styles
Contrasts Across Generations
Mature Workers Younger WorkersDerive satisfaction from getting a job finished
Seek tangible rewards
Seek commitment and loyalty Remain with the company as long as it meets their needs
Place a great importance on life’s work
Value simplicity more than other employees and place lower importance on the value of life’s work
Do not trade off high compensation for increased quality of life
Prefer quality of life over compensation
The Post WWII Generation1933-1945
LoyaltyPride incountry
Respect forauthority
DedicationFinancially
conservativeDuty before
pleasureLearn from
the pastTradition
Recruiting, Retaining, and“Re-careering” Post WWII
Emphasize the integrity and values of the organization.
Demonstrate strong customer orientation.Discuss future opportunities.Discuss career planning.Offer options for flexible scheduling.
Leveraging the Post WWII
Acknowledge experience and expertise.Ask them to mentor.Discuss how their contributions affect the
organization.Develop long-term goals and relationships.Focus on the personal touch.
The Baby Boomer Generation1946-1964
IdealismChange-focused
Cause-driven
EqualityInvolvement Participation Spirit Competition
Recruiting the Baby Boomers
Emphasize organization’s values, people-focus, trustworthiness.
Communicate how they can excel and perform meaningful work.
Discuss promotion opportunities.Talk about status associated with the job.Be open to flexible scheduling.
Retaining the Baby Boomers
Show how they’re making significant contributions.
Help them find fulfillment and purpose.Assign challenging projects, particularly
ones involving process improvements.Recognize how they’re making a
difference.Communicate important issues in person.Provide work options to support and
accommodate multiple family demands.
Leveraging the Baby Boomers
Common attributes:– Driven, devoted to work– Service-oriented– Process-oriented– Ability to handle large-scale change– Willingness to take risks– Relationship-focused– Bring optimism, heart, and humanity to work– Interest in self-improvement
Independent SkepticalHighly
educated
Generation X1965-1978
Lowexpectations
Need foroptions
Technicallyliterate
Straight-forward
Competent
Recruiting Generation X
If applicable, talk about how the workplace is an informal, creative environment.
Provide opportunities for diverse work experiences.
Emphasize technology.Offer non-traditional scheduling options.Assure them of the organization’s
commitment to work/life balance.
Retaining Generation X
Do not micromanage!Give candid, timely feedback.Encourage informal, open communication.Use technology to communicate.Recognize that they may prefer individual
work to group work.Provide learning opportunities, particularly
leadership development.
Leveraging Generation X
Common attributes:– Entrepreneurial
– Pragmatic
– Results-oriented
– Creative problem-solving
– Technological savvy
– Adaptable
– Global thinking
– Comfortable giving feedback
– Critical thinking
“Can do”attitude
Generation Y1979-1989
Globaloutlook
Technologicallysophisticated
OptimisticCivic-
mindedChild-centric
familiesConfident Cooperative
Recruiting Generation Y
Make connections with them early on.Discuss learning opportunities.Overview long-term career paths.Talk about the possibility of mentoring.Emphasize stability of organization.Give technology highlights.Detail the appealing perks or discounts.Be friendly, welcoming, nurturing.
Retaining Generation Y
Provide good supervision and structure.Communicate clear objectives and
expectations.Emphasize team work and goals over
individual ones.Use technology to deliver information.Assign work that is interesting, meaningful,
and important.Assist them with planning a career path.
Managing the Clash…
Accommodate employee differences Create workplace choices Operate from a sophisticated style. Respect competence and initiative, and
provide feedback Encourage retention through flexibility and
training.
Key Management Tactics
Post WWII Generation Deliver long term goals Share organization’s history and make feedback
warm and personal Use and capitalize on their work ethicBaby Boomers Deliver information in person or through teams Focus on work content and their desire for
participation in tasks Provide personal rewards and public recognition
Key Management Tactics
Generation X Acknowledge the desire for work-life balance. Deliver information through technology and education Provide merit-based rewards Use Gen Xers entrepreneurial, problem solving abilitiesBaby Boomers Acknowledge the importance of meritocracy Deliver information through technology and education. Emphasize the assignment of a mentor Interaction opportunities with upper level management
Fact or Fiction?
1. To retain younger employees, all you need to do is give them more money; older employees are easy to retain because they have everything they want.
2. Older people want training in broader issues such as strategy and leadership; while younger people want training in specific areas such as business skills.
3. Older and younger people are different in how they want to learn; younger people want everything through the computer.
4. There is so much conflict between older and younger people that they find it difficult to work together.