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Managing a Multi-Generational Workforce

Managing a Multi-Generational Workforce. J. D. McIntosh. Caveats. Don’t stereotype Persons of each generation have unique traits and characteristics Cultural and regional differences Use this information as you think about your organization These are not absolutes. The Generations.

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Managing a Multi-Generational Workforce

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  1. Managing a Multi-Generational Workforce J. D. McIntosh

  2. Caveats • Don’t stereotype • Persons of each generation have unique traits and characteristics • Cultural and regional differences • Use this information as you think about your organization • These are not absolutes

  3. The Generations Veterans: Born Before 1944 Baby Boomers: 1945-1964 Generation X: 1965-1980 Millennials: 1981-2000

  4. Who’s Who

  5. Generational Cohort Groups • Share major influences during their formative years (generally thru the early/mid-twenties) • Defining Events: Wars, Catastrophes • Pop Culture: Music, Clothes, Cars, etc. • Technology • Education

  6. Veterans . . . …Core Values and Beliefs: • Direct • Take charge – command & control • Delegate and look for results • Decision-makers • Wary of technology • Comfortable in bureaucracy • Work hard and expect others to do the same • They designed the workplace

  7. Baby Boomers… …Core Values and Beliefs • Keep proving themselves • Live to work; workaholics and expect others to be • Work ethic = worth ethic • Consensus and harmony • Teamwork • Level playing field • Process vs. Product

  8. Generation X… … Core Values and Beliefs • Balance work/personal life • Paycheck is a means to an end • Career? This is a job • Informality at work, humor, humanity • Asks “why” a lot • Value competency • Straightforward, avoids office politics • High expectations

  9. Gen Xers At Work • Held 10.2 jobs between ages 18 – 38 • See jobs as temporary • 77% will leave for “increased intellectual stimulation” • No career ladder – spider web • Job is a stepping stone • Use “quitting” as an option between jobs • Entitled and ambitious • Must learn new skills • Wants mentoring • Focus on relationships not achievements • Not afraid to try it on their own

  10. Millennials… …Core Values and Beliefs • Multi-taskers • Bored with repetitive tasks • Achievement oriented • Value inclusion and multi-culturalism • Open minded, not set in their ways • Energy, excitement

  11. Millennials at Work • Work well with “friends” • Collaborative • Make a difference • Impatient • Flexible • Want mentors • Expect respect • Want a challenge

  12. Millennials at Work, Continued • Inclusive • Center of attention • Success now! • Serve the community • Look out for parents! • Menial tasks – NO Way • Goal oriented • Positive

  13. Education Veterans • 10% college graduates • 6.8% post graduate degrees Gen X’ers • 21.3% college degrees • 7.3% post graduate degrees Baby Boomers • 17.5% college degrees • 10.7% post graduate degrees Millennials (so far . . .) • 28% college degrees • Less than 1% post graduate degrees

  14. Generations at WorkClash Points • Agency Loyalty • Chain of command/hierarchy • Work ethic • Workplace Diversity • Feedback and Mentoring

  15. Agency Loyalty Veterans are in the job for the long haul. The sacrifices their employers make are equal to their own. They put their loyalty to their company above themselves. Boomers believe loyalty to the company is critical. Loyalty to the job often comes to the detriment of their personal lives. Gen X’ers will stay only so long as they are learning something. They are about self-preservation. If you don’t hold several jobs early in your career, you’re not competitive. Loyalty to self comes first. Millennials are most like Gen X on this issue. Believe they must constantly improve and expand skills to advance career. See themselves as short-term workers offering services for a limited period.

  16. Chain of Command Veterans are not only comfortable with hierarchy, chain of command, they prefer it. They respect authority and clear lines between bosses and subordinates. Baby Boomers have a love/hate relationship with hierarchy. On the one hand, they believe in “paying your dues.” On the other hand, they believe in “questioning authority.” Generation X is indifferent to chain of command. Hierarchy is a meaningless concept to them. • Millennials, like Generation X, are unimpressed by rank, age or tenure. • They don’t respect bosses who think they know everything. • Show a Millennial knowledge and expertise, and they will show you respect.

  17. Work Ethic Veterans are dedicated and dependable. They tend to “not rock the boat.” Baby Boomers are driven, workaholics. It is not unusual for them to work 50 – 60 hours a week. • Generation X are task oriented. • They want balance in their life. • They believe in “eight and the gate.” Millennials are determined. They will work diligently if they can have a say in how the work is done and if opportunities exist for innovation and creativity.

  18. Diversity Veterans grew up in a largely segregated and sexist society. Diversity was a new concept in their workplace. Baby Boomers were influenced by the civil rights and women’s movement. As consensus builders, they seek equality and fairness. The generation that had first women and African Americans on the job. • Gen X’ers grew up with great awareness and tolerance. • Women in traditionally male jobs raises few eyebrows with this generation. • Millennials appear the most “color blind” of the four generations. • Grew up with friends who had two mommies, were adopted, and came from all ethnic groups.

  19. Through Different Eyes • Boomers see Veterans as: • GenXers see Veterans as: • Veterans see BBers as: • GenXers see BBers as: • Veterans see GenXers as: • Boomers see GenXers as: • Millennials are seen as:

  20. Through Different Eyes • Boomers see Veterans as narrow, dictatorial, inhibited, rigid and technologically challenged • GenXers see Veterans as set in their ways, and should be ignored since they are going to retire soon • Veterans see BBers as too open to discussion of private matters and very self-absorbed • GenXers see BBers as dictatorial, obsessive, self-righteous, technologically challenged, too serious and work alcoholics • Veterans see GenXers as undereducated, disrespectful of their work experience, unable to follow orders and not understanding the value of hard work • Boomers see GenXers as self-serving, cynical, technologically over-dependent, rude, lacking in social skills, impatient, and want to do everything their own way • Millennials are seen as unconcerned

  21. The Numbers

  22. Why Employees Stay • Exciting work and challenge • Career growth, learning, & development • Working with great people • Fair pay • Supportive management/good boss • Being recognized, valued and respected • Benefits • Meaningful work – making a difference • Pride in the organization, its mission • Great work environment and culture

  23. Fun at Work? Xers and Ms want a more informal and fun workplace. Is that possible in your work setting? Using what you’ve learned today – think of ways your workplace might meet these requirements of the new generation of workers. What can you do? What can you change?

  24. Questions? • J. D. McIntosh • mcintoshappraisal@frontier.com

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