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Engaging the Multigenerational Workforce

Engaging the Multigenerational Workforce. Inspire  Transform  Innovate. Opportunity. Our multigenerational work environment can be a source of positive challenge, opportunity and significant growth if managed effectively and leveraged to meet the business goals of our organization. .

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Engaging the Multigenerational Workforce

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  1. Engaging the Multigenerational Workforce Inspire Transform Innovate

  2. Opportunity Our multigenerational work environment can be a source of positive challenge, opportunity and significant growth if managed effectively and leveraged to meet the business goals of our organization.

  3. Agenda • Generational workplace influences • Generational EAP issues • Engagement goals, strategy, expected results

  4. The Changing Workforce • Generational influences and issues • Values • Attributes • Work styles

  5. Values Conformity Rules Authority Logic Loyalty Attributes Disciplined Historical perspective Detail oriented Dislike conflict “These are the rules” Work style Consistency and uniformity Technological advancement Past oriented Command and control leadership Hierarchical structures The Workplace Influence of the Traditional Generation

  6. Values Individual choice Community involvement Prosperity Ownership Self-actualizing Health and wellness Attributes Adaptable Goal oriented Positive attitude Focus on choice and freedom “Let’s talk about the rules” Work style Confident Team focused Collaborative decision makers Avoid conflict The Workplace Influence of Baby Boomers

  7. Values Contribution Feedback, recognition Autonomy Time with manager Attributes Adaptable Independent Creative “Break all the rules” Work style High-quality end results Productive Work/life balance Flexible-work arrangements Comfortable with authority – not impressed with titles The Workplace Influence of Generation X

  8. Values Self expression Must earn respect Fear living poorly Brand self as commodity Attributes Adapt rapidly Crave change, challenge Create constantly Exceptionally resilient Committed, loyal Global perspectives “Re-define the rules” Work style Need to understand – everything View work as an expression of self Multi-taskers Seek active involvement Flexible workplaces Team work Expect corporate social responsibility Everything instant Seek learning opportunities The Workplace Influence of Generation Y

  9. The EAP Issues of Traditional Generation Workers • Financial • Retirement • Long-term care • Managing income and expenses • Mental health • Depression • Medical issues • Chronic disease from lifestyle choices • Diseases of aging

  10. Work/family balance Child and elder care Marital/family relationships Financial issues Savings and debt management Retirement planning Workplace stress Medical concerns Lifestyle issues Chronic illness Substance abuse - Disease progression - Prescription medication abuse The EAP Issues of Baby Boomers

  11. Family - Career vs. family - Parenting roles - Frequent job changes Marital/relationship - Commitment - Cohabitation Legal issues Divorce Child custody and support Financial issues - One-income families - Savings Mental health issues - Depression - Anxiety - Eating disorders Medical issues - Pregnancy - Smoking-related issues Substance abuse - Marijuana - Alcohol The EAP Issues of Generation X Workers

  12. Family Communications Marital/relationship Effective communication Healthy relationships Legal Traffic violations Criminal offenses DWI Custody and support Financial Debt management Savings Student and car loans Substance abuse Binge drinking Experimentation Mental health Depression Anxiety Appearance of chronic mental illness Medical issues Pregnancy Routine medical care Accidents The EAP Issues of Generation Y Workers

  13. Engagement Goals • Recruitment • Retention • Employee satisfaction • Manager satisfaction • Employer of choice

  14. Requirements for Success • Strong support of senior leadership to ensure viability and attention • Commitment from internal communications teams • Participation at all levels of the organization • Promotion through a variety of media

  15. Strategy • Engagement task force • Mission and guiding principles • Communications/promotions • Management/employee skill-building training

  16. Communications • Ongoing electronic and print EAP promotions, matching the preferences of employees • On-site skill-building seminars • Web-based resources • Traditional, telephonic and Web-based EAP coaching • Policy review • Community involvement and partnerships

  17. Measurements • Turnover rates • Absence rates • Accident rates • EAP utilization • Employee satisfaction • Manager/supervisor satisfaction

  18. Expected Results • Employer of choice • Enhanced productivity • Increased self-identification for support and prevention • Increased rate of referral to the EAP

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