Managing Across Generations

1. Managing Across Generations

2. What is a Generation? A society-wide peer group, born over a period roughly the same length as the passage from youth to adulthood (21 years), who collectively possess a common persona that could be defined by the historical and sociological experiences they have shared… Howe & Strauss, Millennials Rising

3. Are you Connected with all Generations in your Workplace? How do I engage and retain my Employees? What do my Employees want and need? How do I manage my Diverse workforce?

4. Generational Attributes

5. Challenges in today’s diverse Multi-Generational Workforce • For the first time, we have four different generations in the workplace. • There will be a mass exodus of Baby Boomers in the next five years which will result in a huge loss of work experience. • New generations cause rapid culture changes that require agile, flexible management. • Two experienced workers leave the work force for every one inexperienced worker we hire.

6. Shifts in the Labor Force • Baby Boomers are retiring: 30 to 40% of workforce are eligible or will retire over the next 5 to 10 years. • Generation Y/Millennials are expected to produce the largest # of employees in the history of America: 80 to 100 million new employees!

7. Current Percent of Total Workforce per Generation (in Millions)

8. Projected Percent of Total Workforce per Generation (in Millions) by 2015

9. A Company’s 2013 Challenges • Changing Demographics • Greater Employee Diversity • Workplace impact • Performance and Productivity • Competition for Critical Talent • Engagement • Retention • Workforce Planning • Turnover • Recruiting

10. Generational Characteristics

11. Events and Experiences Matures/Traditionalists • World War I • Typical work week was reduced from 60 hours to 45 hours • World War II • Great Depression • Baby Boomers • Cold War Begins • Civil Rights Movement • Space Exploration

12. Events and Experiences Generation X • Civil Rights Movement • Shift from Blue Collar to White Collar Occupations • Energy Crisis • Watergate • Generation Y • Desert Storm • Oklahoma City Bombing • Columbine School Shooting • War in Iraq Technology

13. Personal Values Matures/Traditionalists • Hard Work • Dedication & Sacrifice • Respect for Rules • Duty before Pleasure • Honor • Baby Boomers • Optimism • Team Orientation • Personal Gratification • Involvement • Personal Growth

14. Personal Values Generation X • Diversity • Techno Literacy • Fun and Informality • Self-reliance • Pragmatism • Generation Y • Optimistic • Techno Literacy • Feel Civic Duty • Confident • Achievement Oriented • Respect for Diversity

15. Matures/Traditionalists Characteristics • Generational personality • Consistency, uniformity, law & order • Dedication, sacrifice • Work ethic • Detail-oriented, stable • Obedience over individualism • Leadership style • Command & control • Non-participative decision-making • Teaming style • Civic minded • Used to strong leadership in teams

16. Baby Boomers Characteristics • Generational personality • Optimistic, star of the show • Personal gratification, spiritual • Work ethic • Workaholics • Competitive • Leadership style • Collegial, fair • Participative • Teaming style • Play nice • “Pick me, pick me!”

17. Generation X Characteristics • Generational personality • Self-reliant, nontraditional • Skeptical, risk-takers • Work ethic • Flexible, informal • Multitasking, balance • Leadership style • Egalitarian, fair, competent • Thrive on change, challenge • Teaming style • Independent, cooperative • Virtual

18. Generation Y/Millennials Characteristics • Generational personality • Savvy • Confident, optimistic • Work ethic • Flexible, resilient • Salary not important • Leadership style • Used to being in authority • Individualistic, entrepreneurial • Teaming style • Cooperative • Can-do attitude

19. Generational Differences

20. Generations On-the-Job

21. Career Management

22. Matures/Traditionalists Communication • “Okay, I’ll do what you tell me to do” Feedback • “There is a time and a place for feedback” Time Management • “I’ll give you an honest day’s work for an honest day’s pay” Work-Life Balance • “Gimme flextime!” Development • “I’ll get my training on the job, thank you!”

23. Baby Boomers Communication • “You don’t need to tell me that. I know it already!” Feedback • “Tell me more” Time Management • “I’ll work until I drop!” Work-Life Balance • “Is this workaholic life worth it?” Development • “Hey, skills are important but my success comes from my work ethic!”

24. Generation X Communication • “What? I’m listening. I can listen and do something else at the same time” Feedback • “Give it to me immediately and honestly so I know I’m on the right track” Time Management • “What does it matter when I work, as long as I get the job done!” Work-Life Balance • “I’ll do overtime only when necessary! Development • “I’m gonna get skills left and right; my next job will be from this collected set!”

25. Generation Y/Millennials Communication • “I don’t need another meeting to learn about the new policy, just send me an email” Feedback • “I want praise; if I don’t hear from you, I’ll think you hate my work” Time Management • “It’s 5pm; I’m outta this gig!” Work-Life Balance • “Decisions-decisions. Do I want a life…or a promotion?” Development • “I want new skills as I don’t have the time to gain them…”

26. What Does Each Generation Want? • Continuous development • Control of time • Synergy • Incentives • Flexible leadership

27. Key Generational Drivers

28. Tips to Managing Across Generations

29. Work Performance Expectations • Every employee should be held to the same standard. • No exceptions should be made that compromises the integrity of the job or diminishes the effectiveness of your department to carry out its mission. • All employees should comply with policies and procedures set forth.

30. Valuing Differences • The most successful leaders find a way to let every generation be heard. • Leaders recognize that no one person has all the answers. • Appreciation of diversity allows each group to contribute and be a part of the growth of a department or organization.

31. Matures/Traditionalists • Break through stereotypes and earn trust. • Give a chance to learn at own pace. • Respect experience; ask to help transfer that accumulated knowledge. • Give reasons to be loyal; gain their confidence by demonstrating compassion and understanding.

32. Baby Boomers • Show appreciation for energy, hard work and contributions. • Acknowledge influence as important members of the team; challenge them to contribute. • Involve them in helping to set the organization’s direction and implementation of change. • Support work/life balance. • Offer opportunities to be a coach.

33. Generation X • Serve as role model. • Understand they are not “company people,” they’re selling you their talents. • Reward with time and learning opportunities. • Clearly communicate that repetitive tasks and quality checks are part of the job.

34. Generation Y/Millennials • Take time to orient to organizational culture. • Take an active role in plotting future; spend time talking about them, not work. • Give lots of visibility. • Celebrate team successes with individual rewards as well. • Provide structure and strong leadership.

35. Adapting Programs to a Multi-Generational Workforce

36. Q & A SCC Services Group www.sccservicesgroup.com Email: dkielkucki@sccservicesgroup.com Phone: 954-444-3668