1 / 22

Four Generations Working Together

Four Generations Working Together. Puget Sound Business Travel Association Seattle| Sept. 2012. Juliann Wiese Director Talent Management and Development.

tammy
Download Presentation

Four Generations Working Together

An Image/Link below is provided (as is) to download presentation Download Policy: Content on the Website is provided to you AS IS for your information and personal use and may not be sold / licensed / shared on other websites without getting consent from its author. Content is provided to you AS IS for your information and personal use only. Download presentation by click this link. While downloading, if for some reason you are not able to download a presentation, the publisher may have deleted the file from their server. During download, if you can't get a presentation, the file might be deleted by the publisher.

E N D

Presentation Transcript

  1. Four Generations Working Together Puget Sound Business Travel Association Seattle| Sept. 2012 Juliann Wiese Director Talent Management and Development

  2. “Companies committed to staying on top of shifts in workplace attitudes and expectations need to recognize how inextricably intertwined the workforce and the information services of tomorrow will be. Understanding the strategic implications that emerge from the evolution of both will enable organizations to position themselves better to innovate, attract top talent, and win in the marketplace.” Daniel W. Rasmus Director of Business Insights Microsoft Corporation

  3. Relevance • Generational differences can significantly impact: • Recruiting and retaining talent • Knowledge transfer • Change management • Motivation and morale • Commitment and productivity • Innovation and technology

  4. Where does your company fall in the following generational change spectrum? Level 4: “The generation of people at our organization isn’t an issue.” Level 3: “The generational change is an emerging issue within our organization but we haven’t done much about it.” Level 2: “We view generational change as an emerging opportunity.” Level 1: “We’re actively changing the work culture to harness the power of each generation.”

  5. Does this look familiar? • http://www.youtube.com/watch?v=JugpV3jg0Cg

  6. Today’s Workplace Demographic • Traditionalists or Pre-Boomers (pre-1946) • 6% of work force • “I am my work” • Baby Boomers (1946–1964) • 41.5% of work force • “I live to work” • Generation X (1965-1980) • 29% of work force • “I work to live” • Millennial/Gen Y (1981-2000) • 24% of work force • “I work to play”

  7. Traditionalists Or Pre-BoomersBorn Pre-1946 Born in the Industrial Age Respectful of authority Sacrificed for the greater good Conventional Fiercely loyal Strong work ethic

  8. Boomers • http://www.youtube.com/watch?v=BLOUKnndjFc&feature=related

  9. Baby BoomersBorn 1946 - 1964 • Grew up in an era of reform • Questioned authority • Competitive • Definedby their professional accomplishments • Everyone should pay their dues • 80 million could exit the workforce in next decade

  10. Generation X – Born 1965 to 1980 • Information Age • Generation of “firsts” • Self-reliant • Friends became family • Work/life balance critical • Work smarter, not harder

  11. Do You Know WHY they are called Generation Y?

  12. Millennial or Gen Y Born 1981 to 2000 The “why” generation Highly educated – least experienced “Trophy” Kids Confident Technology Dependent High expectations

  13. Technology Dependent?

  14. SNAPSHOT

  15. Pre-Boomers

  16. Boomers

  17. Gen X

  18. Gen Y

  19. Key Actions! • Collaborate • Communicate • Educate • Accommodate

  20. 2020 Predicted Trends • Business decentralization trend will continue • Work day punctuated • Knowledge transfer critical • Just in time learning • Thinning of middle management • Blended workforce

  21. Despite our differences…We all want… • Respect • Appreciation • To Contribute

  22. Thank you! Juliann Wiese Director Talent Management and Development

More Related