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Fact For the first time in U.S. history there are (4) generations working together in one workplace Multi-generational Workforce Debra D Torres
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Slide 1 of 43 ©2006
Understanding the Multi generational Workforce
Developed and Presented by Debra D Torres
Slide 2 of 43 ©2006
Understanding the Multi generational Workforce
Developed and Presented by Debra D Torres
Fact• For the first time in U.S. history
there are (4) generations working together in one workplace
Multi-generational Workforce
Debra D Torres
Fact• This widespan
of generations can lead to frustration and conflict.
• But it can also lead to stronger teamwork and creativity.
Multi-generational Workforce
Debra D Torres
• Today’s reality: we as HR professionals must attract and retain the brightest of all four generations.
• We need to understand the different backgrounds and perspectives that shape each of these groups so that we can manage them at work.
Multi generational Workforce
Debra D Torres
Let’s look at the Four generations
Traditionalists (5%) ………… Born 1927-1945
Boomers (37%) ………..….… Born 1946-1964Gen Xers (33%) …………….. Born 1965-1980Millennials GenY (25%)……. Born 1981-1997Generation Z coming soon ………. Born 1998 - present
Debra D Torres
Events that Define Them• Traditionalists
– Stock market crash
– Great Depression– FDR as President– Korean War
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Events that Define Them• Baby Boomers
– Post war babies– Civil rights for women and
minorities– Vietnam war– JFK Assassinated– Drafted to serve our country
Debra D Torres
Events that Define Them• GEN Xers
– Man on the moon and Challenger explosion
– Energy crisis– Desert Storm– Auto safety (seatbelt)– Technology revolution
Debra D Torres
Events that Define Them• Millennial (Gen Y)
– September 11, 2001 Terrorism
– Columbine shootings– Fall of the Berlin wall in
1989– Instant technology and
news– A Selfie Nation– Energy & Health
conscious
Debra D Torres
Values that Define Them• Traditionalists
– Loyal, follow all the rules, go by the book
– Honor & respect authority
– Civic duty– Personal sacrifice
• Boomers– Loyal, responsible,
dedicated, team player
– Workaholic for personal gratification to get the job done (live to work)
• GEN Xer– Rules can be broken– Techno literate– Global mindset– Independent and adaptive
• Millennial– How to achieve the
results in the end– Techno savvy,
collaborate, social active, goals, impatient
– Achievements in ALL aspects of life (work to live)
Debra D Torres
Family Life• Traditionalists
– 90% raised in a 2 parent home
– Parents felt children should be seen and not heard
• Boomers– 75% raised in a
“traditional home”– Parents spent quality time
with their children– Booming birthrate– Smoking social thing– Frowned upon pregnant
out of wedlock
• GEN Xers– 3% raised in a
“traditional” home– Grew up latchkey or in
daycare– Family structure single
parent, divorced parents, step parents, other.
• Millennials– Traditional home is a
nebulous term with alternate family lifestyles acknowledged and tolerated.
Debra D Torres
Entertainment• Traditionalists
– Black and white TV– Sit around the radio and
listen to talk shows– Picnics, family gatherings
• Boomer– Played outside with the
kids in the neighborhood and used imagination
– Big box TV’s, long antennas with tin foil, get up to change the channel
– Family oriented shows– 8 Track, Rock and Roll
• GEN Xer– DVD’s, growth of video
games, Blockbuster video
– Growth of cell phones
• Millennial– DVD kiosks, Net flix,
apple tv, laptops, iPad, video games on all medium, smart phones
– Partying, socializing, online dating
Debra D Torres
Diversity• Traditionalists
– Ethnically segregated
• Boomers– Integration began
• GEN Xer– Greater acceptance
of diversity, integration
• Millennial– No major race, great
acceptance of diversity
Debra D Torres
• Provide multi generational and diversity training to all employees and especially those in leadership positions.
• Create a safe and friendly workplace that encourages various view points.
• Make everyone feel valued as part of the team.
How can HR manage the four generations?
How can HR manage the four generations?Modify our HR Programs
•Recruiting•Training & Development •Communication•Feedback•Benefits, Rewards and Recognition•Retention
Debra D Torres
How can HR manage the four generations?The next several slides we will look at common perceptions of the four generations.
Debra D Torres
Recruiting the Generations• Traditionalists
– Still read the newspaper classifieds or may inquire about work through word of mouth.
– Volunteer information about their family or hobbies in an interview.
• Boomer– Search career sites to
find employment.– Networking.
• GEN Xer & Millennials– Searching media
sites to find employment.
– They know all the laws on what HR can and cannot ask during the hire process.
Debra D Torres
Training & Development• Traditionalists
– Happy with a job and appreciate companies who teach them.
– May have a long history with the company and make great trainers.
– HR needs to ask them how they learn best.
• Boomers– Workaholics and
embrace training to keep learning.
– Knowledge is power.
• GEN Xer & Millennials– Want a great onboarding
program that includes a mentor as part of their training.
– Need to understand their goals.
– They want ongoing courses and opportunities to learn and advance.
– Need to see a career path mapped out with options.
Debra D Torres
Communicating with the Generations• Traditionalists
– Talk with them face to face.– Be polite, respectful.– Don’t expect them to use a
smart phone or check email every 5 minutes.
• Boomers– Talk with them face to face
or call them on the phone.– Voice mail is acceptable.– They may still use a fax vs.
scanning and emailing.– Be patient in getting them
to convert to technology.
• GEN Xer– Prefer electronic
communication i.e. email, text. They can teach the boomers and traditionalists.
– Involve them in teams
• Millennial– Instant communication– Text, snap chat, face
book, twitter, multimedia, digital
Debra D Torres
Feedback on their Performance• Traditionalists
– Low maintenance.– No news is good
news.– Require little
feedback.– I’m still employed,
things are good.
• Boomers– An annual review
with documentation helps reinforce their work performance.
• GEN Xer– Want continuous
feedback and reassurance.
– Prefer management talks frequently to them instead of conducting documented performance reviews.
• Millennial– Constant feedback is
more important than a documented review.
– Give me $ and growth at a fast pace! I want it NOW!
Debra D Torres
Recognition & Rewards• Traditionalists
– Happy with the self satisfaction of a job well done.
– Certificates and newsletter articles about them are appreciated.
– Health care and retirement.
• Boomer– Money, Job Title, the
Corner office.– Good maternity benefits.– Health care and
retirement important.
• GEN Xer– Want perks in addition to
pay, mentoring, training and development, pay for some tuition reimbursement, gym.
– Flex work schedule and working remotely important.
• Millennial– Opportunity for a career path
and knowledge of when they can get a promotion.
– Flex work schedule. Want time off to travel or do other things. Paternity pay and benefits
Debra D Torres
Retaining each Generation• Traditionalists
– Respect them, make them feel valued, and offer good health care.
• Boomer– Respect them, make
them feel valued.– Offer a complete
benefit package.– Opportunities for
growth and increased earnings.
• GEN Xer– Provide continuous
feedback and reassurance.
– Benefits that include flexible work schedules.
– Competitive pay, 401k to pay off student loans.
• Millennial– Manage their career path
so they keep growing in responsibility and pay.
– The latest technology tools to do their work.
– Foster funDebra D Torres
Utilize the Strengths of each Generation• Traditionalists
– Loyal and dedicated– Long term employees– Will show up for work
every day– Respectful towards
others– Enjoy face to face
• Boomers– Loyal– Great team players– Productive at work– Hard working– Enjoy mentoring
• GEN Xer– Very Adaptable– Tech savvy– Revenue generators– Problem solvers– Collaborate well– Entrepreneurial
thinkers• Millennial
– Extremely Tech savvy– Use social media to
leverage opportunities– Enthusiastic about their
jobsDebra D Torres
Recognize the Challenges of each Generation
• Traditionalists– Set in their ways.– Fear of technology
and change.– Some are coasting
towards retirement.• Boomers
– Don’t adapt well to change.
– Don’t balance work and life very well. Expect everyone to work long days like them.
• GEN Xer– They switch jobs more
often.– Constantly checking email,
Facebook and other social media during work.
• Millennial– Not the best team players.– Will leave if they don’t
experience advancement and pay growth.
– Follow up skills are weak.– Not the best face to face
communicators. Happy with texting or emailing.
Debra D Torres
Summary
• It is estimated that 50% of the workforce will be comprised of millennials by the year 2020. That’s only 4+ years from now…
how scary!
• By fostering a culture of generational diversity and utilizing the strengths and recognizing the weaknesses that each brings to the table, our businesses will experience growth and be successful.
Debra D Torres
Summary
TALKING ‘BOUT OUR GENERATIONS!
Millennials in the Workplace (You tube)
Thank you!
Debra D Torres
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