Generation xyz mar2015 gk

04/15/2023 www.SlideShare.net 1

Managing Across The Generations

GK Foods

The X-Y-Zof Management

Leahcim Semaj, PhD

Chief Ideator & ResultantMobile: 876.383.5627Skype: LSemajOffice: 876.948.5627 Twitter: LSemajEmail: [email protected] Facebook: Leahcim.Semaj

www.SlideShare.net/LSemaj04/15/2023 www.SlideShare.net 2

mailto:[email protected]


Managing the X Y Z Generation

Why can’t we all just get along?Who are they? What defines these generationsWhere did they come from?

The lessons they learnt BEFORE they came to work with you

What do they want? What they want and how to give it to them

What kind of Manager will that make you?


The GK Leader Promises

We promise to demonstrate the GK Leadership Style, conducive to fostering growth, recognition and work/life

balance We promise to promote teamwork, mutual

respect, open communication, empowerment and accountability

We promise to partner with you to guide your career development aspirations irrespective

of age, gender or personal background


How Will You…

Foster GrowthRecognitionWork/Life balanceRecruitment and RetentionCareer Development

AMONG

Gen X & Gen Y team members


What Adjustments do we make for Team

Member

•new parents?•empty nesters?•nearing retirement?


Managing Your X YZ Interactions

Children

Staff

Customers FriendsYou

Format for Workshops

Part 1: The Presentations Part 2: Participant Work Groups Participants join small working groups to explore issues arising from the presentations.

Part 3: Format of Responses for Work Groups

1. How Will You… Foster Growth Recognition Work/Life Balance Recruitment and Retention Career DevelopmentAmong Gen X & Gen Y team members

2. What Adjustments do we make for Team Member

• new parents?• empty nesters?• nearing retirement?


Part 3: Group Presentations In this session, the participants will share

experiences and conclusions from the working groups with the full gathering.

Part 4: Participant Action Plans Each participant will identify what s/he as

individuals have decided to include in their “Toolkit”

specific techniques and action plans for practical application after the workshop.


Generations X,Y, Z

and the Others

Can You Gen-Flex?


The Generations in 2015

Traditionalists: 1922 – 1943

(over 70)

Baby Boomers: 1944 – 1964

(51– 70)

Generation X: 1965 – 1980 (35

– 50)

Generation Y: 1981 – 1994 (21

– 34)

Generation Z: 1995 - ?

(Under 20)


Why We Need to Gen-Flex

Gen Z

Gen Y

Gen X

Boomer

s

Early Gen-FlexingJack Welch – Reverse Mentoring


Dealing with The Generations


Managing 4 Generations - 1


Post-War Cohort/Traditionalists

Born: 1928-1945 Coming of Age: 1946-1963 Age in 2012: 67 to 84 Jamaica 65 & over Population 2011: 217,606 This generation had significant opportunities in jobs

and education as the War ended and a post-war economic boom struck America.

However, the growth in Cold War tensions, the potential for nuclear war and other never before seen threats led to levels of discomfort and uncertainty throughout the generation.

Members of this group value security, comfort, and familiar, known activities and environments.


Managing 4 Generations - 2


Generation X Born: 1965-1980 Coming of Age: 1988-1994 Age in 2012: 36 to 46 Jamaican Population 1970: 1.8 million Jamaica 30–64 Population 2011: 1.03 million Sometimes referred to as the “lost” generation,

this was the first generation of “latchkey” kids, exposed to lots of daycare and divorce.

Known as the generation with the lowest voting participation rate of any generation,

Gen Xers were quoted by Newsweek as “the generation that dropped out without ever turning

on the news or tuning in to the social issues around them.”


Generation X


Gen Y


Gen X


Gen X

often characterized by high levels of skepticism, “what’s in it for me” attitudes


Gen Xers

arguably the best educated generation with 29% obtaining a bachelor’s degree or higher (6% higher than the previous cohort).

And, with that education and a growing maturity they are starting to form families with a higher level of caution and pragmatism than their parents demonstrated.

Concerns run high over avoiding broken homes, kids growing up without a parent around and

financial planning.


Generation Y, Echo Boomers or Millenniums

Born: 1977-1994 Coming of Age: 1998-2006 Age in 2012: 18 to 35 Population 1982: 2.2 million Jamaica 15-29 population 2011: 751,489 The largest cohort since the Baby

Boomers, their high numbers reflect their births as that of their parent generation.. the last of the Boomer Is and most of the

Boomer II s.


Generation - Y


Gen Y kids

are known as incredibly sophisticated, technology wise, immune to most traditional marketing

and sales pitches...as they not only grew up with it

all, they’ve seen it all and been

exposed to it all since early childhood.


Gen Y members

are much more segmented as an audience aided by the rapid expansion in Cable TV channels, satellite radio, the Internet, e-zines, etc.


Gen Y

less brand loyal and the speed of the Internet has led the cohort to be similarly flexible and changing in its fashion, style consciousness and where and how it is communicated with.


Gen Y kids

often raised in dual income or single parent families have been more involved in family purchases...everything from groceries to new cars.

One in nine Gen Yers has a credit card co-signed by a parent.


The Millennials

Leahcim Semaj


What do they bring to the table?They are the most tech savvy

and demanding generation ever on this planet

Technology is in their DNA. The internet is their life.

they will use it for everythingThey will be a transient

workforce. They will 'follow the work' and

live where the work is based.


What do they bring to the table?

For them the virtual world is real – Friends, Fans, Followers and Contacts

Geography and distance are no hindrance, Everything is here and now - just a click away.



They are more self-directed process information at lightning speed.

are smarter than any other generation

▪(how wise? Time will tell?)



They will give new meaning to the term Social workers:

Raised in an educational culture of working in teams

and being highly socially connected through computers, cell phones, text messaging,

instant messaging, social networking, blogs, multi-player gaming, etc.,



Millennials are extremely social workers.

they are the first generation to begin to build relationships virtually and are now bringing a culture of

constantly working together

04/15/2023 www.LTSemaj.com 38

Communication & Contact

SENSORY

Listen

See

Talk

DIGITAL

Friends - 3018

Followers - 155/138

BB Contacts - 10


Generation Z

Born: 1995-2012 Coming of Age: 2013-2020 Age in 2012: 0-17 Jamaica Population 2001: 2.6 million Jamaica Under 15 Population 2011: 702,835 While we don’t know much about Gen Z

yet...we know a lot about the environment they are growing up in.

This highly diverse environment will make the grade schools of the next generation the most diverse ever.


Gen Z kids

will grow up with a highly sophisticated media and computer environment and will be more Internet savvy and expert than their Gen Y forerunners.


Dualism vs. Ubiquitous

Boomers think that technology is a separate

thing. They “go on” the internet. They “make a call on the cell

phone”. They look something up

“on the computer”.They have a distinction between

doing a task and the “tool” that they do the task with.


Dualism vs. Ubiquitous

Millennials don’t have that dualism or separation.

They look something up of course they are doing it on the

computer… why would you even think to say it

that way? They make a call or text someone

… the technology is implied and assumed


Is the technology trapping us? Gen Xers

live their life with technology. They work with it, they use it to be

more productive. They like to customize and

personalize. The Gen Xers are actually the

group that is most enamored by technology, but at the same time they feel trapped

by it.


Is the technology trapping us?

Boomers, remember life without it,

may use it and may be addicted to it like everyone else

but they can more easily let it go and live without it.


Is the technology trapping us? Millennials

have integrated all the various technologies into their lives,

they are the ones that will say, “We need to talk more instead of all this

texting.” or “People are forgetting how to even just talk

to each other”, or “I don’t use email. It’s a hassle and it’s too

impersonal. If You need to communicate with them

Call or text or facebook


No one likes small fonts

All the generations dislike small fonts online

We think we only need larger fonts if we have a lot of Boomers in our target audience,

but all of the generations commented that text was often too small.


Like things to scroll?

Boomers don’t like things that move and scroll on

the page, such as banners that change. They REALLY don’t like that — it is a

reason why they would abandon a site. Gen Xers

are fine with these moving partsMillennials

will get bored without them.


Interesting and fun

Millennials expect websites to be at least interesting, if not fun.

Gen Xers and Boomers are willing to give up fun if the site can be customized for them

Boomers or it’s a useful tool


Twitter and Facebook

Gen Xers love twitter.

Millennials prefer Facebook.

Boomers are trying both, but are still a little bewildered.


Gen Xers are outnumbered

You’ve heard how large the Boomer generation is in numbers, right?

The Millennials are an even larger group

The Gen Xers are a much smaller group


Gen Xers have to guard against design bias

Gen Xershave to be really careful.

Gen Xers are doing most of the website design.

But most of the people they are designing for are not them!

They have to make sure they are not just designing for themselves, and they have to test their design with

different generations.


Millennials are most affected by “people like me”

If you have pictures of people at your website the millennials are the most sensitive to what the people look like, especially to how old they are.

I’ve seen millennials glance at the page they landed on at a website and click out of it within 1 or 2 seconds because, “this site isn’t for me. That woman was old”

(the woman looked about 35 to me!).


They are not going to “grow out of it”

Sometimes people ask, “Isn’t this just an artifact because these people are

young? Soon they will grow up

and get married and have children and then they will be just like all the other Gen Xers,

right?”. I don’t believe this. The differences are deep and have been ingrained

since childhood. The Millennials are not going to grow into Gen Xers, just like the Gen Xers are not going to grow into

Boomers.


What do you think?

Which generation are you? Do you have to design for other generations?

What do you do to make sure you aren’t just designing for yourself?

Originally published on WhatMakesThemClick.net.


Motivation, Respect Are Keys to Successfully Employing Gen-Xers

By Jackie Agner


How To Manage Gen X & Y


My task here

to explain the differences between our generations and how to recruit, manage and sell to them.


The Gen-Xers

Primarily children of the Baby Boomers born between 1960–1981.

These are children who seek a sense of purpose, work-life balance, fun, variety, respect, and the opportunity to do “real” work that makes a difference.

Arguably everyone wants these things from a job; the difference with Generation X is they’ll talk

with their feet when their needs are not fulfilled.


Xers are different in so many ways.

They are extremely independent, they have totally embraced the technological

revolution, and they feel empowered and are optimistic about the future.

Growing up in the age of technology has put a computer in the hands of almost every child.

These are people who have understanding, knowledge, a command of technology and they keep up with its advances.


Unlike their parents and grandparents,

Gen-Xers have a multitude of choices at their fingertips, thanks to the technological advances in the past decade.

The wealth of information available in seconds from the Internet, hundreds of television stations

to choose from, and a different shopping center every 10 miles

underscore to Generation Xers that if they don’t get what they want or need from one source, they can easily and immediately go to another.


This also relates to employment,

Generation X will question workplace regulations (such as dress codes and schedules),

and know that there are other options out there if they are not satisfied with the answers.


Generation X wants to start at the top,

or at least to be climbing the corporate ladder by their sixth month on the job.

They believe that they deserve the position they want.

This is not a lazy generation actually they are not against hard work by any

means. They also want to do the work better and

faster than their co-workers. Being competitive with themselves and

others is in their nature.


Recruitment and Retention

increasingly a challenge for employers. To a Gen-Xer, a good job is no longer

defined by monetary gains alonePosition selection is behavior-drivenXers will take a given job because they

WANT to work there, not because they have to.

What they’re looking for is an opportunity to make a difference in the world, or the company.


Managing Generation Y

Ken Silber Friday, November 30, 2012Wonderlic Blog


Who Are They?

Millennials (or Generation Y) were born between 1980 and 2000.

reputation for ambition and efficiency and enjoy working on teams.

They were raised in a period of economic prosperity by Baby Boomer and Gen X parents

Raised in a less authoritarian style than they themselves had been raised.


This generation of parents

tried to give their children the very best (i.e., vacations, education, new forms of technology)

encouraged them to seek employment in occupations that were meaningful on a personal level.


Not Every Gen Y’er, BUT!

recent studies and trends have shown that in general this new group of young professionals

has a very different mindset and approach than their predecessors.


This group

is primed to bring the biggest shift in managerial styles and workplace culture that has been seen in a long time.


Work to Live vs. Live to Work

This generation would rather work remotely.

They would prefer to get their work done at their favorite coffee shop and get on with their personal lives.


They would also like

to advance quickly and need to feel they have an opportunity

for growth. If they are unhappy in a position

or don’t feel there is room for professional development

they’re more likely to seek other employment options.

Building tenure at an organization is not a top priority for this group.


In contrast,

prior generations have more of a “live to work” attitude.

They are fine with logging a 60-hour work week and they enjoy face-to-face interaction with their colleagues.


They are more likely

to stay in one position for a long period of time and believe in the concept of ▪ “paying your dues.”

They are more comfortable working their way up the ladder and biding their time to achieving

success.


Embracing New Ideas (From Anywhere!)

While some employers and managers might see the attitudes of this younger generation in a negative light,

This group could bring many positive changes to the way we do business.


Compared to other generations,

one of the greatest attributes about this group is their comfort level in not only using

technology but embracing new technology.

They know how to use the latest and greatest and they’re not afraid to flow with

the changes.


Sitting in an office 40+ hours a week does not appeal to them

They want to be judged based on their performance per project rather than by the hours they log in the office.

In this respect, Generation Y works to live.


Huge plus for employers,

Since technology continues to become deeply embedded into how we all work and is a huge part of how we do business.

Being “technology literate” isn’t going to cut it anymore.


Millenials

bring a wealth of knowledge to the table that employers can benefit from immensely.

prefer telecommuting and there are benefits for their employer.


This means that

by adapting to the preferred work method of Millenials, employers could realize positive results across the board.


A Study of Employeesby Cisco found that

69% cited higher productivity, 75% said the timeliness of their

work improved, 80% experienced a better

quality of life and91% said telecommunicating

has improved their overall satisfaction with their jobs.


Recruitment & Retention


To catch their attention,

you want a high-technology campaign that is colorful, upbeat and modern.

Xers are fast to recognize when a potential employer uses technology in lieu of important parts of the hiring process.

They expect to interact with recruiters who are knowledgeable and skillful.


They want specifics about

the company, the possibilities, and the opportunities.

Hiring the next generation of workers means utilizing new recruitment methods.


Hire The Right, Not The Best Eric Chester,

author of Getting Them to Give a Damn: How to Get Your Front Line to Care about Your Bottom Line,

suggests that employers no longer need to hire the best

people▪ rather, they need to employ the right people.

Using personality profiles to hire people with similar work habits and views will reduce the tension and turnover in the

workplace.


Elements of the workplace important to this generation:

1. Good relationships with bosses and co-workers

2. Income 3. Opportunity for growth 4. Opportunity utilize their skills 5. Challenging daily work 6. Flexible schedules for social and personal

time 7. A casual dress environment. 8. Tuition reimbursement 9. Pension match by employer 10. Bonuses 11. Comp days


The bottom line is that Generation X is not very different

from any other demographic. They, too, want to be respected and

recognized for their workplace contributions.

These kids are connected: Technologically savvy, they are used to

using cellular telephones and the Internet as primary means of communication.


They are career-minded:

The work they do should mean something and have importance to them personally and to their company.

They are confident; products of encouraged self-esteem

and educational opportunities, they believe they can do it all

and trust me, they can!


Generation X

will bring new ideas and values into the workplace.

They are highly educated, willing to learn, technologically savvy, and motivated.

Understanding and being sensitive to the needs of these workers will be the key factor in recruiting and retaining them.

If you want them to care about your company,

remember to show that you care about them.


What to do?

CoachingMentoringActive ListeningRate them, don’t rank themReward, dailyVary the packageGive them challengesShare their interestsLearn their languageMeet them where they are

Some SayForget Gen Y Gen Xers are the Future of

Work!

There’s a big birthday coming up:

in 2015, the first Generation Xers will turn 50 years old.

Commonly cited as born between 1965 and 1980, these independent-minded, latchkey

kids are now old enough to get their AARP carrying cards.

But that’s not all —

they’re poised for great leadership the average age of an S&P 1500 CEO is 50.

And they’re already leading the majority of growing companies:

68% of Inc. 500 CEOs are Gen Xers.

We are still ignoring them at work

Generation X may be the smallest portion of the workforce, but they’re your company’s rising and current leaders.

So why do we ignore them? With the rise of millenials (predicted to be more

than 40% of the workforce by 2020), we’re obsessed with pleasing the masses and concerned about the aging Boomer workforce.

But we’ve forgotten about our middle children, the silent, independent ones.

And they matter much more than you might think. Here’s why:

Heads downs, thumbs up

Gen Xers play the 7-up game daily.

They are known for keeping their heads down and assuming their work speaks for itself.

They constantly plug along and feign satisfaction, too afraid to upset the apple cart.

And that’s a productivity and engagement killer.

We know Generation Xers are less engaged than their millenial counterparts, and that makes for less motivated, energized and

prepared leaders.

The burden of the work-life balance debate

As the average child-bearing age increases and life expectancy expands, Generation X is bearing the burden of

raising young children while also managing aging parents more so than ever before.

Many Generation X have a financially dependent child along with a parent over 65.

Like it or not,

we can’t ignore the stress, concern and lack of sleeplessness that follows them into the workplace and into positions of leadership.

This also means Generation X is more likely to use the Family Medical and Leave Act resulting in increased absenteeism from

work for months at a time.

The downward financial spiral The generation under the most financial

stress, In the USA

Generation X lost 45% of its wealth–almost double that of the Baby Boomers before them.

We know how financial stress affects work quality and engagement

This also means this generation may take fewer risks in the workplace for fear of losing their jobs and have a lower

propensity for change and shifting jobs even when opportunity arises.

Thinning ranks

Because Gen Xers will make up only 20% of the workforce, as leadership roles are vacated by older

workers, there are fewer Gen Xers available.

And Millenials may not have the experience and maturity needed for such roles.

Can we say war for talent?

3 to 5 years from now

experienced leaders may be impossible to recruit. Impossible recruiting? Absent and unfocused workers?

What sounds like a recipe for leadership disaster can be avoided if organizations don’t assume their middle children are doing just fine.

Focusing the same attention on the generation that isn’t demanding it could be even more productive than helicoptering over your Millenials.

Start by looking inward first– Then you can work on removing the

roadblocks in their way engagement, financial, Personal and develop tailored plans for those high-

potentials you want and need to be ready for the top jobs.

Sometimes all the middle children need are a little attention and care.

Start by looking inward first–

that’s where data comes into play– not the large sweeping global trends on

generations, but a deep look inside your organization:

Who are your Generation Xers? How are they performing? What are their specific challenges? How is the organization helping to

address those challenges?


Part 1: The Presentations Part 2: Participant Work Groups Participants join small working groups to explore issues arising from the presentations.

Part 3: Format of Responses for Work Groups

1. How Will You… Foster Growth Recognition Work/Life Balance Recruitment and Retention Career DevelopmentAmong Gen X & Gen Y team members

2. What Adjustments do we make for Team Member

• new parents?• empty nesters?• nearing retirement?


Part 3: Group Presentations In this session, the participants will share

experiences and conclusions from the working groups with the full gathering.

Part 4: Participant Action Plans Each participant will identify what s/he as

individuals have decided to include in their “Toolkit”

specific techniques and action plans for practical application after the workshop.

04/15/2023 Above or Beyond? 105

Mission, Vision, Values and Work:

Aligning The Organization for Higher Levels of Personal Satisfaction and Productivity

Workforce ALIGNMENT CompanyMission SHARED Mission

Vision SHARED Vision

Values SHARED ValuesSatisfaction

LevelsHIGH Satisfaction

Levels

Synchrony


Managing Across The Generations

The X-Y-Zof Management

Leahcim Semaj

Chief Ideator & ResultantMobile: 876.383.5627Skype: LSemajOffice: 876.948.5627 Twitter: LSemajEmail: [email protected] Facebook: Leahcim.Semaj

www.SlideShare.net/LSemaj04/15/2023 www.SlideShare.net 107

mailto:[email protected]

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Generation xyz mar2015 gk