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ABOUT THE WEBINAR
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HRCI* & SHRM** PRE-APPROVED
*The use of this seal confirms that this activity has met HR Certification Institute’s (HRCI) criteria for recertification credit
pre-approval. This activity has been approved for 1 HR (General) recertification credit hours toward aPHR, PHR, PHRca, SPHR, GPHR, PHRi, and SPHRi recertification through HRCI.
In order to receive the HRCI & SHRM Credits:
• Must have signed in with your unique
registration link
• Must attend the entirety of the webinar
• Must answer the applicable polls for HRCI
credits
• An HRCI certificate with ID# will be sent to
you upon completion of all of the above
• Add crawfordadvisors.com to your safe
senders/white list to ensure delivery of our
emails
**Crawford Advisors is recognized by SHRM to offer Professional Development Credits (PDCs) for SHRM-CP or SHRM-SCP. This program is valid for 1 PDC for the SHRM-CP or SHRM-SCP. For more information about certification or recertification, please visit shrmcertification.org.
ABOUT OUR SPEAKER
Cindy Wagner, Director of HR Professional Services
Cindy possesses 30+ years of progressive and diverse human resources, compliance,
and leadership experience that spans from start-up to established organizations. She
has extensive hands-on experience leading HR initiatives including policy design,
performance management, recruiting, compliance reporting, compensation, benefits
administration, HRIS implementation, HR workflow development, leadership
development and training, safety management, mergers and acquisitions, and payroll
administration.
Cindy’s employment history includes positions in both the private and public sectors
supporting employers with employee populations of 100 – 7,500 employees. Her vast
level of expertise includes seven recent years as a Vice President of Human Resources
and Payroll Services in a leadership and operations role. She recently joined the
Crawford Advisors/HRtactix Team as Manager, HR Consulting Services and is focused
on providing human resources strategic based solutions and compliance support to our
clients. She is active in the HR business community and is a member of SHRM, CHRA,
CC SHRM and the Hunt Valley Business Forum.
AGENDA
Definition of Generations
Best Practices
Methods to Help Eliminate Conflict and Encourage Teamwork
Techniques to Help Inspire and Motivate Employees
Trends to Help Leadership Fill Organizational Gaps and
Increase:
Performance
Production
Profitability
WHAT IS A GENERATION?
A generation is defined as a
group of people who grow up in
the same era of history.
FOUR GENERATIONS REPRESENTED
IN THE WORKFORCE TODAY
World War II Generation (aka – Pre-
baby Boomers, Silents,
Traditionalists)
Baby Boomers
Generation X
Generation Y (aka – Millennials)
CHARACTERISTICS OF EACH
GENERATION
TRADITIONALIST GENERATION
Population: 29 million Americans
Values: Tangible rewards for service
Attitudes: Good team players
Behaviors: Loyal, hard workers
Expectations: Hard work pays off
Priorities: Homeownership
Approach: Traditional classroom learning
Work Style: Technology challenged
Communication Style: Formal letter
BABY BOOMER GENERATION
Population: 75.4 million Americans
Values: Job perks and promotions, tangible rewards for
service
Attitudes: Not afraid to challenge
Behaviors: Strong work ethic, competitive
Expectations: Generation X and Y should pay their dues
Priorities: Job security
Approach: Group discussions and interactive learning
Work Style: Teamwork and collaboration
Communication Style: Face-to-face, telephone
GENERATION X
Population: 66 million Americans
Values: Corporate training and investment
Attitudes: Independence, work-life balance
Behaviors: To be seen as leaders
Expectations: Doesn’t trust establishments
Priorities: Money
Approach: Real world assignments
Work Style: Technology savvy
Communication Style: Email and text
GENERATION Y
Population: 75.3 million Americans
Values: Making a difference and credit
Attitudes: Values new freedom and flexibility
Behaviors: Their work matters in the world
Expectations: Life revolves around work
Priorities: Make a difference
Approach: Web-based learning
Work Style: Always connected
Communication Style: Text and IMs
QUESTION #1
Which generation of our current workforce
represents 29 million Americans?
a. Generation X
b. Generation Y
c. Baby Boomers
d. Traditionalists
Traditionalists or
Pre-Boomers
represent the smallest
measured population
of our workforce.
EFFECTIVE COMMUNICATIONS
Understanding what makes
people tick
Differences between older
and younger generations
COMMUNICATION STYLE
Formal letters
In person, face-to-face
Telephone
Text
IMs
NEGATIVE STEREOTYPES
Lazy
Entitled
Tech obsessed
Over eager
CULTURAL EXPECTATIONS
Changing technologies
Mobile work trends
Work life balance
Flexibility
QUESTION #2
Which generation is described as stubborn
and not willing to learn?
a. Generation X
b. Generation Y
c. Baby Boomers
d. Traditionalists
Baby Boomers are described
as the generation who
applies the “this is the way
we’ve always done it”
concept. They have also
been described as not being
open to input, being
bureaucratic, and often
practice the “one-upmanship”
trait.
HOW TO MANAGE A
MULTIGENERATIONAL WORKFORCE
TODAY’S WORKFORCE
Employees ranging in age from 18 to
80
Differing expectations and views of
the workplace
Training
Work life balance
TODAY’S WORKFORCE
Challenges
Negative Stereotyping
Entitled
Tech-obsessed
Eagerness to challenge the norms
Stuck in their ways
Difficult to train
TODAY’S WORKFORCE
Will negative stereotyping help create
positive opportunity for development?
Younger workers = enthusiasm for trying
new things …encourages innovation
Older workers = leverage experience and
broad perspective …encourages
education
TOMORROW’S WORKFORCE
New Generation: Generation Z
Currently under 16
years of age
BEST PRACTICES
So…what are we to do?
Manage
Coach
Communicate
QUESTION #3
Which generation prefers to work for Managers who are
positive, educational and know their personal goals,
collaborative, motivational, achievement-oriented, and
organized while creating a reasonable structure?
a. Generation X
b. Generation Y
c. Baby Boomers
d. Traditionalists
A Time Magazine poll
shows Generation Y or
Millennials want more
flexible work schedules,
more “me time” on the job,
and nearly nonstop
feedback and career advice
from managers.
AS HR PROFESSIONALS, WE MUST…
See each employee as an
individual
Coach employees to be open
minded and sensitive
Empower our managers
METHODS TO HELP ELIMINATE
CONFLICT & ENCOURAGE TEAMWORK
Awareness
Understanding
Establish clear expectations
Exploit strengths
Communicate
CREATING TEAMS OF
MULTIGENERATIONAL EMPLOYEES
QUESTION #4
Which popular technology is known in the era
that shaped Generation X?
a. The personal computer
b. The cell phone
c. The iPad
d. The iPod
Although Generation X
were the frontiersmen of the
computing era, Millennials
continue to overshadow
their predecessors when it
comes to all things
technology related.
COMPONENTS OF A SUCCESSFUL
MULTIGENERATIONAL TEAM Help each generation to understand each other
Publicly identify each team member’s skills
Develop clear goals and expectations for each
team
Maintain accountability on an individual and team
level
Praise often!!!
Meet regularly
TRENDS TO HELP LEADERSHIP FILL ORGANIZATIONAL
GAPS & INCREASE PRODUCTION & PROFITABILITY
Offer benefits to attract a diverse workforce
Create diverse teams
Review company policies and procedures
Provide opportunities for advancement
Create programs that encourage knowledge sharing
Conduct business in a variety of methods
Encourage transference of technology
Encourage flexibility among business leaders
TIPS TO HELP CREATE GROUND
BETWEEN 4 GENERATIONS
Traditionalists – The Privilege
Generation
They, as children of The Great
Depression, believe work is a privilege
and exemplify strong work ethic
translating into stability and experience.
TIPS TO HELP CREATE GROUND
BETWEEN 4 GENERATIONS
Baby Boomers – The Flexibility
Generation
They desire and need flexibility in their
work and home lives.
TIPS TO HELP CREATE GROUND
BETWEEN 4 GENERATIONS
Generation X – The Independent
Generation
They value their own personal and
professional development over job
security.
TIPS TO HELP CREATE GROUND
BETWEEN 4 GENERATIONS
Millennials – The Technological Team
Players
HR should employ the services of the
Millennials to assist with the recruitment
process (i.e., social media networks)
QUESTION #5
There are more differences than similarities
between generations.
a. True
b. False
There are more
commonalities between the
generations, but the
differences cause the
conflict and
misunderstandings.
Therefore, be aware of
both!
BABY BOOMERS…WORKING LONGER & CHANGING
THE LANDSCAPE OF EXPECTED WORKFORCE PLANS!
Why?
Economic conditions
Improved health
“Sandwich” generation
Financial instability
Enjoyment of social interaction
Achievement of work life balance
BABY BOOMERS…WORKING LONGER & CHANGING
THE LANDSCAPE OF EXPECTED WORKFORCE PLANS!
What does that mean for HR?
Increased retention
Succession planning
Cross training opportunities
Capitalization opportunities – bottom
line impact
MESSAGE TO HUMAN RESOURCES…
Embrace the Change
The workforce continues to evolve. HR
and talent management professionals
must take the lead to help their
organizations overcome potential
challenges as they leverage diversity in
the new and modern workforce.
THE INTERN
A DIVERSE
WORKPLACE
SUPPORTED BY
STRONG
LEADERSHIP AND A
TEAM-ORIENTED
WORKFORCE WILL
TRANSLATE TO:
Performance
Productivity
Profitability
If you have any further questions about the information discussed in this webinar
please feel free to contact us at:
Crawford Advisors, LLC
• HQ: 200 International Circle | Suite 4500 | Hunt Valley, MD 21031
• 1813 Sweetbay Drive | Suite 10 | Salisbury, MD 21804
• 201 King of Prussia Road | Suite 650 | Radnor, PA 19087
• 280 Granite Run Drive | Suite 250 | Lancaster, PA 17601
• 2975 W. Executive Parkway | Lehi, UT 84043
(800) 451-8519 | www.crawfordadvisors.com
Crawford HR Advisors – (443) 212-1630
Download Slides – www.crawfordadvisors.com/webinars/
Questions & Requests – [email protected]
QUESTIONS…