Managing the Generations at Work AARP Employer Training

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  • Managing the Generations at WorkAARP Employer Training

  • changeThe Changing Landscape of WorkFor the first time in modern history, workplace demographics now span four generations.This presents both challenges and opportunities!

  • educationLearning ObjectivesList the characteristics of different generationsUnderstand career stagesIdentify best practices for managing various generations at workBy the end of this session you will be able to:

  • What is a Generation?A group of people defined by age boundaries They share the history of the times.Their values and attitudes tend to be similar.

  • What is a Generation Gap?Generational differences in cultural norms

  • Generations!World War II/Traditionalists: Before 1945Boomers: 1946 1964Gen X: 1965 1980Gen Y: 1980 on

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  • The Business Case for Addressing Intergenerational DynamicsBuilding an age-responsive workplace supports real communication & understanding across all ages Randstad USA 2008 World of Work SurveyThe transfer of knowledge betweenretiring generations of veteran workers and newer entrants to the workforce is becoming increasingly more important.

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  • The Business Case for Addressing Intergenerational DynamicsBusinesses that focus on intergenerational dynamics see an impact on the bottom line through: Leading a Multigenerational Workforce, AARPCorporate CultureRecruitmentEmployee EngagementRetentionCustomer Services

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  • More than a third (42 percent) of all employees say they have experienced intergenerational conflict in the workplace.The Business Case for Addressing Intergenerational Dynamics

    Multi-generational teams make members feel like they all have important contributions to make. Kelly Global Workforce Index August 2009

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  • Root Causes of ConflictWork ethicTechnologyPerspectiveView of AuthorityCommunicationLeadership

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  • Generation Workplace NeedsGuess what? People generally want the same things:To be respectedTo be recognized for a job well doneTo be coachedTo be consultedTo be connected

    They just want them delivered in different packages!

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  • Generational Demographics: 2006 and 2011

  • WWII Generation/Traditionalists

  • WWII Generation/TraditionalistsEventsGreat DepressionPearl HarborJackie Robinson joins major leagueKorean WarCompelling MessagesStay in line/respect the rulesSacrificeBe heroic Work Motto: Hard Work, no option! Parenting Schedules Conformity Discipline Obedience

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  • WWII Generation/TraditionalistsWords that MotivateYour experience is respected here.Rewards that MotivateTangible symbols of loyalty,commitment and serviceManagement Actions that MotivateConnect their actions to overall good of organizationCommunication StyleLinear, logical, respectfulTurn OffsProfanity, slang, poor grammar, disrespect

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  • Baby Boomers

  • Baby BoomersEventsCivil RightsSexual RevolutionSpace TravelWoodstock Compelling MessagesBe anything you want to beChange the worldWork well with othersPersonal growth Work Motto: Work, Work, Work. Its what we are about.

    ParentingThrow Away ScheduleLove & NurturePamper & CherishStay-at-home moms

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  • Baby BoomersWords that MotivateWe need you. You can make a difference.Rewards that MotivatePersonal appreciation, promotion, recognition, status symbolsManagement Actions that MotivateManagers get them involved and show them how to make a differenceCommunication StylePersonable, Informative = RewardTurn OffsBrusqueness, one-upmanship

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  • Generation X

  • Generation XEventsThree Mile IslandBerlin Wall fallsJohn Lennon killedChernobylExxon Valdez Compelling MessagesDont count on itGet realTake care of yourselfAlways ask why?

    Work Motto: Work more with flexibility. But work even more? Lets talk.

    ParentingBy proxyLatchkey kidsSoaring divorce ratesAutonomy & independence

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  • Generation XWords that MotivateDo it your way. and There is life beyond work.Rewards that MotivateFree time, upgraded resources, opportunities for development, bottom-line results, certifications to add to resumesManagement Actions that MotivateManagers give choices and permit work autonomyCommunication StyleDirect, straightforward, results-orientedTurn offsUsing time poorly, corporate-speak

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  • Millenials / Gen Y

  • Millenials / Gen YEventsColumbine shootingsEnron scandalWar begins in IraqNatural disasters: Katrina and TsunamiMandela releasedCompelling MessagesYou are specialLeave no one behindServe your communityConnect 24/7

    Work Motto: Work flexibly anywhere. Tell me why you want me to do something. Work harder? No way, and Im texting my friends to tell them what a jerk you are.

    ParentingParent advocacySupervisionPut kids firstStrictness on the 3 Ds (drinking, driving,& drugs)

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  • Millenials / Gen YWords that MotivateWe respect you here. and What are your goals?Rewards that MotivateAwards, certificates, tangible evidence of credibilityManagement Actions that MotivateManagers connect actions to employees personal and career goalsCommunication StylePositive, motivational, personal and goal-orientedTurn-OffsCynicism, sarcasm, condescension

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  • Interesting But:We remember that understanding generational tendencies is only one aspect that accounts for who an employee is, and what they want and need.

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  • Incorporate a New Way to Think!Sloan Center on Aging & WorkDeconstructing Age:ChronologicallyBy GenerationBy Career StageBy Life StageAge may not predict life and career-stages

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  • Life StagesNew:Traditional:Career Stage

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  • What is a Manager to Do?With so many preferences and differences in the workplace, what is a manager to do?

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  • Seizing the Opportunity: The Strength of FourEach generation is distinctThey have different approachesSeizing the opportunity = an enriched work environment and product or service

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  • Creating an Age-Responsive WorkplaceAn Age-Responsive Workplace boosts employee retention, satisfaction and performance, reduces age discrimination claims, and positively affects your bottom line.

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  • Obstacles to Multigenerational Management SuccessHolding on to old viewsManaging with a one size fits all styleNot understanding generational idiosyncrasiesNot under- standing individual development stages

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  • Resources and BibliographyLeading a Multigenerational Workforce, AARP, 2007.

    Decoding Generational Differences, W. Stanton Smith, Deloitte LLP, 2008.

    Age & Generations: Understanding Experiences at the Workplace, Marci Pitt-Catsouphes, Ph.D., Christina Matz-Costa and Elyssa Besen, The Sloan Center on Aging and Work, March, 2009.

    Engaging the 21st Century Multi-Generational Workforce, findings from the Age and Generations Study, Marci Pitt-Catsouphes, Ph.D., Christina Matz-Costa, 2009.

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  • Bottom Line ImpactRecruitmentCommit to age diversity Gain the competitive edgeGear recruitment messages to each generation

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  • Bottom Line ImpactEmployee EngagementKnow what motivates different generations Engagement supports financial stabilityEmployee satisfaction is higher when workers believe that opportunities exist for all, regardless of age

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  • Bottom Line ImpactCustomer ServiceEach generation has unique service preferencesAppeal to different generationsMatch staff to customers

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  • Bottom Line ImpactRetentionAn engaged workforce results in higher retention Employee benefits can build loyaltyRecognize the contributions of all generations

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  • Multi-Generational Management To Do ListAppreciate and honor the perspectives of all employeesDevelop a system to effectively transfer skills and knowledgeTurn multi-generational teams into intergenerational collaborationMaximize all employees capabilities and strengthsRecognize what the generations (people!) have in commonEvaluate how policies will affect each generationExamine how decisions will be perceived by each generation

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  • Age-Responsive Employment Brand

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  • As a Result of Todays SessionHas Your Thinking Changed About Different Generations?

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  • AARP*

    AARP

    **Hello, my name is ____________ and I am your facilitator for todays training session Managing the Generations at Work We are excited that you were able to join us. For the first time in history, four generations are working shoulder to shoulder.This presents both challenges and opportunities.*By the end of the session, you will have the information and tools you need to List the characteristics of the four generations found in the workplaceUnderstand career stagesIdentify strategies for managing various generations at work*What is a generation?A group defined by age boundaries. That is, people who were born during the same era. Consequently they are impacted by the same societal and historical events that tend to result in some shared values and attitudes.Generally, we think of a generation being about 20 years.

    A generation gap is the vast differences in cultural norms between generationsGaps occur when older and younger people fail to understand each other. Their differences in values, attitudes, experiences, opinions, habits, interests, use of technology, etc. can make it difficult for them to unde