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“YOU JUST CANT GET GOOD HELP ANYMORE”
Part 1 “Working with the generations”
Presented by
Kym Steer
Managing Director TST
3
Understanding workforce generations
• What do we know about the three generations?
• Baby boomers
• Generation X
• Generation Y
4Source: Hammill, G (2005). Mixing and Managing four generations of Employees, FDU Magazine Winter Spring 05
PERSONAL AND LIFESTYLE CHARACTERISTICS BY GENERATION
Veterans(1922 - 1945)
Baby boomers(1946 - 1964)
Generation X(1965 - 1980)
Generation Y(1981 - 2000)
Core values Respect for authority
Conformers
Discipline
Optimism
Involvement
Scepticism
Fun
Informality
Realism
Confidence
Extreme fun
Social
Family Traditional
Nuclear
Disintegrating Latch-key kids Merged families
Education A dream A birthright A way to get there
An incredible expense
Communication media
Rotary phones
One-on-one
Write a memo
Touch-tone phones
Call me anytime
Cell phones
Call me only at work
Internet
Picture phones
Dealing with money
Put it away
Pay cash
Buy now, pay later
Cautious
Conservative
Save, save, save
Earn to spend
Personal and lifestyle values of the four generations
5
WORKPLACE CHARACTERISTICS
Veterans(1922 - 1945)
Baby boomers(1946 - 1964)
Generation X(1965 - 1980)
Generation Y(1981 - 2000)
Interactive style
Individual Team player
Loves to have meetings
Entrepreneur Participative
Comm’n Formal
Memo
In person Direct
Immediate
Voice mail
Feedback and rewards
No news is good news
Satisfaction in a job well done
Don’t appreciate it
Money
Title recognitive
Sorry to interrupt, but how am I doing?
Freedom is the best reward
Whenever I want it, at the push of a button
Meaningful work
Messages that motivate
Your experience is respected
You are valued
You are needed
Do it your way
Forget the rules
You will work with other bright, creative people
Work and family life
Ne’er the twain shall meet
No balance
Work to live
Balance Balance
Working with the generations (I)
Source: Hammill, G (2005). Mixing and Managing four generations of Employees, FDU Magazine Winter Spring 05
6
WORKPLACE CHARACTERISTICS
Veterans(1922 - 1945)
Baby boomers(1946 - 1964)
Generation X(1965 - 1980)
Generation Y(1981 - 2000)
Work ethics and values
Hard work
Respect authority
Sacrifice
Duty before fun
Adhere to rules
Workaholics
Work efficiently
Crusading causes
Personal fulfilment
Desire quality
Question authority
Eliminate the task
Self-reliance
Want structure and direction
Sceptical
What’s next
Multitasking
Tenacity
Entrepreneurial
Tolerant
Goal oriented
Work is… An obligation An exciting adventure
A difficult challenge
A contract
A means to an end
Fulfilment
Leadership style
Directive
Command and control
Consensual
Collegial
Everyone is the same
Challenge others
Ask why
*TBD
* As this group has not spent much time in the workforce, this characteristic has yet to be determined.
Working with the generations (II)
Source: Hammill, G (2005). Mixing and Managing four generations of Employees, FDU Magazine Winter Spring 05
8
Recruiting the people
• From where is our workforce coming?• Schools/Universities • Interstate • Other industry• Overseas• Other professional groups • Other types of organisations within the industry sector• Moving through different roles in same organisation
9
TYPICAL PROFILE OF NEW HIRES
• AGE:19-26
• Marriages ending in divorce varies depending on demographics 30%-50%
• 95% of the time, children go with the mother
• Socio-economic level of family drops
• Between birth and 18 years, the average child watches 18,000 hours of television
10
TYPICAL PROFILE OF NEW HIRE
• Estimated that the average child spends less than eight minutes per day with their farther
• In divorce, fathers will see children on average for 4-8 hours every two weeks, or less
• Males suffer from lack of significant male model
• Confidence- self esteem, sense of keenness is embedded on an unconscious level by age 8
• Competence- Skill levels is limited (what skills do they possess when they come to us?)
11
TYPICAL PROFILE OF NEW HIRE
• Say we have a High school that has 1,000 students
• 20% will make up sports teams, clubs and organisations, leaving 800
• 20% of the 800 have a part time job, leaving
• 540 WHERE AND HOW DO THEY SPEND THEIR TIME?
12
TYPICAL PROFILE OF NEW HIRE
• WHERE DO THEY LEARN TO BE A WINNER?
• HOW DO THEY DEVELOP A WORK ETHIC?
• UNDERSTAND AND CARE FOR EQUIPMENT?
14
1) TO BUILD A STRONG ORGANISATION
• Focus on having capable, competent leadership
• Be selective: intelligence, behaviour
• Select people on purpose with purpose for tasks
• Have expectations with goals and plan
• Train continually
• Require them to study and develop their skills.
15
2) TO BUILD A STRONG COMPANY
• Employees
• Teach- Train- Coach
• Mentor them (remember most new hires come to you on a blank tablet)
• Look for high performers
• Let them know they have a future
• Provide incentives for them to study and take courses
17
WHY PEOPLE DON’T PERFORM
• They don’t know WHAT to do
• They don’t know HOW to do it
• Something or Someone is INTERFERING
• They don’t WANT to do it
19
They don’t know HOW to do it
• A MATTER OF SKILLS
• Teach
• Train
• Coach
• Corrective action – Feedback, be positive or constructive criticism
20
Something or Someone is INTERFERING
• Lack of equipment
• Lack of tools
• Weather
• Regulations
• Boss
• Co-worker
• Family
• Self
21
They don’t WANT to do it
• This is where you give them the opportunity for a career transition to work for the competition
22
How can we motivate
• Work starts with the paycheck! Money brings people to the job, however, it will not keep them there
• A man must feel safe and secure
• Safe that they will not be hurt and secure that the pay check will be there and they can make more $ than other places that you can legally work at