PowerPoint Presentation · Formal style preferred- written/oral Values formal dress, organizational structures • Authority, institutional leadership ... unemployment • Positive
Post on 26-Mar-2020
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• Every generation brings new expectations• We can not connect or lead the same we
did in the past
When generations collide
• Reduced profitability• Loss of valuable employees• Higher payroll costs• Poor customer service• Derailed careers• Wasted human potential• Serious stress related health problems
With each new generation
• Time becomes more valuable• Expectations of convenience & service rise• Demand for work to have meaning intensifies• Hunger for options grows• Sense of entitlement increases• Need for speed and space increases• Desire for customization grows
Specific Generational Differences
• Work styles• Attitudes about work/life balance• Views regarding loyalty and authority• Acceptance of change• Training/Professional Development• Career Pathing
The big ask!• Stop trying to figure out which generation
is right and which is wrong• Figure out how to manage them
appropriately
Make adjustments to recruit, retain & lead
Every generation wants very much to succeed
• Ask them questions• Listen• Rethink your concept of motivation
1922 and 1943 (52 million people)
• Great Depression, WWII• Rationing and Austerity• Believe in hard work• Waste-not, Want-not mentality• Adverse to debt• Strong belief in rules, law and order• Stable families, divorce was rare• Full employment, enjoyed rapidly improving
schools for their children
• Hard Work: Pay their duesCareer identifies who they are
• Trust: Word is his/her bond• Formality: Formal style preferred- written/oralValues formal dress, organizational
structures
• Authority, institutional leadership• Respect for authority
• Large rise in birth rate due to returning WWII soldiers
• First generation to reject values of parents• Enjoyed student grants, low house prices• Hold the reins of power• Most economic clout• Property owners
• Value peer competition, can be see as being egocentric
• Thrive for possibilities & constant change
• Started the "workaholic" trend
Boomers value hard work, view it as necessary for moving to next level of success
Traditionalists work hard because it is the right thing to do
• Committed to climbing the ladder of success
• Eager to get rid of command and control style of past
• Will challenge the system • Accept people on an equal basis as long
as perform to their standards. • Will Fight For A Cause
• 1/3 are grandparents• ¼ have divorced, remarried and have
second or third sets of children• On the brink of retiring in droves• Many plan to work > age 65
Work Ethic = Worth ethic
• Born during or after world War II • Raised in optimism, opportunity, & progress• Two-parent households• Safe schools• Job security • Post-war prosperity• Value loyalty• Respect organizational hierarchy• Generally wait their turn for advancement
Boomers work hard to move up the ladder
Xers work hard to have more time to balance work and life responsibilities
GENERATION X
Generation X
• Never known economic good times• Job lasts avg. of 15 months,
(10 years for BB)• Left school and entered era of mass
unemployment• Positive social changers• More tolerant of different religions, races and
sexual orientation• Resolve to achieve a better work-life balance• Shaped by technology • Web is central to work and life
• Invest in own development rather than organization’s
• Cautious about investing in relationships with employers
• Loyalty: May mean two-weeks notice • Xers have clear goals• Prefer managing own time and solving own
problems rather than managed by a supervisor
• Value access to information and plenty of it • Use feedback to adapt to new situations • Flexible • Work - Life
Work hardRather find quicker more efficient ways of working in order to have time for fun
Gen XRanked compensation 7/10 in top 10 most significant attributes they look for in a job
More significantRecognitionPraiseOpportunities to learnTime spent with mentors, developing
marketable skillsFun at work
What do Xer’s want
• High degree of independence• Constantly challenged • Work hard while having fun• Affiliation• To be engaged• To be developed
• 80+ million• Second in size to BB• Rapidly changing social climate & recession• Two-career families• Rising divorce rates• Downsizing• Close to parents - “Helicopter” parents
• Value positive reinforcement• Want more input and independence • Grew up during tranquil times, optimistic
outlook on life • Value technology
Multicultural
• Mix of ethnicities• Higher percentage from interracial marriage• 38% of Millennials are bilingual• More at ease with mixing races in marriage,
workplaces and friendships
Entrepreneurial• Don’t want conventional “job”• Want to work for themselves and make up their
own rules• 71% of Millennials at “regular” jobs would prefer
to quit their current job to work for themselves • 60% plan to jump ship in next two years• Most work at multiple jobs during their first
decade as new professionals, rather than build equity at one job
Angst filled• 94% describe their life
as, “overwhelmed”• Nearly one in ten has
thought about suicide in last year
• More psychosomatic symptoms of depression, such as trouble sleeping and remembering
On Mission
• Want a “mission,” not just a job• Desire to work in an organization that
improves the world • 87% consider a company’s commitment to
social and environmental causes when deciding where to work
• Drawn to organizations with a mission to transform the world.
Nexters
More mentoring up front Dramatic and constructive changes to the
workforce in their short time Younger workers take greater risks More mobileAble to pursue better jobs anywhere Workplace will need to adapt to the attitudes
and needs of this generation
The workplace
• Give Feedback• Give Autonomy - “elbow room”• Limit Bureaucracy• Relook at employee motivation package• Collaborative work environment• All share in developing goals and strategic
planning
Flexible Scheduling
Motivating benefit
• Its not about “face time” but about how effective you are at your job, no matter when or how it gets done
• Retain those who enjoy (and deserve) independence
Workforce in search of flexibility
Gen Xers and Gen Yerswhile passionate about their careers,
won’t sacrifice family and leisure for their career
When Generations Collide by Lynne Lancaster and David Stillman
AAMC and AMAPhysicians < 50
• View "quality of life" as essential• Willing to risk career advancement to get it• 71%: family and personal time is key• 2/3 not interested in longer hours for more
money
AAMC and AMAPhysicians < 50
• 13% currently work part time• 32% prefer part-time
Work-Life Balance Becoming Key Tool for Retention
Merrill Lynch survey
16% BB workforce looking for part-time work42% want jobs that allow them periods off
Boomer
Adult children of elderly will also be older• 60-yo caring for 90-yo parent• Demands of caring for disabled parent
Smaller families compared to earlier generationsHigher divorce rates than earlier generationsFewer children to care for elderly parents
Single
• 26% of Millennials are married• 36% of Gen Xer’s• 48% of Boomers• 65% of Builder
Based on percentage of each generation married at age 18-32
Employees are affected by life challenges, such as child care and elder care issues.
You lose an enormous talent pool if you don’t face those issues head on
It’s not work life then home life. It’s life
Katten Auerbach
Impact
• Job sharing• Part-time work• Flexible schedules• Information technology
Homelanders
• Born about same time Dept. of Homeland Security was birthed
• Grown up after turn of the century and follow Generation Y
• Toddlers, elementary school children and young middle schoolers
Generation Z
• Economic recession• Terrorism• Racial unrest• Rising debt• Gender discussions
“Hope is not a strategy”
Every generation offers a valuable perspective and unique set of experiences
Wisdom transcends age, gender and experience if we let it
• Be flexible• Thing outside your own generational
context• Look for shared values• Examine how and why you think• Create a culture of mutual respect
TracySanson@gmail.com
EPontheroadTwitter
Tracy G. SansonFacebook
813-503-8799
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