1 Generations at Work Presented by Debbie Ladehoff Training & Development Coordinator.

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Generations at Work

Presented by Debbie LadehoffTraining & Development Coordinator

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What’s the big deal?

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Objectives

Identify what influenced each generation

Describe the attributes each brings to the workplace

Provide tips for motivating, rewarding and leading each generation

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Seek first to understand;

then to be understood.

Stephen R. Covey

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Meet the Traditionalists Born before 1945

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Characteristics of Traditionalists Dedicated and hard working Loyal to the company Honorable Conformity Respect for authority Willing to sacrifice Delayed gratification (duty before

pleasure)

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Traditionalists may be perceived as:

Too rigid “Old school” Unwilling to “share the power” Too corporate Not open to different approaches Technically inept

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Meet the Baby Boomers Born about 1945 - 1960

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Characteristics of the Boomers

Workaholic Love/Hate Authority Team Players Like Consensus & Shared

Leadership Idealistic & Optimistic Expected Lifetime Employment

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Boomers may be perceived as: Taking others for granted Interested in process rather than results Overly ambitious Saying one thing and doing another Rigid Too serious Too wrapped up in their job Having trouble making unpopular decisions

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Meet Gen X Born about 1960 - 1982

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Gen X Characteristics

MTV Generation Independent Results Oriented Skeptics Seek Life/Work Balance

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Gen X may be perceived as:

Disloyal Impolite or disrespectful Too casual Not taking their job seriously Not a team player Cynical Having unrealistically high standards

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Meet the Millennials Born about 1982 - 2001

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Characteristics of Millennials

Techno-savvy Multitasking Connected, Confident, Career-minded High Expectations for Success Seek Work/Life Balance Want Fun at Work Enjoy a Team Environment

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Millennials may be perceived as:

Not knowledgeable about history and tradition

Egotistical or overconfident Inexperienced Impatient Overly competitive Overly optimistic Unfocused

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“Each generation goes further than the generation

proceeding it because it stands on the shoulders of

that generation.”

Ronald Reagan

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Leading Traditionalists They prefer a manager

who is: Directive Logical Fair & Consistent Respectful Identifies a clear

direction Sets long-term goals Spells out clear job

expectations

They dislike a manager who is: Too touchy-feely Indecisive Worried about

making unpopular decisions

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Leading Baby Boomers They prefer a manager

who is: Consensual Democratic Warm & caring Treats them as an equal Is a “people” person Works with the group to

define their vision & mission Assures them they are

making a difference

They dislike a manager who:

Isn’t open to input Is bureaucratic Sends a “my-way-or-

the-highway” message

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Leading Gen X Prefer a manager who is:

Competent Genuine Results-oriented Informal Is direct & straightforward Sets project deadlines &

lets them loose to accomplish it

Looks for opportunities to develop them

Dislike a manager who:

Micromanages them Doesn’t walk-the-

talk Spends too much

time on process and too little time on results

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Leading the Millennials Prefer managers who is:

Educational Positive Collaborative Achievement-oriented Knows their personal

goals, and coaches and supports them

Fosters work/life balance

Dislikes a manager who: Is cynical Treats them as if

they are too young to be valuable

Is threatened by their technical savvy

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Platinum Rule

Treat others as they want to be

treated.

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Motivating & Rewarding

Traditionalists Baby Boomers

Gen X Millennials

To Motivate Connect their actions to the overall good of the company

Get them involved, show them how they can make a difference

Give them choices, let them work autonomously

Connect their actions to their personal goals

Rewards Tangible symbols of loyalty, commitment, and service

Personal appreciation, promotion, recognition, status symbols

Free time, upgraded resources, opportunities for development, results for their resume

Awards, certifications, tangible evidence of credibility

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Communication

Traditionalists Baby Boomers

Gen X Millennials

Media Rotary phonesOne-on-oneWrite a memo

Touch-tone phonesCall me anytime

Cell phonesCall me only at work

InternetPicture phoneE-mailTexting, IM

Message to Convey

We trust your experience. We want you to try new things.

You are valuedYou are needed

We trust your work ethic & want you to trust us that the job will be here in the morning.

We trust that you want to build a career with this company, & we’ll invest in you.

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Work Culture

Traditionalists Baby Boomers

Gen X Millennials

StableSecureRespectfulClearly defined rolesClear direction

AdvancementRecognitionTeam orientedVision, missionNon-hierarchical

FlexibleResults-orientedEfficientInformal, funWith opportunities

for development

PositiveCollaborativeFlexibleRespectfulAchievement-

oriented

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One Work Culture

Flexible Open Responsive Diverse Developmental Retention-oriented

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10 Tips

1. Learn about the culture of each generation

2. Understand what makes them tick

3. Manage each generation right4. Bridge the natural differences5. Find a common purpose

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10 Tips Continued

6. Keep the communication flowing7. Make more one-on-one time8. Dive into social networking9. Mix and match10. Link positive actions to

recognition

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Questions/Comments