2010 National Advisory Council of Office Professionals Norman, OK James H. Bradley Deputy Administrator Administrative and Financial Management Meet the.

2010 National Advisory Council of 2010 National Advisory Council of Office Professionals Office Professionals

Norman, OKNorman, OK

James H. BradleyDeputy Administrator

Administrative and Financial Management

Meet the Net Generation

Next Gen reshaping Federal Workforce - TRENDS

• Next 10 years: 76 million retire, 46 million Next 10 years: 76 million retire, 46 million enter U.S. workforceenter U.S. workforce

• 15% of Federal workforce projected to 15% of Federal workforce projected to retire by 2015retire by 2015

• 26% of ARS workforce eligible to retire this 26% of ARS workforce eligible to retire this yearyear

• 80% of ARS senior executives eligible to 80% of ARS senior executives eligible to retire NOWretire NOW

Mandatory Mandatory ProcessesProcesses

Government ReformGovernment Reform

ComplexitComplexityy

OversightOversight

ScrutinyScrutiny

StewardshipStewardship

AccountabiliAccountabilityty

Flat Flat BudgeBudgetsts

Static Static WorkforceWorkforce

SustainabilitySustainability

Transformational ChangeTransformational Change

Bold movesBold moves

Mandatory Mandatory ProcessesProcesses

Government ReformGovernment Reform

ComplexitComplexityy

OversightOversight

ScrutinyScrutiny

StewardshipStewardship

AccountabiliAccountabilityty

Flat Flat BudgeBudgetsts

Static Static WorkforceWorkforce

SustainabilitySustainability

Transformational ChangeTransformational Change

Bold movesBold movesWho’s going to mind the store…

The success of our agency is dependent upon a true

collaboration of current and future workforce… We need to learn from the people we lead and help them

succeed. This relationship will determine our agency’s future.

Which Generation are you?

Silent Generation1925-1944 “Echo”

Millenials1977-1997

“Boom”Baby Boomers

1945-1964

“Bust”Generation “X”

1965-1976

Boom, Bust, Echo

•Boom = 75-80 million

•Bust = 40-45 million

•Echo = 80-85 million

Who are these people?

•Smallest segment of Smallest segment of workforceworkforce

•Respect for authorityRespect for authority

•Dedication and sacrificeDedication and sacrifice

•Hard workHard work

•Stay on track . . . Get it doneStay on track . . . Get it done

•Hierarchy, career ladderHierarchy, career ladder

•ConformityConformity

•Shrinking segment of Shrinking segment of workforceworkforce

•Self-absorbedSelf-absorbed

•Seek personal gratificationSeek personal gratification

•Individual and team orientedIndividual and team oriented

•Youth orientedYouth oriented

•Challenge traditionsChallenge traditions

•Demand multiple optionsDemand multiple options

Silent Generation Baby Boomers

Meet the NET Generation

40%+ of the workforce40%+ of the workforceSelf-reliant, practicalSelf-reliant, practicalInformal, want to have funInformal, want to have funFree agents (3-5 years at one job)Free agents (3-5 years at one job)Work to grow and learn (not retire)Work to grow and learn (not retire)Jobs must be skill opportunitiesJobs must be skill opportunitiesInformation technologyInformation technology

Generation “X”1965-1976

Self-motivatedSelf-motivatedRequire little oversightRequire little oversightLess organizational loyaltyLess organizational loyaltyCynical of grand promises and big Cynical of grand promises and big visionsvisions

Will manage and lead incoming Millennials…Will manage and lead incoming Millennials…

MILLENIALS ARE DIVERSE…

1980 = 74% WHITE 6% NON-WHITE1980 = 74% WHITE 6% NON-WHITE

2010 = 59% WHITE 41% NON-2010 = 59% WHITE 41% NON-WHITEWHITE

2020 = 55% WHITE 45% NON-2020 = 55% WHITE 45% NON-WHITEWHITE

Millennials have developed work characteristics and tendencies from doting parents, structured lives, and

contact with diverse people.

MILLENIALS “THE DARK SIDE”

Common myths about the Echo Gens…

oThey are dumber than we were at their ageoThey are net addicted and losing their social skillsoThey have no shameoBecause they have been coddled they are adriftoThey stealoThey bully friends on-lineoThey are violentoThey have no work ethic and will be bad employeesoThey are narcissistic “me” GenerationoThey don’t give a darn

The Eight Millenial Generation Norms

They want freedomThey love to customizeThey are the new scrutinizersThey look for organizational/corporate integrityThey want entertainment and play in their workThey are the collaboration and relationship generationThey have a need for speedThey are innovators

. . . are the Agency’s future!. . . are the Agency’s future!

How do you entice How do you entice NETNET Gens to see Gens to see ARS as the best option for them?ARS as the best option for them?

What does the What does the NET NET generation generation want and need?want and need?

How do we adapt our culture to meet the How do we adapt our culture to meet the needs of the needs of the NETNET wave of employees? wave of employees?

What’s NExT for ARS…

How do we find, hire, coach, mentor, and grow the ARS employees of the future?

How will we adapt our culture to meet needs of the NETNET wave of employees?

First, we should not expect the NETNET Gen to make all of

the adjustments!

This is hard for Boomers!

The NET NET Generation is Recognizing Their Power…

Washington PostWashington Post Article, August 7, 2010:“Next Gen finds its place in federal workforce”

They are organizing & arriving in droves – and reshaping the bureaucracy

1 in 3 of 143,000 hired last year was 29 or younger

In 10 years 400K of 2 million federal employees will be younger than 35

Organizational PoliciesOrganizational Policies

Management StructuresManagement Structures

TrainingTraining

Succession PlanningSuccession Planning

Organizational PoliciesOrganizational Policies

• Flex timeFlex time

• TelecommutingTelecommuting

• Results versus time-in-the-officeResults versus time-in-the-office

• Cutting edge information technologyCutting edge information technology

• Advancement – promotionsAdvancement – promotions

• Award systemsAward systems

Management StructuresManagement Structures

• Mentoring and oversightMentoring and oversight

– Shown the ropesShown the ropes

– Help to understand workplace cultureHelp to understand workplace culture

– Help to process feedbackHelp to process feedback

– Finding internal motivation and Finding internal motivation and

satisfactionsatisfaction

– See the big picture (and how they fit in)See the big picture (and how they fit in)

Learn from the People you Lead…

TrainingTraining

• Understand themselves (Leadership Understand themselves (Leadership

Lab)Lab)

• How to give and receive feedbackHow to give and receive feedback

• When/how to be formal in When/how to be formal in

communicationscommunications

• Self-managementSelf-management

3 Big Remaining Questions….

• Will we have wisdom and courage to accept NETNET Gens, their culture and their media?

• Will we be effective in offering our experience to help them manage the dark side?

• Will we grant NETNET Gens the opportunity to fulfill their destiny in our agency?

Success is in our hands…Success is in our hands…

This relationship is key to our agency’s future!

Questions?

Thank you!