generations in workplace
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ALIGNING A MULT-GENERATIONAL WORKFORCE WITH YOUR AGENCY’S GOALS
Presented by: Cathy Peterson, MA
Human Services Resource and Training Company
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DISCLAIMER
One Size Does Not Fit All!!
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OBJECTIVES Increase knowledge and understanding
of the four generations. Enhance comprehension of how
generational differences affect the workplace.
Expand the capacity to manage diverse working styles across the generations.
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What is a generation?
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What is a generation? A grouping of people typically by
birth years, that are defined by the historical and sociological experiences they have shared.
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WHY DISCUSS THE WORKFORCE?
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Why Discuss the Workforce? Create and maintain a high
performance workforce Four distinct age-based cohorts
coexist in the workplace Dramatic shift in the workplace
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Workforce Statistics Workforce will grow more diverse:• 37% increase for Asians• 36% Increase for Latinos• 17% increase for African
Americans• 6% Increase for Caucasians
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Workforce Statistics 50% of the workforce is age 40 and
younger
The fastest growing segment of employees are aged 27 and younger.
Over the next 10 years, Another 10 million will enter the workforce.
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Should Standards Change for Each Generation? Every employee should be held to the
standard outlined for his/her job. No adaptations should be made that
compromises the integrity of the organization or diminishes the effectiveness of the organization to carry out its mission.
All employees should comply with policies and procedures set forth by the organization.
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Workforce Silent ( 1922-1945) Baby Boomers (1946-1954) Generation Jones (1955-1965) Generation X (1965-1977) Nexters (1978-2000)
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Who’s in Your Workforce?
0
5
10
15
20
25
30
35
40
45
50
Percent
Gamers
Boomers
Veterans
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EventsGeneration
Icons Technology
TV First Sex
Silent Joe DiMaggio
LP’s Payton Place
Honeymoon
Boomers Joe Namath
8 Tracks/ tape cassette
Dallas Backseat
Gen X Michael Jordan
CD’s Melrose Place
Online
Nexters Lebron James
IPods The OC Define Sex
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Defining Events- Silent Great Depression World War II Cold War
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Characteristics Work ethic= commitment,
responsibility, conformity Between heroes of WW2 and youthful
rebellions of the 1960’s. Suffocated children of the Great
Depression Strong loyalty to the organization Don’t rock the boat
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Core Values Dedication Sacrifice Hard Work Conformity Respect for authority Patience Delay reward Duty before pleasure
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Workstyle Quickly rose to the top and
became the superiors of the great mass of baby boomers
Work ethic is based on commitment, Conformity
Not likely to rock the boat
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Liabilities and Assets to the workplace Liabilities Do not speak up when
frustrated or see fault with superiors
Lack technological skills and reluctant to use them
Can be closed minded about any challenges to authority or patriotism.
Assets Willing to wait for the
big payoff Can be relied on to
complete a task assigned.
Extremely thorough High adherence to
code of honor and ethics.
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Heroes Eleanor Roosevelt President Franklin D. Roosevelt Babe Ruth Jackie Robinson Joe DiMaggio
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Employee- Silent Make up approximately 5% of the workforce. Loyal– often found to have worked for only one
employer. Very comfortable with a top-down
management style May be motivated by a job well done. Believe in “paying your dues” Prefer a formal relationship with their manager Expect to arrive on time to work, work hard
and in return receive steady paycheck and job security
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Defining Events- Baby Boomers Vietnam War Woodstock Women Rights Watergate Civil Rights Movement Birth of Television Deaths of President Kennedy, Robert
Kennedy, Dr. Martin Luther King Jr.
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Characteristics Invented the 60-hour work week Passionately concerned about
participation and spirit in the workplace Bringing heart and humanity to the
workplace. Focus on team-based work Strong loyalty to an organization Driven Sacrificed career for children or vice
versa
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Core Values Optimism Team Orientation Personal Gratification Health and Wellness Growth Work Involvement
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Workstyle
Attitude toward work- a career Independent Work long hours Struggles with work-life balance Overachievers
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Liabilities and Assets in the Workplace
Liabilities Can be hung up on
lines of supervision Can be indirect in
their communication Require clearly define
schedules and procedures
Assets Loyal to the
organization Willing to work hard
in order to achieve success
Enjoy input of teams Genuinely care about
co-workers
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Heroes Gandhi Martin Luther King Jr. Mother Theresa John and Jacqueline Kennedy Bobby Kennedy
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Employee- Baby Boomers Currently 45% of the workplace. Willing to work long hours Expect others to work long hours Work is a high priority Innovative and challenges the rules Pay attention to relationship building Value Teamwork Prefer structured work style that
includes regular communication.
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Defining Events- Gen X Collapse of Communism Missing children on Milk Cartons Computers in Classroom Recession Persian Gulf War Rodney King Incident The Challenger
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Characteristics Grew up quickly with increased divorce rates,
violence and low expectations Entering workforce approached downsizing
and recession Ambitious and independent May appear to be less driven General mistrust of politics and Government Bore the brunt of personal sacrifice
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Workstyle Internet Savvy Embrace risk and prefer free agency Jump from job to job are unwilling to
conform to organizational demands. Adopted the philosophy there are no
guarantees Want to be immediately valued for their
skills. Require more coaching and feedback
than previous generations
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Core Values Diversity Thinking Globally Balance Fun Informality Self-reliance Techno-literacy
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Heroes Aren’t influenced by “real”
heroes… Every time a hero emerged, skeletons from the closet surfaced
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Liabilities and AssetsLiabilities Give needy
employees less attention than they require
Show impatience with poor performers.
They don’t give respect just based on titles
Assets Hold a strong work
ethic Bring a fresh
perspective Have a less need to
be liked
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Gen X Comprise 40% of the nation’s employees Typically have little trust in the system Freedom is important. Credited with bringing work-life balance
to the workplace. First generation of free agents Impatient with meetings. Value honesty and respect over authority. Are masters of multi-tasking
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Workstyle Raised in the comfort of the
internet Pragmatic and hardworking Want to be paid volunteers Want to join an organization
because they want to Work on their own terms
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Characteristics Baby on Board Beneficiaries of hands-off
parenting Coddled and confident Technologically savvy Strong volunteerism Inclusive They like their parents
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Core Values Optimism Civic Duty Confidence Achievement Sociability Morality Street Smart Diversity
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Liabilities and AssetsLiabilities Distaste for menial
work Lack of skills for
dealing with difficult people
Impatience
Assets Multitasking Goal Orientation Positive attitude Collaboration
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Heroes Bill Gates NYC Firefighters The American Women’s Soccer
Team
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Employee- Nexters Comprised 10% of the workforce. Prefer a casual relationship with
supervisor Wanting to make a difference and
knowing their work has value. Adaptable and open Comfortable about diversity Expect to be treated as equals
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What are the Commonalities?
Everyone wants to succeed. Everyone wants to feel valued. People want to be kept in the know
about matters that concern them. Communication
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Activate Careers Encourage employees to talk freely
and open about their career aspirations.
Provide feedback Schedule career discussions with
all team members Help build skills Provide feedback
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Change the Organization to Prevent Job Stress Ensure that the workload is in line with
worker’s capabilities and resources. Design jobs to provide meaning,
stimulation, and opportunities for workers to use their skills.
Clearly define worker’s roles and responsibilities.
Provide opportunities for social interaction among workers.
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How can you provide social interaction among staff?
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Managing Multigenerational Employees Provide employees with opportunities to
introduce new ideas. Strive to be flexible. Offer flexible ways
for employees to learn. Understand that younger generations
do not relate to what may be perceived as workaholics.
Appeal to the need for self-reliance and meaning in their work.
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Work/Life Balance Agency Benefits Studies on work/life balance programs have
reported such benefits as:o Attracts new employeeso Helps retain staffo Builds diversity in skills and personnelo Improves moraleo Reduces sickness and absenteeismo Encourages employees to show more initiative
and teamworko Decreases stress and burnout
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Work/Life Examples On-site childcare centers An eldercare information and referral program An employee healthcare center Wellness programs ATM’s in your building Reduce prices for soda, juice, and bottled
water Emergency Childcare Assistance Seasonal childcare programs Onsite seminars and workshops ( nutrition,
stress, smoking, Etc.)
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Aligning the Generations Understand your workforce. Build and maintain a balanced
workforce. See how each generation fits into
your current mission and goals and find ways to bring out the best in them.
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Conclusion Seek to understand each generation. Develop generational sensitive styles. Develop the ability to flex a
communication style to accommodate each group.
Use the differences to enhance the work of the entire team.
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