session 7 engaging the generations - employee engagement group · “one solution” to case...

Session 7

Engaging the Generations

Session 7 © The Employee Engagement Group

7-1

Generations at Work Quick Guide

Traditionalist Baby Boomer Gen X Gen Y

Born 1922 - 1945

Born 1946 – 1964

Born 1965 - 1980

Born after 1980

Values Hard work Dedication/sacrifice

Conformity Respects authority

Delayed reward Law and order

Optimism

Workaholic Competitive Innovation

Questions authority Materialism

Personal/social expression Skepticism

Life balance Global thinking

Diversity Unimpressed by authority

Fun Self-reliance

Cynicism/pessimism

Child focus Team player

Enthusiasm for change Respect for authority

Tempered hopefulness Sociability Optimism

Work is:

An obligation An exciting adventure A difficult challenge A means to an end

Leadership style

Directive Consensual, collegial Challenges others To be determined

Communication

Formal, memos In person, meetings Direct, immediate E-mail, voice mail, IM

Feedback

No news is good news Doesn’t appreciate it Asks, ‘How am I doing?’ At a push of a button

Rewards

A job well done Money, title, recognition Freedom Meaningful work

Motivation

Respected Valued and needed Do it my way Work/life balance

Work with bright staff Work/life balance

Strategies • Don’t rush

• Acknowledge experience

• Build rapport

• Don’t make assumptions

• May resent young supervisors

• Establish non-authoritarian environment

• Offer fresh assignments

• Provide developmental experiences

• Tap into their expertise

• Ease pressure of complex life

• Allow time for questions

• Provide references

• Use time efficient approaches

• Keep up a quick pace

• Be specific about growth

• Allow time to earn their respect

• Provide interaction with colleagues

• Bring up to speed quickly

• Encourage mentoring

• Use technology

• Non-parental approach

No matter what generation we are from, we all want:

• Achievement – to take pride in one’s work • Camaraderie – positive, inclusive, and productive relationships • Equity – being treated fairly in matters such as pay, benefits,

developmental opportunities, etc.

In general, generations have different views on:

• Authority

• Teamwork

• Development/skill building

• Work/life balance

© The Employee Engagement Group 7-2 Session 7

Similarities

Similarity What are you doing? What could you do?

Achievement

Camaraderie

Equity and Ethics

© The Employee Engagement Group 7-3 Session 7

Challenges with Each Generation

Using the spaces below, make a list of ideas for addressing the challenges of each generation

Baby Boomer

• Want to stay employed

• Increase focus on purpose

• Career escalation replaced by satisfaction

Generation X

• Frustrated by lack of growth opportunities

• Smallest generation – inferiority complex

• Tired of hearing about Millennials (Gen Y)

• Concerned with work-life balance (raising kids)

Millennials

• Don’t want to wait for promotion

• Used to instant gratification

• Views things a mile wide and an inch deep

• Thirst for learning

• Demand for latest technology

© The Employee Engagement Group 7-4 Session 7 All rights reserved

The New Hierarchy


Boomers Generation X Generation Y

Attracting the Generations

What does and could your organization do right now to be more attractive to engaged Gen X and Gen Y

employees?

What do we do now? What could we do?

Boomers

Generation X

Generation Y


Communicating with the Generations

Traditionalist Boomer Generation X Gen Y

• Formal, memos

• Words and tone respectful

• Good grammar and diction

• No profanity or slang

• In person, meetings

• Relationship building, over coffee or lunch

• Business and relation-ships intertwined

• Mutual interests

• Link to vision, mission

• E-mail, voice mail

• Direct, immediate

• Time conscious

• No corporate-speak

• WIIFM

• Specific scope and deadlines

• Instant messaging, other social media

• Most important message – face to face or phone

• Be positive

• Tie message to goals

• No cynicism or sarcasm

• Don’t be condescending

• List as many techniques you can think of to communicate with your staff

• What ways work best for the different generations?

• How can you begin implementing these techniques now?


Leading the Generations

B • Demonstrate your knowledge and experience • Create mentor relationships • Use coaching techniques • Establish non-authoritarian environment • Offer fresh assignments • Provide developmental experiences • Recognize and tap into their expertise • Understand their work ethic – allow it but don’t abuse it

X • Be patient about earning respect • Allow time for communication and questions (open door policy, pause

during meetings) • Maintain a quick pace and manage time effectively • Be specific about growth opportunities; they are looking to transition • Coach for promotion and succession

Y • Demonstrate competence • Provide interaction with colleagues • Set clear, realistic expectations • Take advantage of their speed • Connect with the heart – learn their passions • Let them solve problems • Use technology • Encourage mentoring and provide coaching

• What are the distinct differences how the generations want to be managed?

• What are the similarities in how they want to be managed

• How could a leader maximize both?


Rate Yourself on Key Generational Leadership Skills By rating yourself on these key skills, you will be able to determine areas that you might want to make improvements. Remember to weight these ratings by which generation each is important to

Key Skill Important to:

Low skill High Skill

B X Y 1 2 3 4 5

Prove or demonstrate competence (knowledge, experience, etc)

X X X

Acknowledge and value their experience

X

Develop and use strong coaching techniques

X X X

Demonstrate confidence

X

Using technology

X X

Setting clear expectations

X X

Identify and communicate growth opportunities

X X

Ask opinions and listen to suggestions

X X X

Maintain a quick pace

X X

Building rapport

X

Adapting to different work habits

X X X


Rewards and Recognition

How do the reward and recognition programs your organization offers meet these needs?


Training the Generations

Traditionalists Baby Boomers Gen X Gen Y

Lecture is acceptable Includes team activities in

teaching methods Include lots of activities &

individual report-outs Use technology & lots of variety

in teaching methods

Respect their experience and

opinion in case studies Let participants experience

different team roles (such as a

leader)

“One solution” to case studies is

unacceptable “One solution” to case studies is

unacceptable-want casual

discussion

Align training with company’s

bottom-line success Align training with company’s

strategic plan Align training with company’s

mission Align training with company’s

values & positive image

Will be respectful in evaluation

comments at end of session Will want to evaluate at end of

session at follow-up times Will provide feedback during the

session Will provide feedback during

session & expect praise for it


Engagement Assignment

&

Session 8 Pre-Work

Session 7 Action Plan © The Employee Engagement Group All Rights Reserved.

Use additional pages if needed. Please finish all sections and be prepared to discuss during session 8

1

Session 7 Optional Assignment

Boomers Generation X Generation Y

1. What does and could your organization do right now to be more attractive to engaged Gen X and

Gen Y employees?

What do we do now? What could we do?

Boomers

Generation X

Generation Y

Session 8 Pre-© The Employee Engagement Group All Rights Reserved. Work

Use additional pages if needed.

Please finish all sections and be prepared to discuss during session 8

0

Session 8 Pre-Work

How does are messages from the CEO and Leadership Team cascaded throughout the organization?

Map out how a messages from the Leadership Team to reach an entry-level employee.

• Who is responsible?

• What is the schedule?

• What means are used (e-mail, meetings, etc.)?

• What is communicated – what is considered ‘important’?

session 7 engaging the generations - employee engagement group · “one solution” to case...

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