Successfully leading multiple generations in the workplace
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The document discusses the characteristics and expectations of different generations in the workplace, including Veterans, Baby Boomers, Generation X, Millennials, and Generation Z. It highlights their unique assets, issues, motivational messages, rewards, and preferred communication methods, revealing how each generation approaches work and career development. It emphasizes the need for organizations to adapt to these generational differences to foster engagement and loyalty.
Successfully leading multiple generations in the workplace
- 1. Successfully Leading Multiple Generations in the Workplace
- 5. • Looking for meaningful work • Seeking challenge • Chance to prove themselves and show they can perform well • Enjoys contact with people • Desire to be in a position of responsibility • Resents being looked at as though they have no experience • Tends to be more job mobile • Less respectful of authority Who does this describe?
- 6. Training and Development Journal Sorry Boomers, the other generations in the workforce didn’t like you when you started working! Every generation that enters the workforce makes waves!
- 7. Every generation that enters the workforce makes waves!
- 10. Veterans Boomers Gen Xers Millennials Career Goals Build a legacy Build a stellar career Build a portable career Build parallel careers Rewards Satisfaction of a job well done Money, title, recognition, corner office Freedom is the ultimate reward Work that has meaning for me Work-Life Balance Support me in shifting the balance Help me balance everyone else and find meaning myself Give me balance now! Not when I’m 65 Work isn’t everything. Need flexibility to balance my other activities Job Changing Carries a stigma Puts you behind Is necessary Is part of the daily routine Training I learned the hard way, you can too! Train ‘em too much and they’ll leave The more they learn, the more they’ll stay Continuous learning is a way of life Source: When Generations Collide
- 13. Veterans Assets: Experience, enhanced knowledge, dedication, focus, loyalty, stability, emotional maturity, perseverance Possible issues: Reluctant to buck the system, uncomfortable with conflict, may want to keep things the way they are Messages that Motivate: “Your experience is respected here” Rewards: Tangible symbols of loyalty, commitment, and service including plaques and certificates Methods of Communication: Memos, letters and personal notes Don’t be surprised by their desire to learn computers and technology!
- 14. Baby Boomers Assets: Service orientation, dedication, team perspective, experience, knowledge Possible issues: May put process ahead of results Messages that Motivate: “We need you”, “ Your opinion is valued” Rewards: personal appreciation, promotion, and recognition Methods of Communication: phone calls, personal interaction Be prepared for changes in work styles and priorities as retirement gets closer!
- 15. Generation X Assets: Adaptability, techno-literacy, independence, creativity, willingness to buck the system Possible issues: Skeptical, may distrust authority Messages that Motivate: “Do it your way”, “there aren’t a lot of rules around here” Rewards: Free time, opportunities for development, certifications to add to their resumes Methods of Communication: Voice mail, email Sometimes referred to as the “middle child” generation, don’t be surprised if Gen X is frustrated by a lack of opportunity!
- 16. Millennials Assets: Collective action, optimism, ability to multi-task, and technologically savvy Possible issues: Need for supervision and structure, inexperience-particularly when dealing with difficult people Messages that Motivate: “Your work makes a huge difference here” Rewards: Awards, certificates, tangible evidence of credibility Methods of Communication: texting, instant messaging, snapchat Millennials will be far more loyal to their organization if they feel you have a holistic approach to them as an employee!
- 22. Study your top Employees
- 28. Generation Z • Want an active role in their communities, and families and will likely want this from work. They are eager to have an impact • Far more ethnic diversity. Caucasians may become a minority for this generation • In comparison to Millennials, their parents are more likely to be hands off and provide opportunities for learning and growth • There is a good chance they will be able to hit the ground running as shifting education styles have focused more on soft skills • Growing up in the worst economic conditions since the great depression, they will likely be financially savvy, cautious, and frugal • Strong likelihood they may become a strong entrepreneurial generation • Will be the most technologically advanced generation in history
- 33. Assumptions?
- 37. Jennifer Fisher jennifer@jenthreepointzero.com Download this presentation from: Twitter: Jenfisherfw www.jenthreepointzero.com
Editor's Notes
- #7: viewed as different from the previous generations who have been there. Each generation is seen as less disciplined, wanting more, and having different attitudes (often times seen as negative) than their predecessors