How to Manage Generational Differences in the Workplace
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The document discusses managing generational differences in the workplace, highlighting the distinct values, work styles, and communication preferences of traditionalists, boomers, Gen X, millennials, and Gen Z. Strategies for enhancing employee engagement and creating a positive company culture are provided, including the importance of flexibility, adaptability, mentorship, and clear performance feedback. It emphasizes the need for organizations to invest in their culture and to understand the diverse needs of a multi-generational workforce.
How to Manage Generational Differences in the Workplace
- 1. Hosted by National MI How to Manage Generational Differences in the Workplace By: Kristin Messerli, Cultural Outreach kristin@culturaloutreach.net
- 2. What is Cultural Outreach? Multicultural & Millennial Marketing
- 3. Coming Soon... Interview with Jeremy Potter (General Counsel on Social Media & Compliance) Infographic AAPI Country of Origins
- 4. TABLE OF CONTENTS Demographics Values, Work Styles, Communication Strategies to Create a Culture Shift
- 5. Demographics Who makes up the modern workplace? Section 01
- 7. By 2020, Millennials and Gen Z will represent over 70% of the workforce Source: “A Breakdown of the Five Generations of Employees in the Workplace”, NAVEXGlobal, 2017
- 8. Median age of Realtors: 53 Source: Bureau of Labor Statistics, 2017 Median age of loan officers: 54
- 9. Traditionalists ● Born 1900-1945 ● Ages 72+ ● Labor Force: <3%
- 10. Baby Boomers ● Born 1946-1964 ● Ages 54-71 ● Labor Force: 29%
- 11. Gen X ● Born 1965-1980 ● Ages 38-53 ● Labor Force: 34%
- 12. Millennials ● Born 1981-1995 ● Ages 23-37 ● Labor Force: >34%
- 13. Gen Z ● Born 1996-2010 ● Ages 8-22 ● Labor Force: 1%
- 14. Values in the Workplace Understand why each generation follows specific behavior trends Section 02
- 18. Strong Sense of Integrity 3 Traditionalists/Boomers
- 19. Competitive - Goal is to Win 4 Traditionalists/Boomers
- 21. Generation X
- 23. Freedom and Entrepreneurial Spirit 2 Generation X
- 24. Career Security vs Job Security 3 Generation X
- 25. Problem-solving & Results Driven 4 Generation X
- 26. Millennials / Gen Z
- 29. Utilization of Skills & Ongoing Training 3 Millennials
- 30. Autonomy Mixed with Collaboration 4 Millennials
- 32. Company Culture 6 Millennials / Gen Z
- 33. Diversity & Inclusion 7 Millennials / Gen Z
- 34. Sense of Security 8 Gen Z
- 35. Work Styles How each generation prefers to work based on values Section 03
- 36. Traditionalists/Boomers ● “Flat” organizational hierarchy - your title determines the work you do ● Working longer hours to get the job done ● Enjoy interaction - generation that started the culture of meetings
- 37. Generation X ● Casual work environment ● Easy access to leadership and those they manage ● Project-oriented and prefer working independently
- 38. Millennials ● Flexible work schedule - ability to work remote ● Do enjoy collaboration ● Multi-tasking - comes naturally as digital natives
- 39. Gen Z ● Independent ● Competitive ● Multi-tasking - comes naturally as digital natives
- 40. Communication Methods How to best utilize different mediums and platforms effectively Section 03
- 41. Email ● Millennials use email but view it as less urgent form of communication ● Allows for more detailed information and longer messaging ● Not going anywhere but meant for less immediate responses
- 42. Text ● Favored for quick responses ● Easier to respond without disrupting current activities unlike a phone call
- 43. In-person ● Important for building connections given how much work is now digital ● Millennials have made in-person interaction and conversation more casual in the workplace ● Gen Z is prone to pop into office without a scheduled time to talk
- 44. Phone call ● Favored by older generations ● Seen as disruptive by younger generations for quick question/answers that could be answered via text or IM
- 45. Collaborative Tools ● Instant messaging platforms ○ Slack ● Video conferencing ○ Google hangouts, Zoom ○ Substitute for being in-office all the time ● Task Management ○ Asana
- 46. Performance Reviews Preferences: ● Boomers: formal approach of using annual review ● Gen X: frequent reviews based on accomplishments ● Millennial/Gen Z: ongoing and regular feedback regardless of progress and results ○ “Check-in” to stay connected
- 47. Strategies to Create a Culture Shift Ways to avoid conflict and engage employees of all ages Section 04
- 48. Average tenure of an employee in all generations and industries is 4.2 years Source: Bureau of Labor Statistics, 2017
- 49. How Can You Keep Employees Engaged On All Levels?
- 50. Invest in your company culture and brand 1
- 51. Company Culture ● What does your company stand for? ● What is your company’s reputation from an employee’s perspective? ● 70% of candidates look to company reviews prior to making a major career decision (Inc)
- 52. Incorporate social causes, contributions and volunteer opportunities for employees 2
- 53. Mission-Oriented ● Partner with local charities ● Encourage employees of all ages to volunteer based on their interests ○ i.e. dog shelter, children’s literacy programs, charity runs ● Host regular donation drives
- 55. Flexibility ● Have clear communication on when flex days are appropriate ○ i.e. Fridays only; request 1 week in advance ● Trust employees to complete the work unless proven otherwise
- 56. Allow space for innovation and change 4
- 57. Adaptability ● Be open to hearing from younger employees in meetings ● Let go of the “that’s the way we’ve always done it” mentality
- 59. Mentorship ● Pair younger employees with a mentor at the management level ● Same-sex mentorships are ideal ● Create teams of multi-generational members for projects or team building activities
- 60. Update Performance Feedback Cycles 6
- 61. Performance Feedback ● Combine written surveys with in-person check-ins to allow for honest and open feedback
- 62. Create well-defined goals and expectations for everyone 7
- 63. Goals & Expectations ● Establish a common goal ● Make adjustments in how feedback is given based on preferences ● This allows everyone to be on the same page yet respects differences in communicating and work styles
- 64. Provide perks and rewards 8
- 65. Perks & Rewards ● Access to online training & further education ● Deals on fitness classes, gym memberships, etc. ● Host office happy hours
- 66. Questions?
- 67. Digital Agency for Loan Officers & Lenders ● Comprehensive social media support ● Social media content & sharing ● Digital coaching