Managing generational diversity v.2
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This document discusses managing generational diversity in the workplace. It outlines four generations currently in the workforce - Veterans, Boomers, Generation X, and Generation Y. Each generation has different core values and work styles that were shaped by seminal historic events. Managing a multigenerational workforce requires understanding these differences in how each generation prefers to receive feedback, career goals, rewards, and communication. Building an engaged team culture involves moving all employees up an engagement pyramid through growth opportunities, quality coworkers, meaningful work, and recognition.
Managing generational diversity v.2
- 1. Managing Generational DiversityJohn SclafaniGenerational DiversityLeading and motivating different types of people
- 3. Why picking the right team is so important
- 5. Motivating different peopleDiscussion: How do you motivate and build your team and team culture?
- 6. Best In Class – Getting the Right TeamWaiting it out to hire the right person is better than paying high cost to hire the wrong personDiversity is essential - important not to hire someone just like yourselfManagers need to continuously improve and educate themselves in the people selection process
- 7. Three categories of employees:Engaged— These employees are loyal & psychologically committed to the organization. They are more productive, more likely to stay with their company for at least a year, less likely to have accidents on the job and/or steal.Not Engaged— These employees may be productive but they are not psychologically connected to their company. They are more likely to miss workdays and more likely to leave.Actively Disengaged— These employees are physically present but psychologically absent. They are unhappy with their work situation and insist on sharing that unhappiness with their colleagues.
- 8. How can we grow?Do I belong?Engagement LevelsMoving up the engagement pyramidOpportunities to learn and growProgress in last six monthsCoworkers committed to qualityMission/Purpose of companyMy opinions countEncourages developmentSupervisor/Someone caresWhat do I give?Recognition last seven daysDo what I do best every dayMaterials and equipmentWhat do I get?I know what is expected
- 9. Retaining Engaged EmployeesEstablish and clearly communicate goalsPromote diversity and inclusiveness
- 10. Promote individual growth and development
- 12. Reward over-achieversHow do and motivate diverse people?We first must understand them
- 13. Generational DiversityAndLeading different types of people
- 15. The Veterans1922-1943Youngest individuals are 67 years old
- 16. Born 1922-1943
- 17. Seminal Events
- 18. The Depression
- 19. Hitler
- 20. Pearl Harbor
- 21. Korean War
- 22. Heroes
- 23. Superman
- 24. FDR
- 25. MacArthur/Patton
- 26. Babe Ruth
- 27. Joe DiMaggio
- 28. Ted WilliamsGenerations: The Veterans
- 29. Boomers1943-1964Ages 64-46 years old
- 30. Born 1943-1964
- 31. Seminal Events
- 32. Vietnam
- 33. Assassination of King & Kennedy brothers
- 34. Man on the Moon
- 35. Woodstock
- 36. Heroes
- 37. Gandhi
- 38. John Kennedy
- 41. Optimism
- 42. Team orientation
- 45. Personal growth
- 46. Work
- 47. Competition
- 48. Success
- 49. Inclusion
- 50. Fight for a cause
- 51. “Show me”
- 52. YouthBoomers’: Core Values…
- 53. It’s All AboutMEBoomers’: Known As…
- 54. What Veterans say that boomers are…
- 55. They talk about things they shouldn’t
- 56. They think only of themselves
- 57. What Xers say that boomers are…
- 59. Talk the talk but never walk the walk
- 60. What’s the fad this week?
- 61. Clueless
- 62. What Y Gen say that boomers are…
- 63. Pretty cool but they work too muchBoomers’: What Others Say…
- 64. Boomers’: At Work…Assets
- 65. Driven
- 66. Go beyond call of duty
- 67. Want recognition and willing to please
- 68. Good at teamwork
- 70. Liabilities
- 71. Self-centered
- 72. Judgmental
- 73. Sensitive, particularly to non-positive feedback
- 74. Too much focus on process, not result
- 75. Hesitant to disagree with peersGeneration XXers1965 – 1980Ages 45-27
- 76. Born 1965-1980
- 77. Seminal Events
- 78. Watergate
- 80. Massive layoffs from US corporations
- 81. Ronald Reagan as President
- 82. Fall of the Berlin Wall
- 83. Heroes
- 84. noneGenerations: The Xers
- 85. Diversity
- 86. Techno literacy
- 87. Balance
- 88. Fun
- 89. Informality
- 91. Self-reliance
- 92. Creativity
- 93. Independence
- 94. Information
- 95. Feedback
- 97. CynicismXers’: Core Values…
- 98. SkepticalXers’: Known as…
- 100. Highly Self-Reliant
- 102. Dependent on ImmediacyXers’: Four Themes
- 103. What Veterans Say about X ers is…Uneducated with no respect for authority, experience, procedures, or hard workWhat Boomers Say about X ers is…Slackers with a rude, laid back attitude
- 104. Unwilling to wait their turnWhat Generation “Y” Say about X ers is…“Cheer up!”Xers’: What Others Say…
- 105. Assets
- 106. Technology freaks
- 107. Independent
- 108. Flexible
- 109. Innovative
- 110. Un-intimidated
- 111. Liabilities
- 112. Cynical
- 113. Impatient
- 114. Task oriented
- 115. Poor interpersonal skillsXers’: At Work…
- 116. Change the paradigm—they are not slackers.
- 117. Value them as individuals
- 118. Keep open lines of communication
- 119. Provide and be willing to receive constant feedback
- 120. Set clear deadlines and precisely defined outcomes
- 121. Give them the freedom to excel and psychological space to thriveXers’: To Motivate…
- 122. Delegate well
- 123. Flexible
- 124. Multi-task
- 125. Ask the difficult questions
- 126. Focus on results
- 128. “Expect” things to be done
- 129. Hard time with authority/corporate
- 130. Little tolerance or understanding of other generation’s needsXers’: As Managers…
- 131. Gen Y1980-2007Ages 27 and under
- 132. Generation Y -- The NextersBorn 1980-2007
- 133. Seminal Events
- 135. Schoolyard shootings
- 136. Internet
- 137. Death of Princess Diana
- 138. Clinton/Lewinsky
- 139. 9/11
- 140. Heroes
- 141. Michael Jordan
- 143. Bill Gates
- 144. Mia Hamm, Tiger Woods
- 145. Firefighters, Policemen, Special forces in the MilitaryNexters’: “Current” Core Values…Optimism
- 146. Civic Duty
- 147. Confidence
- 148. Achievement
- 149. Sociability
- 150. Morality
- 151. Diversity
- 152. Street Smarts
- 153. Technology
- 154. MoneyGen Y: At Work…Assets
- 155. Optimistic
- 156. Tenacious
- 157. Heroic
- 158. Multi-tasking
- 159. Techno savvy
- 160. Liabilities
- 161. Need structure, supervision, and help with people issues
- 162. A knack for collective action when wrongedIt’s okay to have several rightanswersNexters’: Philosophically…
- 163. “Clash points”
- 164. Clash Point: Job ChangingVeterans: Job changing carries a stigma
- 165. Boomers: Job changing puts you behind
- 166. Gen X: Job changing is necessary
- 167. Gen Y: Job changing is part of my daily routineSource: Millennials Rising
- 168. Veterans: No news is good news
- 169. Boomers: Feedback once a year, positive with lots of documentation
- 170. Gen X: Hey, how am I doing?
- 171. Gen Y: Feedback whenever I want it at the push of a button.Source: Millennials RisingClash Point: Feedback
- 172. Clash Point: RewardsVeterans: The satisfaction of a job well done
- 173. Boomers: Money, Title, Recognition, the corner office
- 174. GenX: Freedom
- 175. Gen Y: Work that has meaningSource: Millennials Rising
- 176. Clash Point: Career GoalsVeterans: Build a legacy
- 177. Boomers: Build a stellar career
- 178. Gen X: Build a portable career
- 179. Gen Y: Build parallel careersSource: Millennials Rising
- 180. Communicating with Gen YUse action words
- 181. Challenge them
- 182. Tell them why
- 183. Don't talk DOWN to them
- 185. Don’t take yourself or them too seriouslyCommunicating with Gen YA totally different language…MYOB! GTG. TTYL.
- 186. LOL!! BRB
- 187. Mac vs. PC
- 188. Fist bumpsHow can we grow?Do I belong?Understand there are differences.Do your best to bridge differences.Build a culture to move your employees up the engagement pyramid.What do I give?What do I get?
- 189. Understand these differences AND build a cultureSo with so many different styles, how do you build a team?How you communicate differently with different groupsWhat to do for fun. How do you bridge differenceShare one success you have had