Session 7 Engaging the Generations

Transcription

1 Session 7 Engaging the Generations

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3 Generations at Work Quick Guide Traditionalist Baby Boomer Gen Gen Y Born Born Born 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 , 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 In general, generations have different views on: Authority Teamwork Development/skill building Work/life balance 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. The Employee Engagement Group 7-1 Session 7

4 Similarities Similarity What are you doing? What could you do? Achievement Camaraderie Equity and Ethics The Employee Engagement Group 7-2 Session 7

5 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 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 7-3 Session 7

6 The New Hierarchy The Employee Engagement Group 7-4 Session 7

7 Boomers Generation Generation Y Attracting the Generations What does and could your organization do right now to be more attractive to engaged Gen and Gen Y employees? Boomers What do we do now? What could we do? Generation Generation Y The Employee Engagement Group 7-5 Session 7

8 Communicating with the Generations Traditionalist Boomer Generation 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 relationships intertwined Mutual interests Link to vision, mission , 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? The Employee Engagement Group 7-6 Session 7

9 Leading the Generations B Y 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 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 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? The Employee Engagement Group 7-7 Session 7

10 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 Prove or demonstrate competence (knowledge, experience, etc) Important Low skill High Skill to: B Y Acknowledge and value their experience Develop and use strong coaching techniques Demonstrate confidence Using technology Setting clear expectations Identify and communicate growth opportunities Ask opinions and listen to suggestions Maintain a quick pace Building rapport Adapting to different work habits The Employee Engagement Group 7-8 Session 7

11 Rewards and Recognition How do the reward and recognition programs your organization offers meet these needs? The Employee Engagement Group 7-9 Session 7

12 Training the Generations Traditionalists Baby Boomers Gen 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 The Employee Engagement Group 7-10 Session 7

13 Engagement Assignment & Session 8 Pre-Work The Employee Engagement Group 7-11 Session 7

14 Session 7 Optional Assignment Boomers Generation Generation Y 1. What does and could your organization do right now to be more attractive to engaged Gen and Gen Y employees? Boomers What do we do now? What could we do? Generation Generation Y The Employee Engagement Group All Rights Reserved. 1 Session 7 Action Plan Use additional pages if needed. Please finish all sections and be prepared to discuss during session 8

15 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 ( , meetings, etc.)? What is communicated what is considered important? The Employee Engagement Group All Rights Reserved. Work 0 Session 8 Pre- Use additional pages if needed. Please finish all sections and be prepared to discuss during session 8