Trust in a Multi-Generational Workforce

Transcription

1 Trust in a Multi-Generational Workforce Cynthia Olmstead Rose Avila, PhD President Principal Consultant, Facilitator, TrustWorks Group, Inc. and Coach RMA Consulting

2 Objectives Understand Generational Distinctions Trust Paradigm what is it? Create a Common Language Bridge the Generational Trust Gap

3 Are You Ready?

4 Today s Work Place Multi generational: first time 4 generations working side by side Multi diverse: age, gender, ethnicity culture, demographics Multi value systems

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6 Typical Generational Comments He has a poor work ethic. Can t you see that the Internet can increase our revenues by 20% each year? Just can t find good workers today; no one wants to work 8 hours a day. I want to coach my kid s little league team but my boss won t let me. Get a life! There is more to life than work.

7 Veterans/Traditionalists: Born Early 1900s s 80 s Value: tradition; loyalty; hard work ethic; structure Influenced by Great Depression and WWI & II Work environment: top down; military influenced Motivated: job well done Work is an end in and of itself.identity through work; workaholics

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9 Boomers: Born Current ages: 40 s 60 s Value: work, work, work to get ahead; go the extra mile; achieve success Motivated by: symbols of recognition or achievement, e.g. titles, promotions, salary increases, special perks Receiving feedback and/or constructive criticism difficult Work environment: Competitive

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11 Gen X ers: Born Current ages early 30s 40s First wave of latchkey: divorce rate tripled; 50% have divorced or single parents; left to fend for themselves; TV, video games Techno wizards, socially uncomfortable Value: freedom; flexibility; change; fun; life balance Motivated by: informality; learning, training, immediate recognition; regular feedback Work environment: little trust in the system; work independently, not in meetings or teams; casual friendly and informal.

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13 Gen Y ers/millenniums: born Current ages: late teens to early 30 s Trophy kids; helicopter parents Highly adept at technology and multi-tasking Value: making a difference; knowing that their work has value; challenge; lack of structure Motivated by: civic duty; morality; sociability Work environment: flexible work schedules, non-hierarchical virtual; casual Impatient

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15 Different Outlooks, a good thing Veterans: Value: tradition; loyalty; hard work; structure Motivated by: job well done Gen-Xers: Value: freedom; flexibility; change; fun; life balance Motivated by: informality; regular feedback; learning, training, immediate recognition Boomers: Value: work, work, work to get ahead; achieving success Motivated by: symbols of achievement, e.g. titles, promotions; salary increases, special perks Gen-Yers: (Millennials) Value: making a difference; knowing that their work is meaningful; challenge Motivated by: civic duty; morality; social justice

16 What is Trust?

17 THE Trust Paradigm

18 Based on Perceptions Behaviors

19 Workplace Perceptions Boomers focus on process and the importance of inclusion = frequent meetings, branded as meeting crazy Gen Xers: balance between work and personal life branded as unmotivated, selfcentered, job hoppers, quickly bored

20 Check Your Perceptions Poll We need to select one of these Describe what loyalty to the company looks like What do other generations do that trigger anger or frustration in me?

21 Perceptions Seek to Understand Millenniums: Gen-Yers: global is local; social justice informal; work independently Boomers: strive to achieve, be at the top Veterans: traditional; favor conventional wisdom

22 Workplace Scenario You are a department manager who has been in this job for 10+ years. You bring extensive knowledge of the organization and know how to get things done within the system. Your assistant manager has recently been hired from a competitor, is computer savvy, and eager to get results. Typical day is to come to work around 10 and work well passed 6:00. Is constantly offering recommendations for new approaches to old processes. Spends time blogging, IMing friends during the day, researching the Internet, and working on getting objectives met. Your tensions are increasing and feel that this individual is not the right fit what is the trust issue?

23 TrustWorks! Model ELEMENTS a Able Demonstrate Competence 1 Expertise 2 Performance 3 Facilitation Skills b Believable Act with Integrity 4 Honesty 5 Values 6 Fair Process c Connected Care about Others 7 People Focus 8 Communication 9 Recognition d Dependable Maintain Reliability 10 Responsiveness 11 Accountability 12 Organization

24 Trust in Generations Model helps us to get past our generational perceptions Provides common reference point for each other Takes away the temptation to stereotype and/ or perform character assassinations

25 Workplace Scenario You are a department manager who has been in this job for 10+ years. You bring extensive knowledge of the organization and know how to get things done within the system. A, D Your assistant manager has recently been hired from a competitor, is computer savvy, and eager to get results. A Typical day is to come to work around 10 and work well past 6:00. Is constantly offering recommendations for new approaches to old processes. Spends time blogging, IMing friends during the day, C, researching the Internet, and working on getting objectives met. A and D Your tensions are increasing and feel that this individual is not the right fit what is the trust issue?

26 Gen Xers Want: A Work Culture that INVOLVEMENT: Engage in offering ideas and solutions C FLEXIBILITY: in work schedule, e.g. work from home 2 days a week; job sharing B TRAINING, MENTORING, FEEDBACK, need to know C RESPECT: work space, time, interruptions, intrusion to get own needs met B D FULL DISCLOSURE: fairness, ethical, honest data B Do NOT micro manage or lecture give the goals and deadlines; be available for input A

27 Millenniums want a Work Culture. Relationships with peers, coworkers and immediate boss pay personal attention; show them you care about them C Include in decision making whenever possible C Give opportunities to do new things, not old things in new ways Immediate gratification C Opportunities to make things happen quickly A No have to pay your dues statements B

28 Gen Y the workforce of the future If you want GenYers to care about your company, show them that you care about them! NAS 2006

29 Workplace Challenges Create a work environment that supports and integrates the needs of multi-generations Build leadership that knows how to communicate Anticipate conflicts Maintain trust across generations

30 The Workforce of the Future Fostering collaboration among the generations should be part of the process within each phase of work. ~ Robert Wendover Crossing the Generational Divide

31 Next Webinar Join us for our next webinar which will address: Developing Strategies to Maximize the Strengths of a Multi Generational Work Force Learning how to address multigenerational challenges

32 Want more information??? Want to: Have a Trust Program presented within your workplace? Become a TrustWorks Certified Facilitator? Purchase our Trust Programs for your teams, leaders or work force? Visit:

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