Achieve It: Attracting, Managing, and Retaining Four Generations

Transcription

1 Achieve It: Attracting, Managing, and Retaining Nancy S. Ahlrichs, SPHR, CDE Strategic Account Manager FlashPoint Outdated Management Tapes Lean and. We don t have time to train people. We need to hire people who can. Career development is up to the. If you don t like it here,. 1

2 Outdated Management Tapes You should be grateful just to have. Anyone off the street could do. (Upon receiving someone s notice...) Don t let the door you on the. It s not personal, it s just. Generational Difficulties What generation-related management or communication issues are too frequent in your world today? 2

3 Drivers for Managing and Communicating Differently 1. Demographics and diversity have changed 2. Individuals make a difference 3. Brands matter 4. Innovation and creativity are THE competitive advantages 5. People management is the new core competency Who s here? 3

4 What Percent Are Each Generation? Veterans = 4% Born before 1946 Age 67 and up Boomers = 39% Born Age Gen X = 22% Born Age Gen Y/Millennials = 22% Born Age Gen Z = <13% Born Age Today s Objectives To understand how to motivate four generations to higher performance To communicate with all four generations in the workplace To retain Gen X and Gen Y employees longer 4

5 Who s Who and Why Generation Work Ethic/ Motivators Leadership/ View of Authority Approach Tools Veterans Born pre % Work hard at 2 3 jobs education Hierarchy, respectful Nondiscussion, on time, under budget You should know what to do Baby Boomers Born % Work hard and stay late things Consensus, love-hate Discussion, on time, under budget Annual reviews Generation X Born % Work hard until 5 p.m. time Competence, unimpressed Discussion, on time, under budget, tech Fast feedback; you get what you expect Generation Y Born % Work hard until 5 p.m. time Teamwork, polite Nondiscussion, on time, under budget, tech Fast feedback; mini-raises Who s Who and Why Generation Values Want a Work Environment World Outlook Veterans Born pre % Dedication, self-sacrifice Conformity, 15% bilingual Practical Baby Boomers Born % Work, work, work Team orientation, 22% bilingual Optimistic Generation X Born % Balanced Diversity of thought, 25% bilingual Skeptical, pragmatic Generation Y Born % Balanced, civic duty Diversity of all types, 43% bilingual Hopeful 5

6 Loyal employees: Decline job offers Walker Information Employee Loyalty Study Want career planning, training and development, and mentoring; take promotions; update job descriptions STAY Walker Information Employee Loyalty Study Fairness at work Care and concern Feelings of accomplishment Appreciation of ideas Trust in employees 6

7 Preferred Communication Channels Veterans Brief memos Meetings Boomers Phone Face-to-face Meetings Gen X Phone Millennials Text Facebook No calls/meetings Gen Z Tweets and texts No Facebook No calls/meetings Preferred Communication Channels Houston, we have a problem! 7

8 X-Friendly Workplaces Priorities for Gen X Women 1. Relationship with supervisor 2. Relationships with peers 3. Interesting work 4. Learning opportunities Priorities for Gen X Men 1. Interesting work 2. Relationship with supervisor 3. Learning opportunities 4. Relationships with peers Y-Friendly Workplaces Gen Y Men Like to work in teams and with diverse employees Want challenges, knowledge, coaching, and respect for their ideas Want to have fun and friends at work Gen Y Women Like to work in teams and with diverse employees Want challenges, knowledge, coaching, and respect for their ideas Want to have fun and friends at work 8

9 Expectations Differ Veterans and Boomers Workaholics want to excel at work Expect to be managed Results = job satisfaction Exchange hard work for pay Gen X and Gen Y Want time for work/ family/self Expect constant learning and to be coached Results + fun = job satisfaction Exchange hard work for pay, praise, AND training and development Every System Is Perfectly Designed to deliver the results that it gets. 9

10 Uncovering Guiding Myths What is the BEST thing about your Boomer and Veteran employees? Uncovering Guiding Myths What is the worst thing about your Boomers and Veterans? What do you want to change? 10

11 Uncovering Guiding Myths What is the BEST thing about your Xer and Gen Y employees? Uncovering Guiding Myths What is the worst thing about your Xers and Gen Ys? What makes you crazy? 11

12 Assuming These Statements Are True how do they affect how you manage, train, and promote each generation of employees? Our assumptions drive our stated and unstated policies. We are wasting half or more of our employees at the most competitive time in U.S. history. 12

13 Optional Exercise 5 minutes Partners focus on only one assigned generation. Discuss and record what you need to start doing or do more of to attract and retain each generation. Rows 1 2: Veterans Rows 3 4: Boomers Rows 5 6: Gen Xers Rows 7 8: Gen Ys Optional Exercise 5 minutes Partners focus on only one assigned generation. Review loyalty and other information. What can you do to retain ENGAGED employees? Rows 1 2: Gen Ys Rows 3 4: Gen Xers Rows 5 6: Boomers Rows 7 8: Veterans 13

14 Every System Is Perfectly Designed to deliver the results that it gets! Don t let age bias hold back your organization! Reaching 2012 goals will take the engagement of every employee! 14

15 Our organizations need all FOUR generations if we are to succeed! Today s Reality To attract, manage, and retain all four generations, one-size approaches will not fit all! Make it a win-win-win-win! 15

16 Thank you! 16