STRATEGIES FOR SUCCESSFULLY MANAGING A MULTIGENERATIONAL WORKPLACE

Transcription

1 STRATEGIES FOR SUCCESSFULLY MANAGING A MULTIGENERATIONAL WORKPLACE M. Christopher Moon Jackson Lewis PLLC Salt Lake City chris.moon@jacksonlewis.com (801) Jackson Lewis P.C.

2 GENERATIONAL ISSUES: OFTEN OVERLOOKED Most companies focs on diversity in regards to gender and ethnicity Why Focs on Generational Isses? More than 60% of employees experience generational conflict Age discrimination claims are redced throgh employment practices based on fairness and eqal opportnity for all generations Higher prodctivity 2

3 GENERATIONS Name Estimated Years Age in 2016 Silent Generation/ Traditionalists Baby Boomer Generation X Millennial

4 TRADITIONALISTS Who are they? Grew p dring World War II, or when the contry was jst coming ot of the Depression. (Born ) Workplace Strengths Hardworking, Experience, Loyal, Focsed, Emotionally Matre Workplace Challenges Relctant to change the way things are done Not as familiar with technology Reserved when they disagree How are they motivated? When actions are connected to overall good of the organization 4

5 BABY BOOMERS Who are they? A majority of employees. Grew p in the Civil Rights and Vietnam Era. (Born ) Vales inclde self-flfillment, individalism Tend to qestion things more Workplace Strengths Dedicated, Knowledgeable Workplace Challenges Balancing work and family Relctant to confront peers How are they motivated? By leaders who involve them and demonstrate how they can have an impact 5

6 GENERATION X Who are they? Grew p with Michael Jackson and the anti-drg campaign. They are independent risk-takers. (Born ) Workplace Strengths Creative, Independent, Adaptive Workplace Challenges Distrst of athority Dislike office politics How are they motivated? By lack of micromanagement/ ability to get projects done on their own schedle 6

7 MILLENNIALS Who are they? The newest members of the workforce. Many came from parents who did everything for them, sense of entitlement and immediate gratification. (Born after 1980) Grew p with internet, incredible skills in assessing/applying information Tend to have shorter attention spans Confident and may appear cocky Workplace Strengths Tenacios, Driven to learn/grow, Ability to mltitask Workplace Challenges Reject the idea of paying their des Need spervision and strctre How are they motivated? When tasks are connected to their own career goals 7

8 8 Who Are The Millennials?

9 Why Does this Matter in Utah? Provo, Utah is the most millennial place in America Brookings Instittion stdy fond Provo has the highest percentage of millennials Forbes.com Metros with greatest share of jobs held by millennials: #1. Provo, #4. Salt Lake City, #7 Ogden Millennials overtook baby boomers as the largest generational grop in the nation in 2015, bt they have been the largest grop in Utah since The combination of a growing, yothfl workforce with an advantageosly low cost of rnning a bsiness makes Salt Lake City an ideal location for technology companies to call home. CBRE Senior VP Eric Smith 9

10 MILLENNIALS: Myths and Misconceptions Myth # 1 millennials want constant praise everyone deserves a trophy. Myth # 2 millennials want to do everything online. Myth # 3 millennials are more likely to jmp ship. 10

11 MILLENNIALS: Trths #Millennials Eager to learn and adapt to new technologies. Work in grops. Desire reglar feedback. Motivated differently. Desire flexibility. Vale social media. Crave in-person meetings. 11

12 Recent Stdy Commissioned by Utah Company Jive Commnications srveyed 2,000 millennials. What did those millennials want? Flexibility: 37% said a job with flexible hors is essential. 64% said they wold leave a job if it was difficlt to take sick or personal days. Remote work: 63% said they may not be interested in a ftre job if it did not offer remote working. Speedy technology Open company cltre: Biggest reasons millennials leave is that they don t like the atmosphere of the office. 12

13 Recriting Millennials Time is rnning ot to adopt/change recriting polices. Tips corporations can do now: Engage in social media; Create a mobile-friendly site; Emphasize company cltre; Get creative in recriting Millennials; Make time and answer millennials qestions dring interview process; Have creative perks that attract the best and brightest. 13

14 Training Millennials Be tech savvy. Be visal. Reglar, ongoing training. Positive and trthfl feedback. Keep it short. Gamify. Set clear expectations. 14

15 Managing Millennials What can YOU do now? Listen! Commnicate. Reglar feedback. Take advantage of skills. Be specific. Be positive, bt realistic. Bild a relationship. Help them grow. 15

16 ADVANTAGES OF A MATURE WORKFORCE Dependable Strong work ethic Age brings experience Provides leadership Mentor yonger employees Low trnover Motivated 16

17 ADVANTAGES OF A YOUNGER WORKFORCE Tech savvy Can mlti-task Open to learning new things in different ways Eager Not set in their ways Want to move p (qickly) High energy 17

18 CHALLENGES IN A MULTI-GENERATIONAL WORKPLACE Assmptions made abot the others Varios stereotypes exist Different time frames for accomplishing tasks Different attention spans Stereotype Examples: Baby Boomers think Generation X-ers are too impatient and willing to throw ot time-tested strategies Generation X-ers see Baby Boomers as too political and inflexible Traditionalists may see Baby Boomers as too selfabsorbed Generation Y may see older generations as to ot of toch 18

19 COMMON COMPLAINTS She doesn t follow directions He doesn t dress appropriately for work She wants to work from home He doesn t have commitment to the job He is so set in his ways 19

20 QUESTIONS TO ASK What is their work ethic? How do they learn? How do they commnicate? What are their priorities? What are their expectations? What kind of team bilding works best with them? 20

21 TRADITIONALISTS / BABY BOOMERS It s a career Reading and Listening Work Ethic How Do They Learn? GEN X / MILLENNIALS It s a job How Do They Commnicate? Formal throgh proper channels Online, snippets Casal and direct 21

22 TRADITIONALISTS / BABY BOOMERS GEN X / MILLENNIALS Work hard and move p Expectations Team Bilding Entitlement Staff activities Drinks After Work Loyalty Strong loyalty to company To themselves and their own best interest 22

23 NEW GENERATIONAL PROBLEMS IN THE WORKPLACE Problems In The Workplace Social Networking: Facebook, Twitter Instant Messaging Cell Phones Text Messaging New Areas of Liability for Corporate Exposre Possible Soltions POLICIES!! Actally distribte and enforce the policies Monitor Compter Usage 23

24 BRIDGING GENERATIONAL GAPS: Employers mst be prepared to mentor, edcate, and manage a niqe and mch more diverse mix of employees to bridge generational gaps 24

25 TIPS FOR MANAGING MULTI-GENERATIONAL EMPLOYEES Recognize differences in the generations and manage accordingly Understand how each generation prefers to commnicate and implement different methods of commnication Hard Copies Online Podcasts 25

26 TIPS FOR MANAGING MULTI-GENERATIONAL EMPLOYEES Inclde generational isses in diversity training Create mlti-generational teams Assign mentors- matching yonger employees with more experienced employees Also reverse-mentoring programs matching senior execs with generation y-ers regarding digital trends and technologies Offer options Consider telecommnicating alternatives Allow collaborative decision making and discssions 26

27 TIPS FOR MANAGING MULTI-GENERATIONAL EMPLOYEES Use appropriate motivations for each generation Train appropriately Each generation learns it its own way i.e. Generation X-ers often prefer compter based training Think otside the box in team bilding i.e. Presentation by yonger employee regarding social networking REMEMBER, all generations want: To be treated fairly Work that provides personal satisfaction Employers who nderstand personal lives are important Work that is valed by employers and cstomers/clients A clear sense of prpose from employers 27

28 QUESTIONS 28

29 Thank Yo With 800 attorneys practicing in major locations throghot the U.S. and Perto Rico, Jackson Lewis provides the resorces to address every aspect of the employer/employee relationship. jacksonlewis.com 29