Accessing the Resources of Your Multi-Generational Workforce

Transcription

1 Accessing the Resources of Your Multi-Generational Workforce March 22, :30-8:30 PM D. Vigneault Beery Asst. Professor, Technical Writing Metropolitan State University of Denver VP, STC RMC [1] [2]

2 MSU Denver Student Body Demographics [3] [4] Colorado Leader in Diverse Enrollment 39.5% Students of Color 12.5% Transfer Students 22% Returning Adult Students (>30) 31.6% First Generation 5% Veterans 2

3 2015 MSU Denver Age Demographics [4] 45 Yrs + 4% Yrs 3% Yrs 5% Yrs 10% 19 Yrs - Younger 16% Yrs 41% Median Age of Student Body is 26 [5] Yrs 21% 3

4 What are the generations? Often named by Broadcasters/ Writers Cultural Commentators Advertising Agencies Demographers [6] 4

5 Tom Brokaw introduced the term Greatest Generation [7] [8] 5

6 Generation Jones was named by sociologist/author Jonathan Pontell [9] [10] 6

7 Linked to Economic, Political & Social Events: Great Depression WWII Post WWII Civil Rights Movement Rise of Television Advancement of Technology [11] 7

8 Linked to Economic, Political & Social Events:??? Great Depression WWII Post WWII Civil Rights Movement Rise of Television Advancement of Technology 8

9 *This is all entirely made up, like every generational timeline. 9

10 Multi-Generational Timeline Traditionalist Baby Boomer Gen Jones Gen X Gen Y Millennial Gen Z D. Vigneault Beery,

11 Multi-Generational Timeline Great Depression Conservative Revolution Recession WW II Civil Rights Rise of TV Sexual Revolution Rise of the PC End of Cold War Rise of Internet Rise of Social Media War on Terror Traditionalist Baby Boomer Gen Jones Gen X Gen Y Millennial Gen Z D. Vigneault Beery,

12 Traditionalist Work Style: Detailed directions and guidance, hard work leads to success [12] Effective Messaging: Your experience is respected [14] Successful Feedback: No News Is Good News, feedback in digestible amounts [12][15] Communication Preference: Formal, face-to-face, written memo or phone call [12][13] 12

13 Baby Boomer Work Style: Work best in teams, value meetings, ask for direction when needed, adapt life to work needs [12] Effective Messaging: Your contribution is unique and important to our success [14] Successful Feedback: Promotions, Title Hierarchy, Pay Raise [12] Communication Style: Face-to-Face, telephone or -allow for discussion [12][13] 13

14 Gen Jones Work Style: Work best in teams, value meetings, ask for direction when needed, adapt life to work needs [12] Effective Messaging: Your contribution is unique and important to our success [14] Successful Feedback: Promotions, Title Hierarchy, Pay Raise [12] Communication Preference: Face-to-Face, telephone or -allow for discussion [12][13] 14

15 Gen X Work Style: Work / Life balance is most important [12] Effective Messaging: Your technical expertise is a big asset [14] Successful Feedback: Immediate & continual feedback to align with organizational goals [12] Communication Preference: Communication that involves technology avoid lengthy discussion [11][13] 15

16 Gen Y Work Style:Want flexibility for work time, will use technology to accommodate [12] Effective Messaging: You will be collaborating with other bright, creative people [14] Successful Feedback: Seeking validation, continual feedback with immediate rewards [12] Communication Preference: s, Chat Rooms expect immediate feedback / response to message on any technology they use. [13] 16

17 Millennial Work Style: Blend work-life and home-life with a limit to work time Effective Messaging: You will be collaborating with other bright, creative people [14] Successful Feedback: Continuous, be honest, value interaction at all levels of the organization Communication Preference:Texting, social networking, in person with boss [12] 17

18 Gen Z It s too early to say for sure, but Work Style: Well defined chain of command with well defined expectations, great at virtual collaboration. Require broadband connectivity. Successful Feedback: Be honest but have your facts together, they don t like waiting for answers Communication Preference: First true digital natives but prefer to communicate in person 18

19 2015 MSU Denver Generation Demographics [4] Gen X / Gen Jones / Boomers 4% Gen X 3% Gen Y / Gen X 5% Gen Z / Millennials 16% Gen Y 10% Millennials 41% Millennials / GenY 21% 19

20 Does this sound familiar? Google 20

21 Strategies for Working X-Gen: Communication Don t get caught up on labels Honor the basics[15] Explore communication preferences Balance traditional procedures with support for flexibility & creativity [14] Goal: Help everyone be heard! 21

22 Strategies for Working X-Gen: Assigning Project Tasks Set expectations that leverage generational differences Plan training & coaching for new tasks Create opportunities for collaboration Goal:Generational understanding will facilitate the greatest utilization of skills. 22

23 Strategies for Working X-Gen: Mentoring Potential Corporate Programs: Mentoring Reverse Mentoring Cross-Generational Awareness Training Building a culture of coaching & understanding across generations Goal:A program for knowledge transfer, capturing institutional knowledge and helping with the infusion of new technology and practices. 23

24 Takeaways The keys for successful X-Gen collaboration are: Mentoring Communication 24

25 Survey Please complete your Workforce Survey Break into small groups and share X-Gen work experiences Choose one or two that you could share with the larger group 25

26 Thank You Accessing the Resources of Your Multi-Generational Workforce D. Vigneault Beery Asst. Professor, Technical Writing Metropolitan State University of Denver VP, STC RMC

27 Works Cited [1] Society for Technical Communication (n.d.). [Society for Technical Communication Logo]. Retrieved from [2] Metropolitan State University of Denver (n.d). [MSU Denver Logo]. Retrieved from [3] MSU Denver Admissions Office. (2016). University Fact Sheet 2016/2017. Retrieved from: [4] MSU Denver Office of Institutional Research (2016) Institutional Research Data Book. Retrieved from: [5] Whaley, M. (2016, September 8). Stephen Jordan plans to retire as Metro State president, will say on until June. Denver Post. Retrieved from: [6] Bump, P. (2014, March 25). Here Is When Each Generation Begins and Ends, According to Facts. The Atlantic Monthly Online. Retrieved from: [7] Sherwood, V. / NBC. (n.d.). Tom Brokaw Stock Photo. Retrieved from: [8] Tillman, B. (2014) Forgotten Fifteenth: The Daring Airmen Who Crippled Hitler s War Machine. Washington D.C. Regnery History. Retrieved from: [9] Souza, P. (2012). P120612PS-0463; Official portrait of President Barack Obama in the Oval Office. Retrieved from: Obama White House Flickr photostream. [10] Green, B. (2008). Jonathan Pontell [Photo]. Retrieved from: [11 ] Hipp, P. (2016). F.U., I m not a millennial. Huffington Post. Retrieved from: [12] Carebridge Corporation (2011). Five steps to bridging the workplace generation gap. Retrieved from: 27

28 Works Cited [13] Shacklock, K. (2015). The impact of generations working together: 2015 a significant year. Griffith Business School MBA White Paper. Retrieved from: data/assets/pdf_file/0015/701331/mba-white-paper-impact-of-generations-working-together.pdf [14] Dittman, M. (2005, June). Generational differences at work. APA Monitor, Vol. 36, No. 6. Retrieved from: [15] Smith, G.P. (2013, July 9). Managing generations in the workplace. HR Voice. Retrieved from: General The Economist (2013, Sept 18) Generations in the workplace: Winning the generation game. The Economist. Retreived from: American Management Association (2007, Jan 23) Leading the four generations at work. American Management Association. Retrieved from: Knight, R. (2014, Sept 25) Managing people from 5 generations. Harvard Business Review. Retrieved from: Lessons In Leadership (2009, Apr 7) How to manage different generations. Wall Street Journal. Retrieved from: Celeste, J. (2015, Sept 8.) Seven ways businesses can surf the silver tsunami and survive. Huffington Post. Retrieved from: Society for Human Resource Management (2016, July 7) Aging workforce research initiative. Society for Human Resource Management. Retrieved from: 28