The Workforce Generation Gap- The HR Nightmare. Bianca Moreiras, Consultant, Coaching & Speaker Bianca Moreiras & Associates

Transcription

1 The Workforce Generation Gap- The HR Nightmare Bianca Moreiras, Consultant, Coaching & Speaker Bianca Moreiras & Associates

2 Generation timeline Veterans, Silent, Traditionalists Baby Boomers Generation X, Gen X, Xers Generation Y, Gen Y, Millennials, Echo Boomers Just the facts: Traditionalists: 35 million Baby Boomers: 84 million X-Generation: 68 million Y-Generation: 80+ million next largest generation of people in the workforce

3 The Office

4 Workplace characteristics

5 Every generation has their strengths Identifying Strengths Baby Boomers cost effective Generation X Problem-solving Generation Y- Entrepreneurial Identifying Weakness Baby Boomers Difficult to work with Generation X-Difficult to work with Generation Y-Difficult to work with

6 Personal and lifestyle characteristics by generation

7 Ironic differences What do you think about this cartoon? It appears history does repeat itself to a certain extent

8 Manage the gap Leadership: Recognizing the differences and providing the necessary tools for employees to get their work completed harmoniously. Regardless of the generation, we all share the need for respect, trust and clear communication at work. We must understand the differences and develop strategies to effectively communicate, hire, inspire, lead and train across the generations. Training is essential to all employees put in place a tool to measure what exactly is needed for each generation to excel in their position within the firm

9 What works Good listening skills Don t pass judgment embrace new ideas Training Computer skills and software applications Feedback and rewards Praise Recognition Flexibility Reduced hours Work from home Education Financial responsibilities Future expectations Lifestyle accommodations Childcare Health and wellness programs

10 Good leadership can make all the difference It is important to know the characteristics of the person sitting in front of you when workplace issues come up. If you understand what that person s make-up is, you can act accordingly. This usually helps to achieve a positive result.

11 What else is there We are all in this together Finding common goals and setting them will eliminate, the he said she said or that s not my job attitude Creative thinking and collaborating helps Work in teams and match those teams accordingly Keep current with all technology Latest programs accompanied by training tailored to each generation The traditional law firm is becoming extinct 50% of our baby boomers will be retiring in the next 5 years Embrace change Our industry is slowly recognizing the work/life movement

12 Digital v. traditional or Today v. yesterday

13 Final points Foster Communication The more dialogue the better. Communicate early! Expound Explain clearly goals, and ground rules of your organization Be flexible If your firm wants to keep great employees they need to look at the overall workforce currently in place and start the discussion on making some pivotal changes in culture in order to keep and attract talent Create a Baseline This provides a foundation across the organization that everyone can feel a part of; engaging and inspiring people in order for everyone to be on the same page Be true to your culture One size fits no one. Design your environment to survive in the world of technology

14 Resources Books Good Leaders Ask Great Questions by John C. Maxwell Real Influence By John Ullmen & Mark Goulston Fierce Conversations By Susan Scott Crucial Conversations: Tools for Talking When Stakes Are High by David Maxfield and Joseph Grenny Programs & products ProEdit: Can help analyze your workforce learning needs and customize training approach that is flexible and dynamic

15 Is there a wrong or right way?

16 Questions??? Simple Solutions to Complex Issues Consultant, Business & Career Transition Coach, Speaker & Presenter Serving the legal community for over 34 years