Today's Work Force: Challenges in a Multi- Generational Work Place

Transcription

1 Today's Work Force: Challenges in a Multi- Generational Work Place Dr. Kathy Slemp, PhD, SPHR Friends University, Wichita, KS 10th Annual Scientific Meeting Administrators, February 2014 Learning Objectives Define the four generations and their workplace characteristics Identify common characteristics of each generation and how those characteristics affect motivation and behavior in the workplace Describe how each generation defines success and understand how the differences affect communication and relationships in the workplace Discuss how your approach may need to change when motivating, managing and leading employees of different generations Appreciate and gain respect for what is important to each generation 2 Traditionalists Boomers Gen Xer s Millennial 1

2 Do you speak this language? ROTFL BFF LOL BRB GR8 LYLAS OMG What does this mean to the workplace behavior? A Snap Shot Boomers Most influential people today 80 million people 12 2

3 Gen Xers Prove it to me 45 million people Millennial Born after 1980 Instant Gratification 75 million people How is communicating with someone from another generation different from communicating with someone from your own generation? Laughter Helps Cam MarstonA Humorous Look at the Four Generations intoday s Generation. 15 Consider the following: What happens when generations define success differently? How do the conflicting definitions of success affect how we motivate, coach and encourage in the workplace? How to Deal with Four Generations Feedback & Communication Styles Work Processes & Technology Focus Business Etiquette Dress and Grooming Authority, Leadership and Hierarchy Respect

4 Recruitment Traditionalists-Set hours, and benefits Boomers-redefine retirement; show them the track Gen X-We want you to have a life, free time is a benefit; evaluate on merit GenY Use the internet; demonstrate corporate/social responsibility Day-To-Day Traditionalist-Be clear you are the boss Boomers Value their experience; give them credit ; reward with perks and status symbols Gen X Avoid micromanaging; manage by objective; create choices. GenY value diversity; provide guidance; show meaning; leverage experience; provide a team experience. Training Traditionalist - Classrooms, on the job training Boomers - 2-teirs Outside edge- classroom, careful use of technology Inside edge-recognize they know and love technology Gen X- create choices, use technology, make it interesting; focus on need to know information GenY use mentor programs; ramp up orientation, technology is a must Traditionalist Allow the employee to set the rules of engagement Ask what has worked for them in the past and fit your approach to that experience Let them define quality and fit your approach to that definition 22 Boomers Show them how you can help them use time wisely Assess their comfort level with technology in advance Demonstrate how important a strong team is Customize your style to their unique needs Boomers, cont. Emphasize that working with you will be a good experience for them Emphasize that their decision is a good one and a victory for them they re competitive and want to win Follow up and check in and ask how the individual is doing on a regular basis

5 Xers Put all the options on the table Be prepared to answer why Present yourself as an information provider Use their peers as testimonials when possible Xers Appear to enjoy your work remember carpe diem Follow up and meet your commitments. They re eager to improve and expect you to follow through Millennials Offer customization a plan specific to them Offer peer-level examples Spend time providing information and guidance Be impressed with their decisions Let s practice No really, lets practice Move in to groups Pull out the scenario behind your name tag Take turns practicing 27 I ll help A Quick Review Generational context is not about age, but common experiences Different is neither right nor wrong, just different Age-ism is the death of any coaching strategy 30 5

6 References In Conclusion There are four generations of employees represented in the U.S. workforce (soon to be five) The question is not Will you have a multigenerational workplace? The question is Are you prepared? The ability to recognize and bridge generations gaps is a powerful competitive advantage. Karp, Hank; Fuller, Connie; Sirias, Danilo. Bridging the Boomer Xer Gap: Creating Authentic Teams for High Performance at Work. Palo Alto, Calif.: Davies-Black Publishing, Kersten, Denise. Today s Generations Face New Communications Gap, USAToday, November 15, Lancaster, Lynne C.; Stillman, David. When Generations Collide: Who They Are, WhyThey Clash, How to Solve the Generational Puzzle at Work. HarperCollins Publishers Inc., Sago, Brad. Uncommon Threads: Mending the Generation Gap at Work, Executive Update, July Walston, Sandra Ford. Distinguishing Communication Approaches Across Generations, 1999 (online publication), 31 Zemke, Ron; Raines, Claire; Filipczak, Bob. Generations at Work: Managing the Clash of Veterans, Boomers, Xers, and Nexters in Your Workplace. New York, N.Y.: American Management Association,