Mixing and Managing a Multigenerational Workforce

Transcription

1 Mixing and Managing a Multigenerational Workforce Jeri L. George, M.Ed., SHRM-CP, PHR April 2015

2 Today s Purpose To provide insight into the defining differences between the 5 generations: Traditionalists, Baby Boomers, Generation X, Millennials/Generation Y, and Generation Z. Understanding the commonalities between the generations and their work styles affords HR professionals and employers the opportunity to develop specific multi-generational management strategies.

3 Objectives 1) Explore and understand the commonalities among the 5 generations. 2) Outline and define the work styles of each generation. 3) Develop practical strategies for managing multigenerational work environments. Teamwork makes the dream work!

4 Goodwill Industries of SA <1% Traditionalists (Age 90-70) 37% Baby Boomers (Age 69-51) 42% Generation X (Age 50-34) 21% Millennials (Age 33-15) 0% Generation Z (Age 14-0) Our Focus: -Succession Planning -Strategic Communication Goodwill helps change lives through the power of work.

5 Commonalities of Generations Everyone Wants to succeed Wants to feel valued Wants clearly defined goals Needs clear communication Likes to have fun and enjoy their work environment And No one likes conflict

6 Commonalities of Generations Life has changed. Everyone fears the same thing

7 The Generations Traditionalists Born Age Baby Boomers Born Age Generation X Born Age Millennials Born Age Generation Z Born 2001-Present Age 14-0

8 Audience Poll What generations are represented in the audience today?

9 What is important to the generations? Traditionalists (Age 90-70) Loyalty and fair play Ethics come first Unconditional respect Giving back Honor commitments Acknowledgment Legacy Value experience Baby Boomers (Age 69-51) Process oriented Play by the rules Rewards and money Lives to work Process and collaboration Flourishes with coaching and mentoring

10 Everyone Wants to be Included

11 Everyone Wants to be Included

12 What is important to the generations? Generation X (Age 50-34) Results oriented Works to live Quality of work/life Self-reliant Believe they can learn from the boss and the boss can learn from them Millennials (Age 33-15) Optimistic Make a quick impact Seek responsibility and feedback Passionate Autonomy and flexibility Multitaskers Question automatic respect Candid, express themselves openly

13 What is important to the generations? Generation Z (Age 14-0) Millennials on steroids Look at Me Independent/Freedom Diverse Digital natives Constant digital connectedness Flexible work/life integration Impatience Motivated to volunteer

14 Introducing Gen Z

15 Technology Work Styles Traditionalists/ Boomer (Age 90-51) Gen X (Age 50-34) Millennials/ Gen Z (Age 33-0) Another thing to do and learn The best way to stay in touch Not nearly as good as IM and blogging Instant Message (IM) is Text messages are Mobile video messaging is Another distraction popping up on my screen For techie kids A good quick way to get things done Good for short messages Like breathing What I do all day No idea A novelty Commonplace PowerPoint is Effective and professional My right arm Boring in a speech and hard to make interesting

16 Technology Work Styles Face-to-face meetings are Search engines are Conference calls are Traditionalists/ Boomer (Age 90-51) Gen X (Age 50-34) Vital Key Formal Useful but not trustworthy Next best thing to a meeting How did we survive without Google The way we work these days Millennials/ Gen Z (Age 33-0) My super tool An opportunity to multitask while listening

17 Take 3 At your tables take 3 minutes to share how your organization communicates and shares information. What methods seem to be the most successful and why?

18 Tips for Managing Generations Communication: 1. Build awareness that the generations bring different ideas, challenges, and opportunities to the work place. 2. Speak and communicate in ways that motivate each generation.

19 Communication Methods Generation Preferred Method Suggestions Traditionalists (Age 90-70) Baby Boomers Age (69-51) Memos Letters Personal Notes Individual Interactions Face-to-Face Phone Calls Personal Interaction Structured Networking Words and tone of voice should be respectful, with good grammar, clear diction, no slang or profanity. Language should be formal and professional, and the message should relate to organization history and long-term goals. Conversations should be more informal, perhaps over coffee or lunch. Boomers tend to see relationship and business results as intertwined. Ask about mutual interest. Make the conversation participative by getting the other s input, and link the message to the team or individual vision, mission, and values.

20 Communication Methods Generation Preferred Method Suggestions Generation X (Age 50-34) Millennials/ Generation Z (Age 33-0) Voic Casual Direct and Immediate Digital (IM, Blogs, Text Messages), Collaborative Interaction Do not waste the person s time. Be direct and straightforward. Avoid corporate-speak. Send and or leave a voic that states clearly what you want, how it will serve the Generation Xer, and when you want it. Be positive. Send a text message or meet face-to-face. Tie the message to their personal goals or to the goals the whole team is working toward. Don t be condescending. Avoid cynicism and sarcasm.

21 How to Communicate with Gen Z

22 Practical Tips for Managing Generations Work-Life Balance: 1. Rethink what work is and where it is done. 2. Define and offer more flexible work arrangements. 3. Determine which jobs can have flexible arrangements. 4. Develop new measures of accountability and productivity.

23 Practical Tips for Managing Generations Growth and Development: 1. Engage younger workers in meaningful projects and validate their desire to be involved in work that matters. 2. Embrace social networking in workplace policies.

24 Practical Tips for Managing Generations Growth and Development, Cont.: 3. Mentor and develop employees. Millennials often need soft-skills mentoring how to dress, how to act, write and speak in a professional world. The also need mentoring on how to accept feedback. Reverse mentoring Boomers have a lot to offer younger workers because of their deep understanding of the business. Millennials can also offer older generations skills in cutting-edge technology and help transform an organization.

25 Practical Tips for Managing Generations Providing Recognition and Rewards: 1. Reevaluate your rewards and recognition system. 2. Offer a menu of rewards and recognition. 3. Offer on-the-spot awards. 4. Make recognizing employees an important part of every manager s job and add it to their performance review.

26 Reward Preferences Generation Traditionalists Baby Boomers Generation X Millennials Reward Preferences Tangible symbols of loyalty, commitment, and service including plaques and certificates Personal attention, promotion, and recognition Free time, upgraded resources, opportunities for development, certifications to add to their resumes Awards, certificates, monetary rewards

27 Employee Engagement Engagement: 1. Retain engaged employees. 2. Transform average employees into engaged employees. 3. Focus on the disengaged last.

28 Items to Consider when Developing a Plan 1. Determine the number and percentage of generations represented. 2. Research the generations. 3. Determine HR and/or organizational needs and goals (i.e.- succession planning, increased productivity, conflict resolution, employee morale, etc.). 4. Determine how current HR policies and workplace rules either support or hinder the goals. 5. Develop a common communication plan. 6. Determine who needs to be trained. 7. Conduct trainings to generate buy-in.

29 Navigating the Multigenerational Workforce 5 Points to Remember: 1. Remember commonalities amongst the groups: 3 R s Respected, Remembered, and Recognized 3 C s Coached, Consulted, and Connected 2. Avoid stereotypes 3. Communicate strategically 4. Encourage collaboration/mentoring 5. Capitalize on the diversity of thought

30 Be Together. Not the Same.

31 Contact Information Jeri L. George Mobile:

32 Resources 12 February IBM Center for The Business of Government. Practical Advice for Managing a Multi-Generational Workforce. Collide_NE.pdf. 12 February Ritter, Cally. When Generations Collide: Managing a Multigenerational Workforce.