The ABCs of Working With the XYZs

Transcription

1 Webinar: The ABCs of Working With the Presented by: April Hepburn, MS, MBA, PHR October 18, 2011 The ABCs of Working With the XYZs Date: October 18, 2011 Speaker: April Hepburn, MS, MBA, PHR 2 Main Topics Understanding generations Characteristics Providing support Multiple generations working together Common areas of conflict between generations Strategies to manage multiple generations successfully 1

2 Quote For the first time in modern history, the American workforce encompasses four separate generations, each working side by side and the differences among them are one of the greatest challenges facing managers today. Source: Scheef, D. & Thielfoldt, D. (2003). Engaging Multiple Generations among Your Workforce Adapted from Engaging the Generations workshop materials; 2003 The learning Café and Career Systems Int. Poll What generation characterizes you? a) Veterans ( ) b) Baby Boomers ( ) c) Generation X ( ) d) Generation Y ( ) Veterans ( ) Stats/Other Info. Characteristics Supporting Them AKA: Traditionalists, Silents, Matures Value direct leadership, hard work, order, respect, authority and discipline Ask them how their experiences can help you and take suggestions seriously 10% of workforce Detail-oriented/prefer being expert Clarify how things are done as they know the rules Influenced by the Great Depression Influenced by war times and patriotism Willing to climb the ladder patiently Uncomfortable with conflict Help them to understand technology Offer them opportunities to mentor 2

3 Baby Boomers ( ) Stats/Other Info. Characteristics Supporting Them AKA: Golden Boomers Workaholics, Desire quality, Team player, Question authority, Face-to-face communication 40% of workforce Consensual and collegial leadership style Ask them how their experiences can help you and take suggestions seriously Discuss with them the importance of being a team player Following World War II No balance, Work to live Help them to understand the need for balance Individualized freedom (especially in western countries) The civil right movement, the feminist cause of the 1970s, gay rights, handicapped rights, and the right to privacy Ask them about their experiences brought about a change Generation X ( ) Stats/Other Info. Characteristics Supporting Them 30% of workforce The Me generation status seekers Shaped by Watergate and Woodstock Created latchkey kids Entered the job market in a period of massive layoffs Self-reliant, pragmatic, resourceful, creative, adaptive to change, entrepreneurial, skeptical Dislike being micromanaged, willing to break rules Lack a sense of loyalty Use primarily for communication Ask them for feedback and provide regular feedback to them Provide an emotionally safe environment and use an informal style of communication Provide opportunities to increase knowledge Generation Y ( ) Stats/Other Info. Characteristics Supporting Them AKA: Echo Boomers, Millenials, Internet Generation, Nexters Volunteer-minded and socially/globally conscious 15% of workforce Looking for meaningful work and internal achievement Raised at the most childcentric time in our history Came of age amongst technology, constant media stimulation, economic extremes, school violence, HIV/AIDS Achievement-oriented; expect work-life balance Team and relationshiporiented and value positive reinforcement Communicate expectations and roles right away Provide a sense of belonging, use groups and teams Provide non-monetary rewards Focus on interpersonal skills and provide opportunities for growth 3

4 Communication In Agreement All generations agree: In-person communication is the best means to connect with co-workers Generation X and Y: /IM is fine Veterans and Baby Boomers: Face-to-face is most preferred Poll What areas of conflict do you experience the most in dealing with multiple generational workforces? a) Work ethic b) Organizational hierarchy c) Change d) Technology Areas of Conflict: Work Ethic Attitudes, practices and perceptions differ: Work hours Work-life balance Punctuality Salary expectations Professional dress Expectations for advancement 4

5 Areas of Conflict: Organizational Hierarchy Acceptance of organizational hierarchies: Elder employees accept hierarchies Younger employees resist formal structures Tend to have more informal relationships with supervisors Older employees may resist supervision by a younger person Areas of Conflict: Change Younger employees adapt more quickly Use technology Accept different ways of accomplishing the same task Adapt to organizational restructuring Changing career paths Areas of Conflict: Technology Different levels of comfort with technology Cell phones Blackberries Palm pilots Web 5

6 Quote Managing multigenerational workforces is an art in itself Source: Harvard Business School. (2006, April 14). Can you manage different generations? Working Knowledge Newsletter. ( Strategies for Managing Multiple Generations Have open and ongoing discussions regarding intergenerational needs Build age differences into diversity trainings Engage your employees by understanding their needs Think skills, not age Provide opportunities for generational blending Strategies for Managing Multiple Generations (continued) Benefit from diverse opinions Beware of misconceptions in tone or style Use team building Facilitate mentoring Generational differences do not define individuals 6

7 One More Note on Management ACORN Imperative Accommodate employee differences Create workplace choices Operate from a sophisticated management style Respect competence and initiative Nourish retention Quote At the end of the day employees are just people. They all seek respect, financial security and new work experiences. I think it's important that we do not focus on so-called generational differences but instead focus on providing employees the experiences and education necessary to help them succeed and excel at any age. AchieveGlobal CEO Sharon Daniels When Conflict Happens Resolve generational conflict like you would any other team conflict 1. Make sure that good relationships are the first priority 2. Keep people and problems separate 3. Pay attention to the interests that are being presented 4. Listen first; talk second 5. Set out the Facts 6. Explore options together (Interest-Based Relational (IBR) Approach) 7

8 Books to Reference Retiring the Generational Gap: How Employees Young and Old Can Find Common Ground Jennifer J. Deal The Art of Connecting: How to Overcome Differences, Build Rapport, and Communicate Effectively with Anyone Claire Raines and Lara Ewing Generations Working Together What Everyone Needs to Know and Do Steve Ventura Thank You! Questions? Please complete the short online evaluation after exiting from this webinar. 8