Four Generations Four Approaches to Work : Increasing Engagement August 17, 2016

Transcription

1 Four Generations Four Approaches to Work : Increasing Engagement August 17, 2016

2 AGENDA Describe the unique identities of the four generations Identify how generational characteristics translate into behaviors in the workplace Characteristics of engagement Leadership tips

3 GENERATIONAL IDENTITIES

4 THE GENERATIONS Traditionalists ( ) years old Goal is to build a legacy Baby Boomers ( ) years old Goal is to put their stamp on things Gen Xer ( ) years old Goal is to maintain independence Millennials ( ) years old Goal is to find work & life that has meaning

5 POLLING QUESTION

6 Traditionalist ( ) years old Life-defining Events Great Depression World War II Golden Age of Radio Emergence of silver screen Attitudes & Values Loyal Respect for authority Dedication Sacrifice and honour Characteristics & Skills Compliant Stable Hard-working Detail oriented Goal is to build a legacy

7 Baby Boomers ( ) years old Life-defining Events Civil Rights Movement Cuban missile crisis Vietnam War JFK Assassination Cold War Quebec crisis & Bill 101 Trudeau era Attitudes & Values Involvement Team orientation Personal growth & gratification Youthfulness Equality Characteristics & Skills Team players Driven to succeed Relationship focused Eager to add value Goal is to put their stamp on things

8 Gen Xers ( ) years old Life-defining Events PCs AIDS Challenger disaster Corporate downsizing Quebec referendum Berlin wall Attitudes & Values Self-reliance Independence Pragmatism Scepticisms Balance Collaboration Characteristics & Skills Flexible & adaptable Independent Multi-taskers Results-driven Techno-literate Goal is to maintain independence

9 Millennials ( ) years old Life-defining Events Attitudes & Values Characteristics & Skills 9/11 School violence Reality TV Digital technology Scandals Y2K Polarized politics Confidence Diversity Optimism Dedication Civic duty Techno-savvy Collective action Pack mentality Innovative Accepting of differences Self-reliant Goal is to find work and create a life with meaning

10 POLLING QUESTION

11 Higher turnover CHARACTERISTICS OF MILLENNIALS 60% are leaving their employer in less than 3 years Tenure is less than 16 months for those aged years old 54% expect to have 2-5 employers and 25% expect to have 6 or more in their careers Want a deep sense of belonging 71% want their co-works to be their second family Sources: Forbes, 2015 PWC, 2011 The Wall Street Journal, 2015 CEB Global, 2015 Goldman Sachs, 2016

12 CHARACTERISTICS OF MILLENNIALS Will compromise for flexibility and growth opportunities 45% will choose workplace flexibility over pay 95% say work/life balance is important to them Corporate social responsibility give back to the community 58% say they want to work for an employer that can make a difference in the world Sources: Forbes, 2015 PWC, 2011 The Wall Street Journal, 2015 CEB Global, 2015 Goldman Sachs, 2016

13 POLLING QUESTION

14 ORGANIZATIONAL FACTORS Identities Translate Into Behaviours

15 LINK BETWEEN IDENTITIES AND WORKPLACE BEHAVIOUR Generational identities translate into distinct workplace behaviours as they relate to: Relationship with organization Relationship with authority Relationship with colleagues Work styles Management styles Learning styles

16 SITUATING AGE DIVERSITY One form of diversity that intersects other forms of diversity (i.e. gender diversity) Based on values, behaviours and expectations Not different values, but define values differently Use the following charts as a behavioural framework to understand age diversity

17 RELATIONSHIP WITH ORGANIZATION Traditionalist Boomer Gen X Gen Y Definition Loyal to the organization Loyal to the team Loyal to the manager Loyal to colleagues Behaviours And Expectations Long term commitment and tenure Career = Opportunity Add value by going that extra mile Career = Self-worth Exceed expectations and deliver results Career = One part of me Ensure equitable treatment Career = Opportunity to add value & contribute

18 RELATIONSHIP WITH AUTHORITY Traditionalist Boomer Gen X Gen Y Definition Respect for authority and hierarchical system Challenge authority Unimpressed by authority Respect for authority who demonstrate competence Behaviours And Expectations Seniority and job titles are respected Tell me what I should do for you Desire flat organizations that are democratic Let me show you what I can do for you Competence and skills are respected Tell me what you can do for me This generation holds the competency Show me what you can do for me right now

19 WORK STYLES Traditionalist Boomer Gen X Gen Y Definition Linear Structured Flexible Fluid Behaviours And Expectations Follow the rules Change = Something is broken Challenge the rules Change = Caution Change the rules Change = Opportunity Create the rules Change = Improvement

20 POLLING QUESTION

21 THE NEW EMPLOYMENT DEAL Engagement and Productivity

22 THE CHARACTERISTICS OF ENGAGEMENT Organization Employee Transparent Expenditure of discretionary effort Responsive Emotional connection to the organization Partnering Acceptance of Accountability

23 POLLING QUESTION

24 LEADERSHIP TIPS

25 TOP 5 LEADERSHIP TIPS Tip #1 Deliver on your promises To demonstrate transparency, responsiveness, and partnering Tip #2 Participate actively in career collaboration To demonstrate partnering Tip #3 Contextualize projects / tasks within the big picture To demonstrate transparency

26 TOP 5 LEADERSHIP TIPS Tip #4 Initiate feedback loop To demonstrate responsiveness Tip #5 Share past experiences To demonstrate responsiveness and partnering

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