Generational Divide Managing Motivating Multigenerational Talent Of Workplace
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Transcript of Generational Divide Managing Motivating Multigenerational Talent Of Workplace
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Generational Divide: Managing and Motivating the Multigenerational Talent of
the Workplace
©2009 Price Consulting Group 1
Dr. Kella B. Price, SPHR, CPLPPrice Consulting Group
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Did you know…http://www.youtube.com/watch?
v=Mmz5qYbKsvM&feature=channel_page
©2009 Price Consulting Group 2
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Outline
©2009 Price Consulting Group 3
Generations at a GlanceDemographics Impact to the workplaceTools to use to engage workers
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What do you want to take from this session?
©2009 Price Consulting Group 4
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GenerationsSilent Generation Baby BoomersGeneration JonesGeneration XGeneration Y
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Work Styles Traditionalist Boomers Gen Xers Gen Ys
Linear work style
Change = Something’s wrong
Structured work style
Change = caution
Informal work style
Change = potential opportunity
Fluid work style
Change = Improvement
6Source: n-gen People Performance Inc. www.ngenperformance.com
Clashpoints around CareersTraditionalists: Build a legacyBoomers: Build a stellar careerXers: Build a portable careerYers: Build parallel careers
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The Perfect Storm…
7
Traditionalist Boomer Gen X Gen YersTraining The hard way Too much and
I’ll leaveRequired to
keep meContinuous and
expected
Learning style Classroom Facilitated Independent Collaborative & networked
Communications style
Top down Guarded Hub & Spoke Collaborative
Problem-solving Hierarchical Horizontal Independent Collaborative
Decision-making Seeks approval Team informed Team included Team decided
Leadership style Command & control
Get out of the way
Coach Partner
Feedback No news is good news
Once per year Weekly/Daily On demand
Technology use Uncomfortable Unsure Unable to work without it
Unfathomable if not provided
Job changing Sets me back Sets me back Necessary Part of my daily routine
Source: Lynne C. Lancaster and David Stillman. When Generations Collide:Who They Are. Why They Clash. How To Solve the Generational Puzzle at Work (HarperBusiness, 2002)
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What Generation are you?a) Silent Generation / Traditionalists (Born
between 1920 - 1945)b) Baby Boomers (Born between 1946–1954)c) Generation Jones – 1955-1964d) Generation X (Born between 1965–1979)e) Gen Y / Millennials (Born between 1980–
2000)
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Workforce by Generation
24
29
41.5
6
Percentage of Workers
Gen YGen xBaby BoomersSilent Generation
©2009 Price Consulting Group 9
(Tulgan, 2009)
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Formal recognitionConforming, not risk-takersTeam-oriented
©2009 Price Consulting Group 10
http://www.ruf.rice.edu/~gradspkr/2000/images/schwartzkopf.jpg
Silent Generation
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Silent GenerationSilent Generation
What they bring to the team Superb interpersonal skills Good work ethic
Areas of Conflict May struggle with diversity May struggle with technology
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Baby BoomersHard work and long hours is proof of
your commitmentRespectME-FocusedSeeking work-life Balance
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What they bring to the team Driven and service-oriented Good team players
Areas of Conflict Dealing with conflict Self-promoting
BoomersBoomers
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Generation XCareer advancementTime off for volunteeringFun, socialization
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What they bring to the team Open to receiving feedback Good at networking
Areas of Conflict “Job movers”
Gen XGen X
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Generation Y Informal, fun
workplace Immediate
Feedback Lots of incentives,
customized
Loyal Confident Hopeful Goal and
achievement-oriented
Civic-minded Inclusive
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What they bring to the team Good at multi-tasking Appreciate diversity
Areas of Conflict Strong parental attachment Need more recognition
Generation YGeneration Y
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Generation YVideo excerpt
©2009 Price Consulting Group 18
Produced by: QMR productions Distributed by: Business Performance Group
Contact: Michael [email protected]
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Gen Y: Product of their environment Digital media World events-
Terrorism, Heroism, and Patriotism
Encouragement and nurturing/Advocacy
Structure Multiculturalism
You are special Leave no one
behind Connect 24/7 Achieve now! Serve
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A storm brewing in the workplace?
NaturalCritical to successAccept and celebrate differences
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There aren’t generational challenges in MY workplace.a) You're a great manager. Teach
others.b) The issues are there, you just can't
see them.c) You don't have any issues... yet.
©2009 Price Consulting Group 21
http://tinyurl.com/[email protected]
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Consider the following….
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Stock Market Impact
“Retirement” is changing.Build opportunities for engagement
and growth.Watch out for frustration.
©2009 Price Consulting Group 23
http://tinyurl.com/[email protected]
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The melting potUnderstand why people resist
change.Acknowledge different motivations
and needs.Watch out for age bias.
©2009 Price Consulting Group 24
http://tinyurl.com/[email protected]
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Cater to your employeesLife needs and work expectations
change.Some people live to work. Others
work to live.Look for a healthy balance.
©2009 Price Consulting Group 25
http://tinyurl.com/[email protected]
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Why can’t I retain the Gen Yers?Reach out and connectShow people how they help make a
difference2 – 3 years is long-term
©2009 Price Consulting Group 26
http://tinyurl.com/[email protected]
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Stop surfing and start working!Understand the need for connectionFind out what engages peopleFocus on results
©2009 Price Consulting Group 27
http://tinyurl.com/[email protected]
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Blogs, wikis, and texting oh my!Mentoring works both waysTry out new ways of working, and
adopt the bestWatch out for anxiety and frustration
©2009 Price Consulting Group 28
http://tinyurl.com/[email protected]
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Generational Work differencesWork-life balanceTaking actionDress CodesRewards and Recognition
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Benefits of Understanding Generational Differences
More effective communication Increased recruitment and employee
retentionMotivated employees Increased productivity
and teamwork
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Impact to the current economy Willing to go the
extra mile Want to impress
the boss Willing to work long
hours and extra responsibility
Flexible, adaptable
©2009 Price Consulting Group 31
48
40
29
0 50
Gen Y
Gen X
Boomers
Willing to work extra hours
Willing to work extra hours
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Researching Generation Y
1.8
18.2
32.7
43.6
3.6
Silent Baby BoomerGeneration JonesGen XGen Y
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Generational Workplace Conflicts
6.3
25.420.6
41.3
6.3
0
10
20
30
40
50
Strongly disagree
Disagree Neutral Agree Strongly agree
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Generation Y is…
(Select all that apply)a)Sociableb)Collaborativec)Achievement-orientedd)impatiente)Self-absorbedf)Team-oriented
©2009 Price Consulting Group 34
(Corbett, 2008)
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Perceptions of Gen Y Peers
72.2
40.729.6
44.4
98.1
35.2 44.4 53.733.3
53.731.5
020406080
100
©2009 Price Consulting Group 35(Corbett, 2008).
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Training needs for Gen YWork ethic – what it looks like in your
organizationCommunication skillsTime Management skillsCustomer service
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Strategies Gen YOrientationCoaching/mentoringPeer leadershipSense of ownershipMeeting expectations
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Gen Y training strategies Just-in-timeHigher-order thinking and peer
instructionCollaborativeTechnologyFUN and entertainingRecognition and Feedback
©2009 Price Consulting Group 38
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Virtual Worlds/ Second Life 80% of active
Internet users will be in virtual worlds by end of 2011 (Gartner )
Uses9
16.7
0
5
10
15
20
Jan-07 Jan-08
Millions of Users
©2009 Price Consulting Group 39
(Source: Abrams, 2009)
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Learning Innovation Meetup
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Second Life Capabilities in Training
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Second Life User Demographics
35
29
21
Users
25-3435-4445+
©2009 Price Consulting Group 42
(Source: Abrams, 2009)
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Who’s using Second Life? HP IBM Microsoft Cisco Comcast Intel
Time Warner Northrup Grumman Dell Kraft Best Buy Newscorp
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Working togetherChoose right mentorsUnderstand differencesShare networksBecome a Web 2.0 userTeam: we need each other
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Social NetworkingExpand networkLearn and discuss in brief formatFast, real-timeTwitterLinkedInFacebook
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Is anyone “live tweeting” this presentation?YesNo
http://twitter.com/home
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Blogging Publish ideas or discussion WordPad Youtube
http://www.youtube.com/watch?v=JcXF1YirPrQ Wikipedia Blogspot
http://srcclimbingcompanions.blogspot.com/ http://www1.astd.org/blog/
©2009 Price Consulting Group 47
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Who has a blog?YesNo
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Are you ready for texting? MTF NP BAU PCM PTMM
CM CYE SOTMG F2F
©2009 Price Consulting Group 49
What can we use texting for in training?
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Tagging and BookmarksLearn from othersLong-term referenceCan be public or to a specific groupUse links and tags to describeReddit, technorati, delicioushttp://delicious.com/kellaprice
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CollaborationsGo to Meeting iLincGoogledocsWebEx
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How does the technology impact YOU?More peer-to-peer collaborationBetter knowledge transferReal-time activities and informationLow skills required to useLow cost to implement Increase training opportunities/modalities
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Mixed-Generation SettingActive Learning: experience and
dialogueBlended Learning: combination of
activities
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Group ActivityWhat can you learn from this
generation?What can you teach this generation?
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Group ActivityOne thing I appreciate about each
Generation is…SilentBaby BoomerGen XGen Y
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Venn Diagram of Learning PreferencesCorbett, S. (2008). Targeting different generations. In B. Hoffman (Ed.), Encyclopedia of Educational Technology. Retrieved January 28, 2009, from http://coe.sdsu.edu/eet/articles/generationtrgt/start.htm
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Consider …
RetirementNew graduatesLack of skillsGlobal competition
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Effective LeadershipTechnologyMentorsOpen communicationFeedbackCreativity and open thinking
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A 60-something graduate recently reflected: ‘We wanted what they want. We just felt we couldn’t ask.’ Herein lies the truth: what young workers want isn’t so different from what everyone else wants. However, young workers are asking for it.
--Karen Cates and Kimia Rahimi, “Mastering People Management,” Financial Times, November 19, 2001
©2009 Price Consulting Group 59
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Reasons Employees Leave
Job or Workplace Was Not as Expected Job and Person Fit Too Little Coaching and Feedback Lack of Growth and Advancement
Opportunities Devalued And Unrecognized Stress and Work-Life Imbalance Loss of Trust and Confidence in Senior
Leaders
60
Source: The 7 Hidden Reasons Employees Leave: How to Recognize the Subtle Signs and Act Before It's Too Late by Leigh Branham Soundview Executive Book Summaries © 2005http://www.books24x7.com/book/id_11024/toc.asp
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Intergenerational Mgmt challenges Hard to motivate, coach and give
assignments to those you don't understand Trust is an important We don't work well with people we don't trust
to do the "right thing"
61*Source: ”How Veterans, Baby Boomers, Generation Xers and Generation Nexters Can All Get Along in The Workplace”http://www.committment.com/getalong.html
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How about rewards/recognition
MemorabiliaPublic RecognitionBetter TechnologyEducation and skill building
62
*Source: ”How Veterans, Baby Boomers, Generation Xers and Generation Nexters Can All Get Along in The Workplace” http://www.committment.com/getalong.html
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OutlineGenerations at a GlanceDemographics Impact to the workplaceTools to use to engage workers
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Thank you!What are your questions?
Dr. Kella B. Price, SPHR, [email protected]
252.622.8119National Advisors for Chapters, ASTD
Price Consulting Group
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References•Corbett, S. (2008). Targeting different generations. In B. Hoffman (Ed.), Encyclopedia of Educational Technology. Retrieved January 28, 2009, from http://coe.sdsu.edu/eet/articles/generationtrgt/start.htm •Gravett, L. and Robin Throckmorton. (2008). Bridging the Generation Gap: how to get Radio Babies, Boomers, Gen Xers, and Gen Yers to Work together and achieve more. Career Press: Franklin Lakes, New Jersey.•Howe, Neil and William Strauss. (2000). Millenials Rising: The Next Great Generation. New York: Vintage Books.•Karp, Hank et al. (2002). Bridging the Boomer-Xer Gap: Creating Authentic Teams for High Performance at Work. Davies-Black Publishing: Palo Alto, CA.•Martin, C and Bruce Tulgan. (2006). Managing the Generation Mix: From Urgency to Opportunity (2nd Edition). HRD Press: Amherst, Massachusetts.•Tapscott, Don. (2009). Grown Up Digital: How the Net Generation is Changing your world. McGraw Hill: New York.•Tulgan, B. (2009). Generation Y Defined: The New Young Workforce. Retrieved May 8, 2009 from http://www.hrtools.com/insights/bruce_tulgan/generation_y_defined_the_new_young_workforce.aspx .
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