generational divide managing motivating multigenerational talent of workplace

Generational Divide: Managing and Motivating the Multigenerational Talent of

the Workplace

Dr. Kella B. Price, SPHR, CPLPPrice Consulting Group

Did you know…http://www.youtube.com/watch?

v=Mmz5qYbKsvM&feature=channel_page

Outline

Generations at a GlanceDemographics Impact to the workplaceTools to use to engage workers

What do you want to take from this session?

GenerationsSilent Generation Baby BoomersGeneration JonesGeneration XGeneration Y

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

The Perfect Storm…

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)

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–

Workforce by Generation

Percentage of Workers

Gen YGen xBaby BoomersSilent Generation

(Tulgan, 2009)

Formal recognitionConforming, not risk-takersTeam-oriented

http://www.ruf.rice.edu/~gradspkr/2000/images/schwartzkopf.jpg

Silent Generation

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

Baby BoomersHard work and long hours is proof of

your commitmentRespectME-FocusedSeeking work-life Balance

What they bring to the team Driven and service-oriented Good team players

Areas of Conflict Dealing with conflict Self-promoting

BoomersBoomers

Generation XCareer advancementTime off for volunteeringFun, socialization

What they bring to the team Open to receiving feedback Good at networking

Areas of Conflict “Job movers”

Gen XGen X

Generation Y Informal, fun

workplace Immediate

Feedback Lots of incentives,

customized

Loyal Confident Hopeful Goal and

achievement-oriented

Civic-minded Inclusive

What they bring to the team Good at multi-tasking Appreciate diversity

Areas of Conflict Strong parental attachment Need more recognition

Generation YGeneration Y

Generation YVideo excerpt

Produced by: QMR productions Distributed by: Business Performance Group

Contact: Michael Durand877-280-2292mdurand@BPGrp.com

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

A storm brewing in the workplace?

NaturalCritical to successAccept and celebrate differences

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.

http://tinyurl.com/top10-multigen-issuessachac@ca.ibm.com

Consider the following….

Stock Market Impact

“Retirement” is changing.Build opportunities for engagement

and growth.Watch out for frustration.

The melting potUnderstand why people resist

change.Acknowledge different motivations

and needs.Watch out for age bias.

Cater to your employeesLife needs and work expectations

change.Some people live to work. Others

work to live.Look for a healthy balance.

Why can’t I retain the Gen Yers?Reach out and connectShow people how they help make a

difference2 – 3 years is long-term

Stop surfing and start working!Understand the need for connectionFind out what engages peopleFocus on results

Blogs, wikis, and texting oh my!Mentoring works both waysTry out new ways of working, and

adopt the bestWatch out for anxiety and frustration

Generational Work differencesWork-life balanceTaking actionDress CodesRewards and Recognition

Benefits of Understanding Generational Differences

More effective communication Increased recruitment and employee

retentionMotivated employees Increased productivity

and teamwork

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

Boomers

Willing to work extra hours

Researching Generation Y

Silent Baby BoomerGeneration JonesGen XGen Y

Generational Workplace Conflicts

25.420.6

Strongly disagree

Disagree Neutral Agree Strongly agree

Generation Y is…

(Select all that apply)a)Sociableb)Collaborativec)Achievement-orientedd)impatiente)Self-absorbedf)Team-oriented

(Corbett, 2008)

Perceptions of Gen Y Peers

40.729.6

35.2 44.4 53.733.3

53.731.5

020406080

Training needs for Gen YWork ethic – what it looks like in your

organizationCommunication skillsTime Management skillsCustomer service

Strategies Gen YOrientationCoaching/mentoringPeer leadershipSense of ownershipMeeting expectations

Gen Y training strategies Just-in-timeHigher-order thinking and peer

instructionCollaborativeTechnologyFUN and entertainingRecognition and Feedback

Virtual Worlds/ Second Life 80% of active

Internet users will be in virtual worlds by end of 2011 (Gartner )

Jan-07 Jan-08

Millions of Users

(Source: Abrams, 2009)

Learning Innovation Meetup

Second Life Capabilities in Training

Second Life User Demographics

25-3435-4445+

(Source: Abrams, 2009)

Who’s using Second Life? HP IBM Microsoft Cisco Comcast Intel

Time Warner Northrup Grumman Dell Kraft Best Buy Newscorp

Working togetherChoose right mentorsUnderstand differencesShare networksBecome a Web 2.0 userTeam: we need each other

Social NetworkingExpand networkLearn and discuss in brief formatFast, real-timeTwitterLinkedInFacebook

Is anyone “live tweeting” this presentation?YesNo

http://twitter.com/home

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/

Who has a blog?YesNo

Are you ready for texting? MTF NP BAU PCM PTMM

CM CYE SOTMG F2F

What can we use texting for in training?

Tagging and BookmarksLearn from othersLong-term referenceCan be public or to a specific groupUse links and tags to describeReddit, technorati, delicioushttp://delicious.com/kellaprice

CollaborationsGo to Meeting iLincGoogledocsWebEx

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

Mixed-Generation SettingActive Learning: experience and

dialogueBlended Learning: combination of

activities

Group ActivityWhat can you learn from this

generation?What can you teach this generation?

Group ActivityOne thing I appreciate about each

Generation is…SilentBaby BoomerGen XGen Y

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

Consider …

RetirementNew graduatesLack of skillsGlobal competition

Effective LeadershipTechnologyMentorsOpen communicationFeedbackCreativity and open thinking

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

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

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

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

How about rewards/recognition

MemorabiliaPublic RecognitionBetter TechnologyEducation and skill building

*Source: ”How Veterans, Baby Boomers, Generation Xers and Generation Nexters Can All Get Along in The Workplace” http://www.committment.com/getalong.html

OutlineGenerations at a GlanceDemographics Impact to the workplaceTools to use to engage workers

Thank you!What are your questions?

Dr. Kella B. Price, SPHR, CPLPKPriceConsulting@aol.com

252.622.8119National Advisors for Chapters, ASTD

Price Consulting Group

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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