four generations one workplace: sharing in the information age
DESCRIPTION
For the first time in history there are four cohorts in the workplace at the same time and it is causing a bit of a stir. The primary challenge today is how to navigate amidst these differences. This keynote is designed to educate attendees on generational traits and trends as well its goal is to help breakdown the generational boundaries that multiple generations and differing personalities create within a corporate culture. Using her trademark soft approach humor and relevant examples that leave the audience feeling validates and understood! Olivia motivates audiences by providing real-time approaches to current challenges. Based on her book, Four Generation-One Workplace, this keynote will leave you provoked and inspired to approach the other generations in new and positive ways.TRANSCRIPT
“This so called
‘Generation Gap’ is
just a conversation
we haven’t taken
the time to have
yet”
~Olivia McIvor
Recruiting was Simpler when Work
Was a Paycheck…
How do I maintain
‘freshness’ as a recruitment
& engagement strategy?
2% increase in
employee
cheerfulness =
1% increase
on the bottom line
-Daniel Goleman
1. Recruitment: Why I picked you
2. Retention: Why I stay with you
3. Engagement: Why I am committed emotionally to you
Step Into this Vital Leadership Role
….And Who are Your Future Leaders
1. Leader’s inspirational influence
2. The culture
3. The work itself
Recruiting is About Work Fulfillment
1. Continual learning
2. On the job challenges
3. Opportunity to express
oneself
4. Striking a balance
between life & work
8M surveyed in 1600
companies. Results showed cash &
non-cash had the same effect
on productivity.
$3 in cash was required to
affect the same result as $1 in
non-cash rewards ~World at Work
0
0.5
1
1.5
2
2.5
3
1921 1981 1991 2011 2021 2031
3.1 ratio
decline
Knowledge Transfer Crisis
Ratio of 15-24
To 55-64 Age
Groups entering
the workforce
Globe & Mail Source 2012: census of population and estimates
“Canada is developing a desperate skilled labour
shortage and resolving it is key to the continued success of
Canadian businesses and the economy."
“It predicted that over the next decade there would be shortfalls in construction, oil and gas, nursing, trucking, hospitality industry and
steel trades.”
~The Canadian Chamber of Commerce 2012
2012 Hot CND Jobs
1. Financial Manager
2. Skilled Trades -construction,
transportation, manufacturing,
service
3. College/Vocational Teacher
4. Dentist or dental hygienist
5. Computer & IS mgrs
6. University professor
7. Human Resource specialist/Mgr
8. Pharmacist
9. Registered Nurse
10. Retail Manager
Vigilance to Values Alignment Required
The main challenge of any customer
service organization,
and in the end that is all of us, is to
align the interests of the organization
with the interests of its people.
Clive Beddoe, former CEO West Jet Airlines
The New Currency
• Intrapreneurship: Ramp up bonus structures not base pay
• Equalize non-monetary and monetary
• Ask “what do you think?” more
• Utilize underrepresented pools of labour
first nation, older population, youth, disabled,
immigrants
87% of employees
report having
workplace
flexibility as
extremely or very
important if they
were looking for a
new job ~National Study of the Changing Workforce
“Young people today have no respect for
authority, for their elders, or for the traditions
of the past.
They are lazy and unwilling to work hard
causing no end to worry about the future”
It is not age differences that create a divide but our judgments about
each other does
The Changing of Words
COMPANY LOYALTY
SOCIAL SKILLS
WORK ETHIC
TECHNOLOGY
Entrepreneurial
approach
I work to live
Command
approach
I am my work
Interpersonal
approach
I live to work Interconnected
approach
I work to play
Command
approach
Imprints
• Industrial age
• Grew up during the depression/war
• Work hard-pay your ‘dues’
• Loyalty to church, institutions country
Translates to work
My Request: Respect me
• Respects authority
• Work ethic vs. education
• Formal approach
Work Credo: ‘I am my work’
• Loyalty is power
Interpersonal
Approach
Imprints
• Industrial age
• Time of optimism
• Work hard-pay your ‘dues’
• Cradle to grave loyalty
• Raised by traditional family
• Civil Rights/women’s rights
Translates to Work
My Request: Value Me
• High work ethic & loyalty
• “is this all there is?”
• Experience is power
Work Credo: “I live to work”
• Profession becomes identity
Engagement Strategies Mature Workers
• Interview respecting knowledge & wisdom
• Create mentorship roles
• Offer flexibility with hours
• Adapt the nature of work (Reduce
workload/physical demands of job)
• Offer part-time/job sharing options
• Grant unpaid time off for
activities/volunteerism
• Provide specialized training if required
1. Recruitment: Why I picked you
2. Retention: Why I stay here
3. Engagement: Why I am committed emotionally
The Voice of Your Candidates is Clear
Entrepreneurial
approach
Imprints
• Information age
• Parent/sibling downsized
• Time alone-’latch-key’ kids
• Brutal recession
• Rapid, unprecedented change
• Marrying later
Translates to Work
My Request: Invest in Me
• Don’t micro-manage me
• Grow skills vs. job security
• Education becomes power
Work Credo:" I work to live”
• Demand life-balance
Interconnected
approach
Imprints
• Information Age
• ” be anything you want”
• Access to everything
• Built in BS detector
• Most wanted children
• College becomes High School
• Delayed adulthood
Translates to Work
My Request: Mentor Me
• Confident & assertive
• Community & mentors
• Parents are heroes
• Widen career paths
Work Credo: “I work to play”
• Work can be fun
Invest in Me
Respect Me
Value Me
Mentor Me
education is power
experience is power
loyalty is power
My Crystal Ball
• Pay closer attention to boomer exodus. Re-engage with them to hire or re-hire
• Recruit more to individual values alignment
• Be open to adapt job descriptions to individuals
• Bury the ‘cookie cutter’
• Ask “what barriers are in the way of knowledge & wisdom transfer?”
