older workers and generational differences may 2013
DESCRIPTION
Half day open training event for HR professionals and managers on the maximizing the efficiency of workers from different levels of experience and age, held in Toronto.TRANSCRIPT
It’s taking ages to sort this out!
by Toronto Training and HR
May 2013
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CONTENTS 5-9 Different generations10-11 Generational diversity12-13 Challenges in the workplace14-15 Adult learners16-17 Questions to ask18-20 Myths and realities21-22 Why is the generational perspective interesting?23-24 The ages25-29 Generation related activities30-31 Constant cycle of four roles32-34 The aging workforce35-36 Conducting a self-check37-38 What can be done?39-40 The ACORN imperatives41-42 Strengthening inter-generational relationships
43-46 Inter-generational conflict47-48 The Canadian mining industry
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Introduction
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Introduction to Toronto Training and HR
Toronto Training and HR is a specialist training and human resources consultancy headed by Timothy Holden 10 years in banking10 years in training and human resourcesFreelance practitioner since 2006The core services provided by Toronto Training and HR are:
Training event designTraining event deliveryReducing costs, saving time plus improving employee engagement and moraleServices for job seekers
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Different generations
Different generations 1 of 4TRADITIONALS• Years 1901-1942• Core values• Assets and liabilities• Significant events• Places• Science and inventions• Heroes• Attitudes• Concerns• Traits
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Different generations 2 of 4BABY BOOMERS• Years 1943-1960• Core values• Assets and liabilities• Significant events• Places• Science and inventions• Heroes• Attitudes• Concerns• Traits
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Different generations 3 of 4GENERATION X• Years 1961-1981• Core values• Assets and liabilities• Significant events• Places• Science and inventions• Heroes• Attitudes• Concerns• Traits
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Different generations 4 of 4MILLENNIALS• Years 1982-2005• Core values• Assets and liabilities• Significant events• Places• Science and inventions• Heroes• Attitudes• Concerns• Traits
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Generational diversity
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Generational diversity• What is a generation?• Why does diversity matter?• Strategies to address
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Challenges in the workplace
Challenges in the workplace• Splitting of the workplace• Stereotypes• The truth• Loyalty• Authority• Respect• Career• Common themes
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Adult learners
Adult learnersBARRIERS• Situational• Dispositional• Institutional
• The learning process• Customer service
• Social media
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Questions to ask
Questions to ask• Does employee
engagement vary by generation?
• Do the drivers of employee engagement differ by generation?
• Does generational difference impact work attitudes?
• What about age?• Is there something else to
be concerned about?
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Myths and realities
Myths and realities 1 of 2 MYTHS• Career management• Organizational loyalty• Employee motivation• Work values and attitudes
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Myths and realities 2 of 2 TIPS TO MANAGE REALITY• Create a planning group• Hire good people and pay
them well• Increase the speed of
ramp-up• Get real about succession
planning• Retirement
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Why is the generational perspective interesting?
Why is the generational perspective interesting?
• Tolerance• Engaging work
environment• Brand’s perceived value• Succession planning• Attract and retain talent• Exercise leadership
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The ages
The ages• Chronological• Physical-cognitive• Socioemotional• Social• Career stage• Tenure• Normative• Generational• Relative• Life events
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Generation related activities
Generation related activities 1 of 4• HR AND TALENT
MANAGEMENT• Engagement mapping• Brand expectation review• Rewards, pay and benefits
survey linked to generational preference
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Generation related activities 2 of 4• MARKETING AND SALES• Brand, product,
consumption pattern and offering analysis based on generational profiles
• Segmentation and tribe analysis of generation
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Generation related activities 3 of 4• LEADERSHIP AND OD• Cultural development of
lectures and workshops• Leadership training
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Generation related activities 4 of 4• IT• Providing a set of tools,
security policies and work environment that caters to generational profiles
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Constant cycle of four roles
Prophets
Nomads
Heroes
Artists
Constant cycle of four roles
Prophets
Nomads
Heroes
Artists
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The aging workforce
The aging workforce 1 of 2
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2005
2010
2015
2020
2025
2030
2035
2040
2045
2050
0
0.1
0.2
0.3
0.4
Africa
Latin America
Asia
Oceania
North America
Europe
The aging workforce 2 of 2THE REASONS• Decrease in fertility rates• Increase in life expectancy
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Conducting a self check
Conducting a self check• Attitudes, knowledge and
behaviour?• Perspective?• Response when witness a
conflict between co-workers?
• Response when confronted in adversarial way?
• Reinforce positive interactions and provide positive feedback?
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What can be done?
What can be done?• Model respectful behaviour• Embrace a new attitude
and accept the challenge• Be proactive in addressing
issues• Contribute at meetings• Build teams that reflect the
different generations in the workplace
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The ACORN imperatives
The ACORN imperatives• Accommodate employee
differences• Create workplace choices• Operate from a
sophisticated management style
• Respect competence and initiative
• Nourish retention
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Strengthening inter-generational
relationships
Strengthening inter-generational relationships
• Reflect• Educate• Create conversations• Plan• Act• Evaluate• Adjust• Change
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Inter-generational conflict
Inter-generational conflict 1 of 3
MANIFESTATIONS OF CONFLICT• Bullying and harassment• Discrimination• Isolation• Resistance to change• Ineffective communication• Frustration, feelings of
being undervalued and misunderstood
• Lack of teamwork
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Inter-generational conflict 2 of 3
COMMON CONFLICTS• Gen Y devaluing
knowledge and work experience of Boomers
• Bullying of Gen Y (new grads) by Baby Boomers
• Gen X and Gen Y reject Baby Boomer’s “pay-your-dues” and “earn your way” approach and desire immediate gratification/results
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Inter-generational conflict 3 of 3
STRATEGIES TO ADDRESS CONFLICT• Policies on technology• Clear communication and
expectations• Job shadowing• Work with local colleges• Periodically bring in speakers• Provide awareness training• Offer a flexible work schedule• Reinforce rules• Regularly update job descriptions
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The Canadian mining industry
The Canadian mining industry• Job location flexibility• Adoption of new
technology• On the job training and
mentoring• Job satisfaction• Attract• Develop• Retain
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Conclusion and questions
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Conclusion and questions
SummaryVideosQuestions