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Louise Anderson, CPIM CEO/President Anderson Performance Improvement Company Recognition for the Generations ©2012 Anderson Performance Improvement Company,

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Presentation on theme: "Louise Anderson, CPIM CEO/President Anderson Performance Improvement Company Recognition for the Generations ©2012 Anderson Performance Improvement Company,"— Presentation transcript:

1 Louise Anderson, CPIM CEO/President Anderson Performance Improvement Company Recognition for the Generations ©2012 Anderson Performance Improvement Company, LTD. All Rights Reserved. AEIS® (Anderson Enterprise Incentive Solution®) is a registered trademark of Anderson Performance Improvement Company

2 Bio – Louise Anderson  Louise Anderson, President and CEO, Anderson Performance Improvement Company - Award-winning Rewards and Recognition provider.  Named six years running as one of the top 13 providers of employee recognition programs in HRO Today Magazine’s “The Baker’s Dozen.”  In 2005, 2009, 2010, and 2011 Incentive Marketing Association (IMA) awarded APIC with the Circle of Excellence Award. 2 ©2012 Anderson Performance Improvement Company, LTD. All Rights Reserved. AEIS® (Anderson Enterprise Incentive Solution®) is a registered trademark of Anderson Performance Improvement Company

3 The Generations Traditionalist Baby Boomer Generation X Generation Y ©2012 Anderson Performance Improvement Company, LTD. All Rights Reserved. AEIS® (Anderson Enterprise Incentive Solution®) is a registered trademark of Anderson Performance Improvement Company Four Generations Working Together

4 Total Workforce Participation* ©2012 Anderson Performance Improvement Company, LTD. All Rights Reserved. AEIS® (Anderson Enterprise Incentive Solution®) is a registered trademark of Anderson Performance Improvement Company Bureau of Labor Statistics* 4

5 Your Experiences and Situations  Think of co-workers in your workplace and the generations they represent. How have you interacted with these individuals? Was the outcome favorable?  Communication  Management  Feedback ©2012 Anderson Performance Improvement Company, LTD. All Rights Reserved. AEIS® (Anderson Enterprise Incentive Solution®) is a registered trademark of Anderson Performance Improvement Company

6 Kennedy Example When asked to recall how and where Kennedy died.. Traditionalist and Baby Boomers Gunshots in Dallas, Texas Generation XA plane crash near Martha’s Vineyard, Mass Generation YWhich Kennedy? ©2012 Anderson Performance Improvement Company, LTD. All Rights Reserved. AEIS® (Anderson Enterprise Incentive Solution®) is a registered trademark of Anderson Performance Improvement Company 6

7 It’s five, I’m out of here! They have no work ethic. He wants feedback, what the heck is that? Who Said That?? ©2012 Anderson Performance Improvement Company, LTD. All Rights Reserved. AEIS® (Anderson Enterprise Incentive Solution®) is a registered trademark of Anderson Performance Improvement Company 7

8 Generation Y – Who Are They?  Gen Y encompasses 78 million Americans  In their 20’s and just entering the workforce  Grew up with technology and rely on it to perform their jobs better  Want to have fun - at work or school  Innovation is part of life!  Natural collaborators  Ready to take on the world and make their mark 8 ©2012 Anderson Performance Improvement Company, LTD. All Rights Reserved. AEIS® (Anderson Enterprise Incentive Solution®) is a registered trademark of Anderson Performance Improvement Company

9  Gen X encompasses 46 million Americans  In their 30’s and early 40’s  More ethnically diverse and better educated than the baby boomers  Independent, resourceful, and self-sufficient  60% attended college Generation X – Who Are They? ©2012 Anderson Performance Improvement Company, LTD. All Rights Reserved. AEIS® (Anderson Enterprise Incentive Solution®) is a registered trademark of Anderson Performance Improvement Company 9

10  76 million Baby Boomers are set to retire in the next decade  Predominately in their late 40’s to early 60’s  Well-established in their careers and hold positions of power and authority  Extremely hardworking  Relish long work weeks and define themselves by their professional accomplishments  Enjoy the financial rewards of a successful career – took grit, guts, and perseverance Baby Boomers – Who Are They? ©2012 Anderson Performance Improvement Company, LTD. All Rights Reserved. AEIS® (Anderson Enterprise Incentive Solution®) is a registered trademark of Anderson Performance Improvement Company 10

11  In their mid 60’s, 70’s, and 80’s  About 95% of this generation is retired  Punctual, sharply dressed, proudly conservative, and consider work a privilege  Have worked for the same employer their entire life and are less likely to change jobs. Traditionalists are slow to change their work habits.  Less technologically adept than the younger generations Traditionalists – Who Are They? ©2012 Anderson Performance Improvement Company, LTD. All Rights Reserved. AEIS® (Anderson Enterprise Incentive Solution®) is a registered trademark of Anderson Performance Improvement Company 11

12 Personal and Lifestyle Characteristics by Generation TraditionalistBaby BoomerGeneration XGeneration Y Core Values Respect for authority Conformers Discipline Optimism Involvement Skepticism Fun Informality Realism Confidence Extreme fun Social Family Traditional Nuclear DisintegratingLatch-key KidsMerged Families Education A dreamA birthrightA way to get thereAn incredible expense Communication Media Rotary Phones One-on-one Write a memo Touch-tone phones Call me anytime Cell phones Call me only at work Internet Picture phones Dealing with Money Put it away Pay cash Buy now, pay laterCautious Conservative Save, save, save Earn to spend *Data provided by FMU 12

13 Personal and Lifestyle Characteristics by Generation TraditionalistBaby BoomerGeneration XGeneration Y Core Values Respect for authority Conformers Discipline Optimism Involvement Skepticism Fun Informality Realism Confidence Extreme fun Social Family Traditional Nuclear DisintegratingLatch-key KidsMerged Families Education A dreamA birthrightA way to get thereAn incredible expense Communication Media Rotary Phones One-on-one Write a memo Touch-tone phones Call me anytime Cell phones Call me only at work Internet Picture phones Dealing with Money Put it away Pay cash Buy now, pay laterCautious Conservative Save, save, save Earn to spend *Data provided by FMU 13

14 Workplace Characteristics 14 TraditionalistBaby BoomerGeneration XGeneration Y Work Ethic and Values Hard work Respect authority Sacrifice Duty before fun Adhere to rules Workaholics Work efficiently Crusading causes Personal fulfillment Desire quality Question authority Eliminate the task Self-reliance Want structure and direction Skeptical What’s next Multitasking Tenacity Entrepreneurial Tolerant Goal-oriented Work Is... An obligationAn exciting adventureA difficult challenge A contract A means to an end Fulfillment Leadership Style Directive Command-and-control Consensual Collegial Everyone is the same Challenge others Ask why TBD Interactive Style IndividualTeam player Loves to have meetings EntrepreneurParticipative Communications Formal Memo In personDirect Immediate Voice mail Feedback and Rewards No news is good news Satisfaction in a job well done Don’t appreciate it Money! Title recognition Sorry to interrupt, but how am I doing? Freedom is the best reward Whenever I want it, at the push of a button Meaningful work Message that Motivates Your experience is respected You are valued You are needed Do it your way Forget the rules You will work with other bright, creative people Work and Family Life Ne’er the twain shall meet No balance Work to live Balance 14

15 Workplace Characteristics 15 TraditionalistBaby BoomerGeneration XGeneration Y Work Ethic and Values Hard work Respect authority Sacrifice Duty before fun Adhere to rules Workaholics Work efficiently Crusading causes Personal fulfillment Desire quality Question authority Eliminate the task Self-reliance Want structure and direction Skeptical What’s next Multitasking Tenacity Entrepreneurial Tolerant Goal oriented Work Is... An obligationAn exciting adventureA difficult challenge A contract A means to an end Fulfillment Leadership Style Directive Command-and-control Consensual Collegial Everyone is the same Challenge others Ask why TBD Interactive Style IndividualTeam player Loves to have meetings EntrepreneurParticipative Communications Formal Memo In personDirect Immediate Voice mail Feedback and Rewards No news is good news Satisfaction in a job well done Don’t appreciate it Money! Title recognition Sorry to interrupt, but how am I doing? Freedom is the best reward Whenever I want it, at the push of a button Meaningful work Message that Motivates Your experience is respected You are valued You are needed Do it your way Forget the rules You will work with other bright, creative people Work and Family Life Ne’er the twain shall meet No balance Work to live Balance 15

16 Workplace Characteristics 16 TraditionalistBaby BoomerGeneration XGeneration Y Work Ethic and Values Hard work Respect authority Sacrifice Duty before fun Adhere to rules Workaholics Work efficiently Crusading causes Personal fulfillment Desire quality Question authority Eliminate the task Self-reliance Want structure and direction Skeptical What’s next Multitasking Tenacity Entrepreneurial Tolerant Goal oriented Work Is... An obligationAn exciting adventureA difficult challenge A contract A means to an end Fulfillment Leadership Style Directive Command-and-control Consensual Collegial Everyone is the same Challenge others Ask why TBD Interactive Style IndividualTeam player Loves to have meetings EntrepreneurParticipative Communications Formal Memo In personDirect Immediate Voice mail Feedback and Rewards No news is good news Satisfaction in a job well done Don’t appreciate it Money! Title recognition Sorry to interrupt, but how am I doing? Freedom is the best reward Whenever I want it, at the push of a button Meaningful work Message that Motivates Your experience is respected You are valued You are needed Do it your way Forget the rules You will work with other bright, creative people Work and Family Life Ne’er the twain shall meet No balance Work to live Balance 16

17 Generation Y – What Do They Want?  Immediate and Frequent Feedback  Instant Gratification  Empowerment  Time Off  Frequent Recognition  Greater Work-Life Balance  Fun at Workplace! 17 ©2012 Anderson Performance Improvement Company, LTD. All Rights Reserved. AEIS® (Anderson Enterprise Incentive Solution®) is a registered trademark of Anderson Performance Improvement Company

18 Generation X – What Do They Want?  Freedom!  Recognition from Supervisor  Bonuses  Stock Options  Training and Career Development  Mentoring 18 ©2012 Anderson Performance Improvement Company, LTD. All Rights Reserved. AEIS® (Anderson Enterprise Incentive Solution®) is a registered trademark of Anderson Performance Improvement Company

19 Baby Boomers – What Do They Want?  Money!!  Title  Formal/Public Recognition  Corner Office  Promotion  Peer Recognition  Desire for Subordinates 19 ©2012 Anderson Performance Improvement Company, LTD. All Rights Reserved. AEIS® (Anderson Enterprise Incentive Solution®) is a registered trademark of Anderson Performance Improvement Company

20  Money!!  Public Recognition  Desire to Lead  Organizational Loyalty  Responsibility  Accomplishment  Control Traditionalists – What Do They Want? ©2012 Anderson Performance Improvement Company, LTD. All Rights Reserved. AEIS® (Anderson Enterprise Incentive Solution®) is a registered trademark of Anderson Performance Improvement Company 20

21 Generational Thoughts on Manager Feedback Traditionalists: “No news is good news.” Baby Boomers: “Feedback once a year, with lots of documentation.” Generation X: “Sorry to interrupt, but how am I doing?” Generation Y: “Feedback whenever I want it at the push of a button.” ©2012 Anderson Performance Improvement Company, LTD. All Rights Reserved. AEIS® (Anderson Enterprise Incentive Solution®) is a registered trademark of Anderson Performance Improvement Company 21

22 Generational Thoughts on Retention Traditionalists: Job changing carries a stigma. Baby Boomers: Job changing puts you behind. Generation X: Job changing is necessary. Generation Y: Job changing is part of my daily routine. ©2012 Anderson Performance Improvement Company, LTD. All Rights Reserved. AEIS® (Anderson Enterprise Incentive Solution®) is a registered trademark of Anderson Performance Improvement Company 22

23 Total Rewards Elements  Compensation  Benefits  Work-Life  Performance and Recognition  Development and Career Opportunities 23 ©2012 Anderson Performance Improvement Company, LTD. All Rights Reserved. AEIS® (Anderson Enterprise Incentive Solution®) is a registered trademark of Anderson Performance Improvement Company

24 Recognition Will Impact Your Bottom Line “Organizations that recognize their people outperform other companies who don’t by 30-40%.” The Herman Group 24 ©2012 Anderson Performance Improvement Company, LTD. All Rights Reserved. AEIS® (Anderson Enterprise Incentive Solution®) is a registered trademark of Anderson Performance Improvement Company

25 Recognition Will Impact Employee Retention “Engaged employees are more productive, profitable, customer- focused, and less likely to leave.” – Gallop organization 25 ©2012 Anderson Performance Improvement Company, LTD. All Rights Reserved. AEIS® (Anderson Enterprise Incentive Solution®) is a registered trademark of Anderson Performance Improvement Company

26 Recognition Will Impact Employee Engagement  Does the recognition or praise you receive at work motivate you to improve performance? 82% replied yes.  In the workplace, what type of recognition motivates you to improve your job performance? 69% stated non-monetary,16% stated monetary. The Gallup Organization 26 ©2012 Anderson Performance Improvement Company, LTD. All Rights Reserved. AEIS® (Anderson Enterprise Incentive Solution®) is a registered trademark of Anderson Performance Improvement Company

27 Did You Know?  According to the Public Agenda Forum, only one in four American workers are working at full potential.  78% of employees indicated that it was “very” or “extremely” important to be recognized by their managers when they do good work; 73% said they expected that recognition to occur either “immediately” or “soon” thereafter. (Nelson Motivation)  Companies with effective incentive programs in place realized a median return to shareholders almost double that of companies that didn’t have ways to recognize employees. (Watson Wyatt)  Retention? According to a Robert Half study, 17% of good employees who quit their jobs do so because of a lack of recognition. 27 ©2012 Anderson Performance Improvement Company, LTD. All Rights Reserved. AEIS® (Anderson Enterprise Incentive Solution®) is a registered trademark of Anderson Performance Improvement Company

28 Recognition Is So Powerful! 28  Recognition is a corporate value, operating at every level.  Recognition acts as a form of feedback.  Recognition happens informally and formally.  Employees who improve are rewarded, not just top performers.  Employees choose rewards that are meaningful to them.  Best Practices—behaviors and activities that get results—are identified, cloned, and rewarded. ©2012 Anderson Performance Improvement Company, LTD. All Rights Reserved. AEIS® (Anderson Enterprise Incentive Solution®) is a registered trademark of Anderson Performance Improvement Company

29 Focus on the Behavior 29 Many companies believe they can change performance by rewarding employees for the final outcome and not the steps it takes to get there. By rewarding only the final results, companies reward the same top performers over and over. By shifting rewards and recognition to behaviors and activities that lead to great results, you recognize top performers and everyone else who shows improvement. This method encourages a focus on lasting improvement. ©2012 Anderson Performance Improvement Company, LTD. All Rights Reserved. AEIS® (Anderson Enterprise Incentive Solution®) is a registered trademark of Anderson Performance Improvement Company

30 Louise Anderson, CPIM 26 ©2012 Anderson Performance Improvement Company, LTD. All Rights Reserved. AEIS® (Anderson Enterprise Incentive Solution®) is a registered trademark of Anderson Performance Improvement Company Thank You! Direct: Mobile:


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