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Helping People be Better at Work. We’re living thirty years longer than we did a hundred years ago. For the first time in our nation’s history, America.

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Presentation on theme: "Helping People be Better at Work. We’re living thirty years longer than we did a hundred years ago. For the first time in our nation’s history, America."— Presentation transcript:

1 Helping People be Better at Work

2

3 We’re living thirty years longer than we did a hundred years ago. For the first time in our nation’s history, America has 5 living generations, each with their own unique formative years and, thus, with their own core values and attitudes

4 There are four generations in the workplace: 1.Traditionalists 2.Boomers 3.Xers 4.Millennials

5 Each one has very different attitudes towards their career, bosses, fellow workers, and lifestyles. Managing this amazing mix is becoming increasingly difficult. But when managed properly, the output of such human diversity can be astonishing.

6 Between our birth and the age 20, we form most of the core values and beliefs that we will embrace our entire lives. What we witness, experience and are taught will largely dictate our belief system for life. Hence, the term "formative years".

7 …are shaped by the world around us during our formative years

8 The Four Generations at Work Ages: 63 to 88Ages: 44 to 62Ages: 28 to 43Ages: 8 to 27

9 Traditional Generation Lifetime Experiences:  Great Depression  New Deal  World War I and II  Korean War

10 Traditionalists Attributes Values Turn-offs Family Diversity Slogans Disciplined, stable, patient, private Conformity, respect for authority, clear sense of right and wrong Traditional, nuclear, self sacrifice Ethnically segregated Vulgarity Uncle Same Wants You!

11 Traditionalists At Work Career Choice Career Mindset Job Strength View of Authority View of Rules LeadershipFeedback Communi- cation Father’s career Work hard Stable, knowledgeable, experienced Love them! Respectful By Hierarchy No news is good news One-on-one, in private, memos, letters, anything formal

12 Traditionalists in the Workplace Role confusion may lead to lack of engagement Need to feel respected for their contributions and knowledge Lack of technological and team orientation doesn’t mean they are ineffective

13 Baby Boomers Lifetime Experiences:  Civil Rights  Sexual Revolution  Space Travel  Assassinations

14 Baby Boomers Attributes Values Turn-offs Family Diversity Slogans Adaptive, goal-oriented, positive attitude optimistic Individual choices and freedom, community, prosperity, personal gratification and self improvement Political incorrectness “Me Generation” parenting style and now divorce – sandwich caretakers Creators of integration Be All You Can Be

15 Boomers At Work Career Choice Career Mindset Job Strength View of Authority View of Rules LeadershipFeedback Communi- cation Popular careers, prestige and money Driven, Live to work! Service Orientated Team Players Love/Hate Buck them! By Consensus Once a year with documentation Call or anytime

16 Baby Boomers in the Workplace Prefer face to face interaction Avoid conflict Believe in group decision making Value personal gratification Seek high achievement

17 Generation X Lifetime Experiences:  Fall of Berlin Wall  Watergate  Women’s Liberation  Desert Storm  Energy Crisis

18 Generation X Attributes Values Turn-offs Family Diversity Slogans Adaptable, independent, reliable, skeptical, technologically savvy Fun!, informality, honesty “ quality” time, “friends” and family Clichés, hype, double speak, Me-decade parents, latch-key kids, attention deprived, “over correct” with their own children. First generation fully integrated An Army of One

19 Gen X At Work Career Choice Career Mindset Job Strength View of Authority View of Rules LeadershipFeedback Communica- tion My own career, marketable commodity Work to live ! Wants flexibility Independent, adaptable and techno literate Unimpressed and Un-intimidated By Competence Question them Interrupts and asks how they are doing Call or , but only at work during work hours – personal time is off limits

20 Generation X in the Workplace Have a non- traditional attitude toward work Look for opportunities for professional growth Don’t want to be micromanaged or work in a rigid environment Expect work/life balance

21 Generation Y Lifetime Experiences:  School Shootings  Oklahoma City Bombing  Technology  Child Focused World

22 Generation Y Attributes Values Turn-offs Family Diversity Slogans Crave change and challenge, resilient, committed and loyal when dedicated to an idea, cause or product, global in perspective Accept others of diverse backgrounds easily and openly Inclusiveness, self-expression, marketing and branding self is important Respect must be earned—not freely granted based on age, authority or title Merged families/protected, child-centered upbringing Army Strong

23 Gen Y At Work Career Choice Career Mindset Job Strength View of Authority View of Rules LeadershipFeedback Communi- cation Careers? How many? Parallel careers Live! Work! Do it all! Achieve Now! Multi-Taskers and Techno Savvy Relationship with boss is critical Want to make their own choices By Pulling Together No news means bad news –feedback immediate and constant Text message, instant message,

24 Generation Y in the Workplace Best educated generation Are creative and socially expressive Crave and seek out change and innovation Look for immediate response, teamwork and recognition

25 Generational Conflict  Conflict can and will arise at work due to different perspectives on 1.Work Ethics 2.Work/Life Balance  Seek first to understand differences  Response to conflict comes from core values

26 Managing Generations At Work Accommodate employee differences Create workplace choices Operate for a sophisticated management Respect competence and initiative Nourish retention

27 What will it take for all generations to work well together? New understanding or what employees want from their workplace experience Understanding of loyalty and how to develop it (not through pay, promotions and benefits A new definition of self

28 What will it Take for Change? New behavior from leaders who realize younger workers enter the workforce seeking self-fulfillment and aren’t interested in “paying their dues” for an unspecified amount of time for a vague reward

29 EAP as a Management Tool Informal/suggested workplace referrals Formal Workplace Consultations and Referrals Case Management Workplace Referral Form Workplace Consent Form

30 If you would like more in depth training at your workplace or if you have questions please call us!


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