Presentation is loading. Please wait.

Presentation is loading. Please wait.

Understanding a Multi-Generational Workforce

Similar presentations

Presentation on theme: "Understanding a Multi-Generational Workforce"— Presentation transcript:

1 Understanding a Multi-Generational Workforce
Willow Jacobson School of Government, UNC-CH State Budget and Management’s Annual Conference October 15, 2008

2 Agenda Demographic and diversity changes in the workforce
Managing an intergenerational workforce Changing expectations and values at work

3 The US Population Today

4 Generations in the US Workforce

5 NC State Agencies We know that on average the public sector is older then the private sector

6 Juvenile Justice

7 Governor’s Office

8 Secretary of State

9 Auditor

10 Treasurer

11 Public Instruction

12 Justice

13 Agriculture

14 Labor

15 Insurance

16 OSP

17 Administration

18 Transportation

19 Environment and Natural Resources

20 Wildlife Resources

21 Health and Human Services

22 Correction

23 Commerce

24 ESC

25 Revenue

26 Crime Control and Public Safety

27 Controller

28 ITS

29 Community College

30 Board of Elections

31 UNC Chapel Hill

32 NC State

33 Culture Resources

34 Important to Consider For every two experienced workers
leaving the workforce, one will enter Matures and Boomers embody the culture of most organizations today In 2006 everyday 7,918 Boomers turned 60 One in six workers will be over 55 years in 2008

35 Exercise

36 Matures

37 Matures EVENTS and Values

38 Matures Formative Events
The Great Depression Pearl Harbor WW II Hiroshima The New Deal

39 Matures Values Duty, honor, dedication, sacrifice
Conformity, unity – “We First” Hard times then prosperity Patience Importance of a job well done Law and order; respect for authority Adherence to rules Age = Seniority

40 Matures in the Workplace
Are loyal to their employer and expect the same in return Believe promotions, raises, and recognition should come from job tenure Measure a work ethic on efficiency

41 On the Job Assets Liabilities Stable and Thorough Detailed oriented
Loyal and Hard working Liabilities Challenged by ambiguity and change Reluctant to buck the system Uncomfortable with conflict Reticent when they disagree

42 Matures in the Market Faith in the nation’s institutions and the government Demand quality Are loyal customers but aren’t afraid to shop around Follow the rules that have been established Believe standard options are just fine

43 Messages that Motivate
“Your experience is respected here” “It’s valuable to the rest of us to hear what has –and hasn’t—worked in the past” “Your perseverance is valued and will be rewarded” Motivated by symbols

44 Baby Boomers

45 babyboomers

46 Baby Boomers Formative Events
The Civil Rights movement Martin Luther King John F. Kennedy Vietnam War Woodstock The Cold War Roe vs. Wade

47 Baby Boomers Values Stability “Workaholic” Competitive
Balancing family and work Desire for respect Success is largely visible Personal development Optimistic

48 Baby Boomers in the Workforce
Evaluate themselves and others based on their work ethic Work ethic measured in hours worked Teamwork is critical to success Relationship building is very important Expect loyalty

49 On the Job Assets Liabilities Service oriented Driven
Good at relationship Team players Liabilities Not naturally “budget minded” Uncomfortable with conflict May put process ahead of result Overly sensitive to feedback

50 Baby Boomers in the Market
Are interested in products and services that will allow them to regain control of their time Believe technology brings with it as many problems as it provides solutions Want products and services that have been customized for them, the individual Believe rules should be obeyed unless they are contrary to what they want; then they’re to be broken Want products and services that will indicate to their peers that they’re successful

51 Messages that motivate
“You’re important to our success” “You’re valued here” “Your contribution is unique and important” “We need you” “I approve of you”

52 Gen Xers

53 Generation X

54 Gen Xers Formative Events
Post-Watergate Fall of the Berlin Wall Challenger explosion The Gulf War The PC boom Parental divorce rates ‘Latchkey kids’ MTV AIDS

55 Generation X Values Parent’s began raising them as “friends”
No common heroes Work-Life balance Independent Cynical and pessimistic Seek career opportunities Thinking globally Technoliterate Informal

56 Gen X in the Workplace Eschew the hard-core, motivated, Boomer work ethic Want open communication regardless of position Respect production over tenure Value control of their time Look for a person to whom they can invest loyalty

57 On the Job Assets Liabilities Adaptable Technoliterate Independent
Un-intimidated by authority Creative Liabilities Impatient Poor people skills Inexperienced Cynical

58 Gen X in the Market Can spot a phony a mile away
Rely on peer-to-peer referrals Want options; plans B, C, and D Embrace technology Want to be in control of the sale

59 Messages that motivate
“Do it your way” “We’ve got the newest hardware and software” “There aren’t a lot of rules here” “We’re not very corporate”

60 Millennial

61 Generation Y

62 Millennial Formative Events
Oklahoma City bombing 9/11 terrorist attack Columbine High School The Internet boom Child focus Technology

63 Millenials Value Optimistic and Confident
Individual key, yet group oriented Difficulty focusing on “non stimulating” stuff Often raised as “friends” Search out authorities Ambitious yet aimless Civic duty Diversity

64 Millenials in the Workplace
Search for the individual who will help them achieve their goal Want open, constant communication and positive reinforcement from their boss Find working with someone of the Mature generation easy to do Search for a job that provides great, personal fulfillment Are searching for ways to shed the stress in their lives

65 On the Job Assets Liabilities Collective action Optimism Tenacity
Heroic spirit Multitasking capabilities Technological savvy Liabilities Need for supervision and structure Inexperience, particularly with handling difficulty people issues

66 Millenials in the Market
Want to be like their peers but with a unique twist Don’t want to be hurried Consider a company’s products if the company is known for their altruistic attitude Are loyal consumers Search for the unique items

67 Messages that Motivate
“You’ll be working with other bright, creative people” “Your boss is in his (or her) sixties” “You and your coworkers can help turn this company around” “You can be a hero here”

68 Important Distinctions and Strategies

69 Respect for Authority Matures: Boomers: Gen X: Gen Y:
Seniority and tenure Similar values Matures; they’ve earned it Authority figures deserve skepticism & testing Test but search

70 Time on the Job Matures: Boomers: Gen X: Gen Y:
Work ethic defined by the punch clock Visibility was/is the key “What does it matter when I work, as long as I get the job done” “It is five o’clock – I have another life to get to.”

71 Work-Life Balance Matures: Interested in flexible hours
Boomers: “Was/Is this workaholic lifestyle worth it?” Are the rewards worth the cost? Gen X: Balance is very important. Willing to sacrifice it occasionally Gen Y: Lifestyle vs. promotion

72 Bottom Line Differences
Time was something that could be invested with the hope for some sort of return in the future Defined by their job and association membership To them, there is no promise that invested time pays a dividend They’ll have multiple CAREERS, so the job is probably a temporary thing Matures and Boomers: Gen X and Y:

73 Workplace Strategies Baby Boomer Sabbatical options—longevity leave
Increased vacation Retirement packages Fitness benefits Consulting options

74 Workplace Strategies Generation X/Y Leadership development Mentoring
Recognition/incentive Vacation ‘Cafeteria’ benefits plan Cross training Education

75 Workplace Strategies All Generations Alternative work schedules
Telecommuting Employee assistance Floating holidays

76 Workplace Strategies When possible combine function-based work with project-based work Team vs. Independent? Consider communication strategies Avoid stereotyping

77 Thank You

Download ppt "Understanding a Multi-Generational Workforce"

Similar presentations

Ads by Google