creating and maintaining an intergenerational workplace

Sherri Petro

Creating and Maintaining an Intergenerational Workplace

2011

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The Objectives

♦ Define the generational mix. ♦ Discuss the consequences for HR of four

generations in the workplace.♦ Share practices to maximize

communication and productivity.

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The Generation Mix In 2011

♦ Traditionalists – Born 1925-45– 66-86 years

♦ Baby Boomers – Born 1946-64 – 47-65 years

♦ Generation X – Born 1965-80– 31-46 years

♦ Generation Y – Born 1981-?– Under 31

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National “Working”Landscape 2009

4.2%

38%

32%

25%Traditionalists

Baby Boomers

Generation X

Generation Y

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Panel Question #1

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Panel Question #2

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Results from Sherri’s Generational Workshops

♦ Work ethic♦ Time sensitivities♦ Different

communication vehicles

♦ Different communication styles

♦ Subscription to technology

♦ Work priorities♦ Delegation♦ Loyalty♦ Teamwork♦ Meeting

management♦ Change♦ Level of respect♦ Entitlement

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Motivation & Work Styles Review

And The Research Says

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Traditionalists Work Style♦ Respect for authority♦ Loyal♦ Command and control♦ Why customize? ♦ Can be technology-challenged♦ Believe in the value of work

more than finding personal meaning

♦ Separation of work and home♦ Acknowledged for what they

know as well as what they do

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Baby Boomers Work Style

♦ All about respect♦ Self-improvement♦ Strong work ethic defined by time♦ Will do what it takes♦ It’s a process! ♦ Desire flexibility ♦ Optimistic and idealistic♦ Struggle with work/life balance♦ Into symbols of recognition as rewards

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Generation X Work Style

♦ Informal♦ Like to solve their own problems♦ Multi-taskers♦ Fiercely independent♦ Direct communicators versus reading in

between the lines♦ Quick study

♦ Job movement♦ Want to be valued immediately for their

skills♦ Results-oriented♦ Work solo & on teams♦ Need for external recognition as reward

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Generation Y Work Style

♦ Digital natives♦ Menu-driven thinking♦ Work on their own terms♦ Think globally♦ Have positive expectations♦ Want customization♦ Desire interactivity♦ Express to express -- not

impress

♦ Multi-taskers♦ Desire mutual respect♦ Ready for collaboration♦ Are looking for a cause♦ Want to make a

difference♦ Celebrate diversity♦ Acknowledgement for

being here♦ Looking for an experience

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Panel Question #3

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Results from Sherri’s Generational Research

♦ Expectations About– Benefits– Perks– Rewards– Diversity– Flexible schedules– Work-life balance– Compliance

♦ Programs– Wellness– Training– Leadership

development– Mentoring– Succession planning– Performance

appraisals

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Panel Question #4

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Leveraging Technology

♦ Recruiting – Social media– Constant contact (not

the software!)

♦ Tracking– Applicant– Compliance– Performance

♦ Retention/information access– Blogs– Shared drives– Wikis

♦ Training delivery

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More Solutions

♦ Customization– Individual training plans– Performance plans

♦ Results– Performance profiles– Outcome orientation not

just activity-based job descriptions

– Charters for teams– Thoughtful succession

planning

♦ Options– Wellness– Benefits– Flexible schedule– Remote

♦ Engagement – By asking mystery

questions– Enlarging

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Panel Question #5

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Valuing Differences

♦ Concentrate on similarities…a desire to – Learn – Be acknowledged– Be rewarded– Be trusted, valued and respected– Succeed

♦ Ask, “What (or whose) perspective is missing?”

♦ Keep illuminating the value of each

1.What Motivates Your Generation?

2. What Are You Most Proud of About Your Generation?3. What Do You Wish The Other Generations Appreciated About Yours?

Generational Group Discussion

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Don’t Forget….

Work With Me! Increasing Cross Generational

CommunicationWednesday, July 6th

9 to noon Nonprofit Management Solutions

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Thank You!

Your Facilitator:Sherri Petro,

VPI Strategies, and a Nonprofit Management

Solutions Sr. Consultant

sherri@vpistrategies.comwww.vpistrategies.com

858-583-3097