appa – july 30, 2013
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Generations in Today's Workplace: Too Many Baby Boomers in Control? What to do if you are a Gen X or Millennial. APPA – July 30, 2013. Objectives. Naming the points of conflict Updating the “facts” about the generations Identifying the assets of all generations - PowerPoint PPT PresentationTRANSCRIPT
+Generations in Today's Workplace: Too Many Baby Boomers in Control? What to do if you are a Gen X or Millennial.
APPA – July 30, 2013
+Objectives
Naming the points of conflictUpdating the “facts” about the
generationsIdentifying the assets of all generationsExamining ways to collaborate and get
the best from everyoneLearn how Discover Corrections can
help
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+Conflict Points: Young employees think that they are “more efficient in
multitasking” and “more creative” than older workers. Older employees think that they “have a stronger work
ethic” than young workers. Stereotypes Many careers vs. one career Beliefs of self-worth Workplace flexibility Respect for “authority”
+Baby Boomer Facts:
21% remain employed 38% - just ready to retire 17% - health reasons 10% - job loss
Age they will retire? Jumped from 67 – 71 Economically:
86% drawing SS 82% don’t plan to move their residence
Met Life Mature Market Institute 5/23/13
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+Generation X Worried that BBers won’t leave the workplace
Remain stuck in middle-management Grew up watching institutions fail; parents divorced
Choose multiple paths in their careers; keep options open Option thinkers Willing to listen
Most demanding group in the workforce, ask for: Higher pay Higher bonuses Higher job titles
Less interested in promotions More important – kids and family
Gen Xers At Work Held 10.2 jobs between ages 18 – 38
See jobs as temporary 77% will leave for “increased intellectual stimulation”
No career ladder – spider web Job is a stepping stone
Use “quitting” as an option between jobs Its about my self-esteem Entitled and ambitious High expectations Don’t take criticism well Takes “employability seriously” Hands-on
Gen Xers At Work, Continued
Must learn new skills Wants mentoring Focus on relationships not achievements Short attention spans Pessimistic about the future Not afraid to be try it on their own Adaptable Entrepreneurial Pragmatic
+Adjusting to Xers in the Workplace: Will approach issues from a different perspective than
BBers. Xers bring inquisitiveness for alternative plans and
options Millennials and Xers are different Pragmatic
+Millennial Updated Facts: Narcissistic personality disorder
3 x as high compared to people over 65 Watch reality TV shows – which are about ----- narcissistics
40% believe they should be promoted every 2 years regardless of performance
“Fan obsessed” Earnest and optimistic; pragmatic idealists Send and receive 88 texts per day Peer dominated society More live with their parents than with a spouse 60% of those under 23 looked for a future job with more
responsibility (as compared with 80% in 1992)Time Magazine 5/10/13
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+More about Millennials: Post their daily life on a social network Less civic engagement; informed but inactive Lower political participation Boosted self-esteem; means boost in narcissism High likelihood of unmet dreams The entitlement generation:
Go directly to those in power
Stunted? Staying in a suspended age state? Don’t want to miss out on anything (FOMO)
+More about Millennials: Drop in scores measuring creativity Empathy – decreasing:
Lack of face-to-face interaction
Inflated self-worth “Twixters”:
Put off life choices – because there are so many Don’t have to marry someone from their high school Postpone parenthood Have access to more information – not limited by income, education
Don’t respect authority; but don’t resent it Need constant approval
+More about Millennials:
Leaving jobs after 2 years Average salary $39,700 Starting salary $21,000
Lower paying jobs due to recession
63% have bachelor’s degree; 12.8% have master’s degree, 1.7% have doctoral degree
LA Times 8/25/2012
+More about Millennials: Don’t identify with big institutions
Including organized religion
Pro-business; financially responsible Student loans - $1 trillion
2 x more likely as BBers to buy personal items with a company credit card; 3 x more likely to tweet something negative about the workplace. Are the rules clear?
Think about re-engineering the workplace using technology
Want to work for a company with a mission to serve society
+Adjusting to Millennials in the Workplace: Money isn’t the means to self-actualization What else does “work” give me? Acceptance of generational differences Find new and better ways to do things Communicate ethics
Make rules clear Discuss to treat co-workers Understand the importance of “influencers” – immediate supervisors
and colleagues
Address boundary issues – grey areas between personal and professional lives
+More about Millennials in the Workplace: Flexibility in the workplace; more important than salary
Work hours AND contributions
Collective action Goal oriented
Respond to learning, feedback, mentoring
Technologically astute De-motivators:
Dictatorial leaders Controlling systems Strict chain-of-command/hierarchies Lack of sincerity; talking down
Fewer “rules” not more rules?
+Adjusting to Millennials in the Workplace: Understand motivation Ms Approach – Figure out motivation:
“In it for my life"—those motivated by alternative work arrangements, as in "I have a life.”
"In it to win it"—those motivated by a fast-paced, highly challenging, risk-taking environment.
"In it to experience it"—those motivated by developmental stretch assignments.
"In it as Alpine ascenders"—those motivated by rapid, regular promotions.
+Shared Beliefs/Preferences Face to face E-mail/Text Phone Motivators:
BBers – express appreciation for their dedication, hard work, long hours
Xers – be clear about desired results and the rewards for high performance
Millennials – communicate the impact and contribution of Ms to the team.
+Assets
Millennials Entrepreneurial Technologically savvy Coordinators in the workplace Inquisitive Committed to public service
Xers Planners and schedulers on the workplace Bring workplace/life balance Independent thinkers and workers Self-reliant Ambitious
+A Word About Recruitment Develop a recruitment plan aimed at the 3 generations Xers:
Flexible workplaces with child care, promote work/life balance
Salary important Leadership development opportunities (training)
Millennials: Value their individual contributions within the team Assignments that are productive and meaningful Have current technology Continuing education Have a voice in the workplace Want skills to move upward
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+Get the best from all generations: Your “TO DO” list: Get the data
Generations by position Retirement? Turnover/attrition rates
Social media policy Generationally relevant training Fill the gaps
Professional boundaries
Develop a mentoring program Train and identify mentors
+TO DO LIST, continued:
Model the behavior you want Embrace differences; find ways to involve all Be inclusive Train supervisors and managers Consider establishing a leadership development
program Re-engage Bbers; no retiring in place
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generationallyrelevant
+How Discover Corrections can help? Generationally relevant connections Demonstrate technologically savvy Maintain internal interest in keeping good people The image of the organization Assure competent supervision and leadership Keeping up with the “competition” Pride in employees
