creating and maintaining an intergenerational workplace
DESCRIPTION
Given to HR professionals at the University of San Diego June 3, 2011 to those who are less interested in the differences and more on what to do about them it.TRANSCRIPT
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
858-583-3097