trust in a multi generational workforce
Post on 14-Sep-2014
2.398 views
DESCRIPTION
For the first time in the history of American business, four very different generations are working side by side and/or remotely in your corporation. Each generation brings its strengths as well as its perspectives. Understanding the differences between these generations can help businesses plan for change, implement new programs, and capture the different interests of its employees to ensure higher productivity and morale and ultimately profits. This Webinar will discuss the characteristics of the four generations and their strengths: the Veteran, the Baby Boomer, the X Gen and the Millenniums. It will also highlight what each generation values and trusts and where there are potentials for trust erosion due to different perceptions and expectations. Executives will gain recommendations on how to honor the generational differences and utilize the strengths to create a high trust work environment which is productive and profitable. Learn how to work better and win in this economy within a multigenerational environment!TRANSCRIPT
Cynthia OlmsteadPresident TrustWorks Group, Inc.
Trust in a Multi-Generational Workforce
www.trustworksgroup.com
Rose AvilaPrincipal ConsultantRMA Consulting, Inc.
www.trustworksgroup.com
Objectives
• Understand Generational Distinctions• What is Trust?• Create a Common Language• Bridge the Generational Trust Gap
www.trustworksgroup.com
Are You Ready?
www.trustworksgroup.com
??Do You Know? QuizQuiz
• JKJK• BFFLBFFL• GTGGTG• LOLLOL• WYCMWYCM• BRBBRB• OMGOMG
www.trustworksgroup.com
Today’s Workplace
• Multi-generational: 4 generations
• Multi-diverse: ethnicity, age, cultural backgrounds
• Multiple value systems
• Multiple motivations
www.trustworksgroup.com
“He has a poor work
ethic.” “Just can’t find good workers today; no one wants to work
8 hours a day.”
“I want to coach my kid’s little league team but my boss
won’t let me.”
“Can’t you see that the Internet can increase our revenues by 20% each year?”
“Get a life! There is more to life than work.”
Typical Generational Comments
www.trustworksgroup.com
Poll Question
What generation are you?Born before 1946 □Born between 1946 – 1964 □Born between 1965 – 1980 □Born after 1980… □
Traditional Generation Age: 64-87 Born: 1922 – 1945 10% of workforce
Baby Boomers Age: 45 - 63
Born: 1946 – 1964 44% of workforce
“Live to Work”
www.trustworksgroup.com
Gen Xers Age: 29 - 44
Born: 1965 – 1980
34% of workforce “Work to Live”
www.trustworksgroup.com
Gen Yers/Millennials Age: <28 Born: 1981 – 2004 >12% of workforce
“Work My Way”
www.trustworksgroup.com
Different Outlooks, a good thingVeterans: Value: tradition; loyalty;
hard work; structure Motivated by:
“job well done”
Boomers: Value: work, work, work
to get ahead; achieving success
Motivated by: symbols of achievement, e.g. titles, promotions;salary increases, special perks
Gen-Xers: Value: freedom; flexibility;
change; fun; life balance Motivated by:
informality; regular feedback; learning, training, immediate recognition
Gen-Yers: (Millennials) Value: making a difference;
knowing that their work is meaningful; challenge
Motivated by: civic duty; morality;social justice
www.trustworksgroup.com
www.trustworksgroup.com
So, what does Trust have to do with this?
www.trustworksgroup.com
Based on…
Perceptions
Behaviors
www.trustworksgroup.com
Workplace PerceptionsFor example: Traditionalists: linear focused
Boomers: highly success oriented, competitive
Gen Xers: work-life balance; flexible work place
Millenniums: global is local, cause driven;
multi tasking
www.trustworksgroup.com
A Framework for Generations
• A common language that helps us get past generational perceptions
• Provides common reference point for each other
• Takes away the temptation to stereotype and/or perform “character assassinations”
www.trustworksgroup.com
Gen Xers Want…INVOLVEMENT: Engaged in offering ideas and solutions
TRAINING, FEEDBACK, MENTORING
RESPECT: work space, time, consideration, allowed to get own needs met
FULL DISCLOSURE: fairness, ethical, honest data
GOALS, DEADLINES, FOLLOW-THROUGH
aAble
bcd
Believable
Connected
Dependable
Demonstrate Competence
Act with Integrity
Care about Others
Maintain Reliability
ELEMENTS
7 People Focus8 Communication9 Recognition
10 Responsiveness11 Accountability12 Organization
4 Honesty5 Values6 Fair Process
1 Expertise2 Performance3 Facilitation Skills
www.trustworksgroup.com
Workplace Challenges• Create a work environment that
supports and integrates the needs of multi-generations
• Build leadership that knows how to communicate
• Embrace differences
• Maintain trust across generations
www.trustworksgroup.com
The Workforce of the Future
Fostering collaboration among the generations should be part of the
process within each phase of work.
~ Robert WendoverCrossing the Generational Divide
“”
www.trustworksgroup.com
Please join us for our Next Webinar
How to Rebuild Trust After DownsizingTuesday, May 5, 2009 9:00 AM - 9:45 AM PST
www.trustworksgroup.com
Want more information?Contact us at: 619-295-5678
orVisit us at
www.trustworksgroup.com
to learn more about TrustWorks programs for your workplace, certified facilitator training or other
consulting services.
Thank you for joining us!
Cynthia OlmsteadPresident TrustWorks Group, Inc.
Trust in a Multi-Generational Workforce
www.trustworksgroup.com
Rose AvilaPrincipal ConsultantRMA Consulting, Inc.