1 / 22

521: Quarterly Practice Session: Multi-generational Differences in the Workplace

521: Quarterly Practice Session: Multi-generational Differences in the Workplace . 108: Multi-Generational Differences in the Workplace. Learning Objectives. Participants will:

phil
Download Presentation

521: Quarterly Practice Session: Multi-generational Differences in the Workplace

An Image/Link below is provided (as is) to download presentation Download Policy: Content on the Website is provided to you AS IS for your information and personal use and may not be sold / licensed / shared on other websites without getting consent from its author. Content is provided to you AS IS for your information and personal use only. Download presentation by click this link. While downloading, if for some reason you are not able to download a presentation, the publisher may have deleted the file from their server. During download, if you can't get a presentation, the file might be deleted by the publisher.

E N D

Presentation Transcript

  1. 521: Quarterly Practice Session: Multi-generational Differences in the Workplace 108: Multi-Generational Differences in the Workplace

  2. Learning Objectives Participants will: • Know the values, cultural influences and career expectations that influence the work styles of each of the four generations; • Separate the myth from reality related to the values and ethics each generation brings to the work environment; and • Develop a plan designed to create and support productive multi-generational teams in their agency.

  3. AGENDA • Welcome and Introductions • Facts, Figures, and Data • How Do Generational Differences Relate to Everyday Issues • Conclusion

  4. Generational Breakdown • Traditionalist – (Silent Generation, Veterans) – Born between 1900 and 1945 • Baby Boomers – Born between 1946 and 1964 • Generation X – Born between 1965 and 1980 • Generation Y – (Millennials, Echo Boomers, Nexters, Nesters) – born between 1981 and 1999

  5. Traditionalists( Silent Generation, Veterans) • Born between 1900 and 1945 • Approximately 75 million of the nation’s employees • Loyal - one career employer • Military background – top down management style • Motivated by recognition of a job well done The Diversity Manager’s toolkit

  6. Baby Boomers • Born between 1946 and 1964 • Approximately 80 million of the nation’s employees • Respond to symbols of recognition – titles, money, special perks, status symbols or peer recognition • Optimistic and idealistic • Competitive (because of their large numbers, had to be) The Diversity Manager’s toolkit

  7. Generation X • Born between 1965 and 1980 • Approximately 46 million of the nation’s employees • Typically little trust in the system • Freedom seen as ultimate corporate reward • Want to enhance their skills • Portable benefits – 401Ks – that can be taken anywhere • Skeptical The Diversity Manager’s toolkit

  8. Generation Y(Millennials, Echo Boomers, Nexters, Nesters) • Born between 1981 and 1999 • Approximately 75 million now entering the workforce • Perceived as wanting to make a difference and know their work has value • Question authority for the right reasons • Characteristics include sociability, civic duty, morality The Diversity Manager’s toolkit

  9. Percentage of Employed Americans, by generation (1977 and 2007)

  10. Current Workforce Composition Source: Megan Martin's "Generational Differences in the Workplace"

  11. Workforce Composition - 2015 Source: Megan Martin's "Generational Differences in the Workplace"

  12. Historical Influences Source: Megan Martin's "Generational Differences in the Workplace"

  13. Core Values Source: Megan Martin's "Generational Differences in the Workplace"

  14. Core Values Source: Megan Martin's "Generational Differences in the Workplace"

  15. Core Values Source: Megan Martin's "Generational Differences in the Workplace"

  16. Core Values Source: Megan Martin's "Generational Differences in the Workplace"

  17. Core Values Source: Megan Martin's "Generational Differences in the Workplace"

  18. Core Values Source: Megan Martin's "Generational Differences in the Workplace"

  19. Core Values Source: Megan Martin's "Generational Differences in the Workplace"

  20. Tips for Working Across Generational Divides • Important to understand the other person’s point of view – relationships, relationships, relationships • Don’t assume traditional behaviors – break down of the charts • Keep an open mind • WANT to learn new things and look at things differently

  21. Tips for Working Across Generational Divides (continued) • Listen • Earn respect and be respectful • Spend time with co-workers – one-on-one • Communicate • Be an employee who doesn’t have to be “managed”

More Related