International Hispanic Network Regional Seminar Brighton Colorado November 1 2013 Dr Abraham David Benavides Professional Organizations Networking Opportunities Professional Development Labor Statistics ID: 424791
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Engaging the Multigenerational Workforce: Strategies for Success
International Hispanic Network
Regional Seminar
Brighton, Colorado November 1, 2013
Dr. Abraham David BenavidesSlide2
Professional Organizations
Networking Opportunities
Professional Development Slide3
Labor Statistics
Labor Force Participation: 155,558,000
Unemployed:11,255,000
2,228,000Unemployment rate: 7.2% 9
%Employed: 144,303,000 22,598,000Traditionalist/Veterans : 6,521,000Baby Boomers: 53,573,000
Generation X: 49,875,000Generation Y/Millennials: 45,589,000Bureau of labor Statistics September 2013 http://www.bls.gov/news.release/empsit.t01.htmhttp://www.bls.gov/news.release/empsit.t03.htmSlide4
Four Generations Currently In The Workforce:
Traditionalists – Veterans (1922-1945)
Baby Boomers (1946-1964)
Generation X (1965-1980)
Generation Y/Millennials (1981-1999)Slide5
Dangers of Categorization
Recognize differences without falling into stereotypes. Though it helps to keep certain characteristics of the generations in mind, don't assume that all members of the group feel the same way about certain issues.
A basic principle in management is to treat all people regardless of generation or ethnicity with respect. Slide6
Key Points About Generations
A generation is a group of people who are born during a certain span of years
A generation is defined by what it thinks, feels, and experiences together
A generation typically shares certain values that result in typical patterns of behaviorSlide7
Events that shaped themSlide8
Traditionalist/Veterans
WWII
Great Depression
Social Security
Industrialization/UrbanizationKorean WarSlide9
Managing Traditionalist/Veterans
Focus on organizational goals
Ask for their history (institutional knowledge)
Describe steps/tasks
Reward with perksFace to face communicationHierarchy, Respect, Loyalty, Iron glove leadershipSeparation of work and homeSlide10
Events that shaped themSlide11
Baby Boomers
TV!!!!!
Protest
Fairness Choice and Change
____, ______ and Rock and Roll!Charismatic LeadershipOptimistic. . . if we can put a man on the moon. . .Slide12
Managing Boomers
DON’T!!
Consult
Give leadership opportunities
Emphasize team“How are you feeling about…?”Reward with everythingAcknowledge recognize
Retire or RewireSlide13
Events that shaped them….Slide14
Generation X
Latchkey upbringing
Challenger
TechnologyAIDS
Leadership? What leadership? EconomySlide15
Managing Generation X
Get to the point and be sincere
Use technology
Show me the money!!
Every (wo)man for (her)himselfClear expectations.Reward with flexibility.Focus on results.
Manage your micro-management.Keep it brief.Slide16
Events that shaped themSlide17
Millennials:Can’t we all be BFFN’s?
Columbine, 9/11 (Katrina, Tsunami…)
Internet (digital natives)
Convergence
Social networksBrandingApproachable/accessible leadershipVelcro ParentsSlide18
Managing Millennials
Enjoy!
Be kind, be there.
Offer coaching.Ask for their ideas.
Build mentor relationships.Make them famous.Slide19
Opportunity
Our multigenerational work environment can be a positive challenge, an opportunity and significant source for growth if managed effectively and leveraged to meet the goals of our organizationSlide20
Six Trends Affecting the Workforce
Increased use of new technologies to communicate
Increased expectation for work-life flexibility
Increased expectation for continual developmentIncreased need for new ways to reward and recognize employeesIncreased need to engage the entire workforce
Increased emphasis on innovationSlide21
Generations at a Glance
Traditionalist Generation
b. 1922-1945
Population Size
25-30 Million
Work CharacteristicsAdhere to AuthorityHard-Working DedicatedTop-Down ApproachStereotypesAutocratic & RigidAverse to RiskBehind the TimesSeek RespectBaby Boomer Generationb. 1946-1964Population Size75-80 MillionWork CharacteristicsAnti-AuthorityPro-MentorshipTeam PlayerCompetitiveStereotypesPolitically-MindedPower-Driven WorkaholicsSelf-CenteredGeneration Xb. 1965-1980Population Size40-60 MillionWork CharacteristicsEntrepreneurialJob-HoppersWork Hard, Play HardStereotypesCynical & SarcasticImpatient & IntolerantSlack-OffsGeneration YMillennialsb. 1981-1995Population Size65-80 MillionWork Characteristics
Avid Job-HoppersCollaborativeExtremely Tech SavvyFamily-CentricMulti-TaskingStereotypesFocus On ImmediacySpoiled DivasGeneration Characteristics Note: Characteristics/stereotypes listed are perceptions and over-generalizations; not all members of any particular generation fit within these categoriesSlide22
Communication Tips for the Multi-Gen Workforce
Susan
Hannam
, Dean, Slippery Rock College and
Bonni Yordi, Director of Research, MRA February 2011Slide23
Some Practical Advice
Communication Tips
Build awareness that the Four Generations bring different ideas, challenges, and opportunities to the workplace
Work-Life Balance TipsRethink what work is, and where it is done. Determine which jobs can have flexible arrangements, such as telework
Growth and Development TipsUse mentoring to develop new employees, and reverse mentoring to share tech skillsTips for Providing Recognition and RewardsOffer a “menu” of rewards and recognition
Employee Engagement TipsFocus on the disengaged lastSlide24
So What Now?
Take your learning back to work
Create an environment of inclusion
Talk to your team about how to accommodate differences
Learn more about the strengths of each generationEnjoy the differences that are found generationally Slide25
Thank you! Gracias!
Questions
Discussion
Engaging the Multigenerational Workforce: Strategies for Success
International Hispanic Network Seminar 2013City of Brighton, ColoradoDr. Abraham David Benavidesbenavides@unt.edu