Bridging Generational Gaps in the Workplace

Bridging Generational Gaps in the Workplace

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  Bridging Generational Gapsin the Workplace Shira Harrington Founder & President, Purposeful Hire
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  T HE NEXT G ENERATION
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  S OME FRIENDLY D ISCLAIMERS  Create awareness not stereotypes  People are individuals -- diverse characteristics  Generational diversity affected by:  Parental upbringing and socialization  Socio-economic demographics
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  K IDS THESE D AYS ! “Children today are tyrants. They contradict their parents, gobble their food and tyrannize their teachers.” Socrates (470-399 B.C.)
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  T RADITIONALISTS  View of Work:  Work is an obligation, not career fulfillment  Adherence to rule / policies / structure  Knowledge is power / need-to-know basis  Command and control; military style
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  B ABY BOOMERS • View of Work:  Success = face time and “playing nice”  Work is my identity  Tend to be workaholics  Retirement or reinvention? • Personal Lives  “Sandwich Generation”, Financial crises, debt reduction, “Soccer Mom” stress
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  G ENERATION X  View of Work:  Independent, project focused  Respect is earned  Don’t micromanage me!  Won’t sacrifice work-life balance for career  Waiting for Boomers to retire
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  M ILLENNIALS  View of Work:  View supervisors like their parents  Want to be kept in the loop  Work hard / play hard  Demand options  Want latest technology  Demand immediate (hopefully positive) feedback
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  D ECLINE OFE MPLOYER L OYALTY Who are YOU loyal to?  Older generations loyal to employer  1990s recession broke loyalty contract  Millennials tuned to station WIIFM  Employees are paid volunteers  Focused on career advancement
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  S UCCESSION PLANNING / M ENTORING Where is the next generation of employees?  Millions of Boomers eligible to retire  Shortage of Gen-Xers to backfill leadership  Mentoring is motivator for Millennials  Recruit your Veterans / Older Boomers
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  D ESIRE FOR W ORK - LIFE B ALANCE Every generation needs it!  Veterans are transitioning out of the workforce  Baby Boomers are “sandwiched”  Gen-X “works to live”  Millennials don’t know any other way!  Helps with stress / burnout
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  TECHNOLOGY Older workers:  Forced to learn it  Often resistant and less proficient Younger workers:  Don’t know a world without  Productivity tool, not a perk  Receptive to reverse mentoring
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  C OMMUNICATION Older workers:face-to-face or phone More formal, deferential to authority Younger workers: email, texting, FB Less formal, casual relationship to authority
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  E NGAGING THEG ENERATIONS  Manage Using The “Platinum Rule”  Foster a Culture of Innovation  Be Fair…not necessarily Equal  Offer Mentoring and Coaching  Create Flexible Scheduling Options  Keep Pace with Technology  Be Open to Change
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  TOOLS OF E NGAGEMENT  Hire for Career Motivators  Manage Expectations…Early!  Solicit Performance Conversations  Keep Employees In the Loop  Take Regular Pulse Checks  Create Opportunities for Team Building  Mentor for Career Advancement
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  shira@purposefulhire.com www.purposefulhire.com