The New Diversity: Understanding and Communicating with Today

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The New DiversityUnderstanding and
Communicating with Todays Multigenerational
Workforce

• Tom Dondore, SPHR, Michael H. Scheerer, M.ED.,
  MBA
• HRS/TND Associates, Inc.
• 610 371 9505
• www.hrstndassociates.com

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Four Generations At Work

• The critical differences among the four
  generations in todays workforce
• The unique learning and development issues
  associated with the four generations
• Dos and donts for learning climates that meet
  the needs of each generation
• Actions you can take to bridge the generation gap
  through training and development

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The Challenge

• Todays workforce spans four generations, as
  Americans live and work longer
• Each contributes its own values, attitudes and
  perceptions to an evolving workplace
• Every person is in many respects
  like
  all other people like some other people like
  no other person.

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Who they are

• Traditionalists 1922-1945
• Baby boomers 1946-1964
• Generation X 1965-1980
• Millennials 1981-2000
• YMMV

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How we are dispersed
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Generations in the workplace So What?

• Differences can affect interpersonal, team, and
  supervisor interactions
• Supervisors who understand uniqueness of each
  generation can design strategies that bridge
  generations

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Evidence of generation gaps

• 75 of workers age 55 say they relate well to
  younger co-workers
• Only 56 of younger employees relate well to
  older workers
• 40 aware of intergenerational conflict
• 1 - conflicts about acceptable work hours
• 2 - believe others dont respect them
• Other issues
• Work ethics
• Organizational hierarchy
• Technology issues
• Dealing with change

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The Generational Imperative

• Employers must hire, retain,
• and gain the full contribution
• of the most talented employees
• across all generations.

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How the generations differ

• Values
• Attitudes toward work
• Work styles
• Job satisfaction criteria
• Commitment level to organization
• Social, political, economic issues
• Education

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How the generations differ

• Preferred leadership approach
• Communication Style
• Motivational buttons
• How they interact with others
• Preferred approach to feedback
• View toward the company

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How the generations differ

• Work vs. personal life
• Desired rewards
• Financial behaviors
• Relationship with technology
• Expectations
• Familial structure and influence

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The Timeline
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Traits
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Silents-Traditionalists

• Contribution, Tradition, Loyalty
• Disciplined and committed
• Civic minded and group oriented
• Significant knowledge legacy
• Willing to reinvent themselves
• Appreciate courtesy

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Boomers in the Workplace

• Individuality, Effort, Improvement
• Corporate navigators and change agents
• Drive to compete and excel
• Relationship oriented
• Hard work Badge of Honor
• Searching their souls

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Xers in the Workplace

• Independence, Options, Pragmatism
• Diverse and entrepreneurial
• Flexible and adaptable
• Outcome oriented
• Im having a life right now!
• Emerging family issues

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Millennials in the Workplace

• Informal, Planful, Achievement
• Digital natives
• Multi-taskers
• Power of the group
• Multi-cultural
• Well-educated

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So what?

• Think of the last time you heard comments like
  these
• Youre right but Im the boss!
• Just do your job!
• I remember when
• The kid wants a promotion after six months on the
  job!
• No!

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New management challenges

• People no longer get a job want to be there 25
  years
• Younger employees may quit traditional
  organizations because older workforce does not
  know how to manage them properly
• Bosses are getting younger an issue for older
  workers

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Training and Development

• Emerging employer practices
• Add age as a diversity factor awareness of age
  stereotypes
• The older generation are set in their ways
• Train managers to handle differences
• Their interests and values are not the same
• Train older workers on technology
• Emphasize lifelong learning

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Transferring Knowledge

• Emerging employer practices
• Mentoring and reverse mentoring
• What can be learned and gained from older and
  younger co-workers

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Intergenerational Team Building

• Training programs to
• Build trust
• Develop effective interpersonal team
  communication
• Facilitate team problem solving
• Expand team capabilities

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Benefits to the organization

• Reduce stress from intergenerational conflict
• Generational perspectives result in better
  quality of work
• Maximizes productivity of an age-diverse
  workforce

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How To Make It Work

• Management courses teach importance of knowing
  you staff. 
• Whats important to your people? 
• What motivates them outside the workplace? 
• A desire for children get into a good college? 
• To finish a marathon?
• What excites and motivates your people regardless
  of generation?

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How To Make It Work

• This topic is based on generalizations.
• Dont over generalize.
• Everyone does NOT fit neatly into a category!
• Some Gen Y folks act like Xers.
• Avoid the temptation to be a negative Pygmalion.

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Management Action

• Be aware Do you have 4 generations? Will you?
• Be enlightening Educate your employees
  managers.
• Be open Talk about these issues listen!
• Be a good example Model respect and
  understanding.
• Be creative Question the fact that one benefit
  package fits all

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Bridging the Gaps

• Avoid age stereotypes.
• Get to know people as individuals.
• Make an effort to work inclusively and
  collaboratively.
• With groups include people of all ages.
• When scheduling meetings, take into account
  peoples
• personal lives and their different needs.
• Ask someone older for their point of view or a
  younger
• person with a technology problem.

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Bridging the Gaps

• Get to know peoples strengths across the
  generations.
• Seek out mentoring opportunities.
• Talk about generational issues with coworkers.
• Conversation starters
• What was this organization like when you
  started?
• How do you balance work vs. rest of your life?
• What do you like most about what you do?
• What do you like to do outside work?

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Bridging the Gaps

• Look for what you can learn gain from older
  younger
• Younger employees bring energy
• Boomers, Millennials Xers bring experience,
  judgment, knowledge
• of organizational politics, eagerness to pass
  on share
• Be willing to give up control!
• Help each other out.

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Bridging the Gaps

• Turn traditional roles upside down.
• Must the senior person always plan the agenda?
• Must only the leaders name be on the cover of
  report?
• Rethink roles to bring generations together
• Use humor to bridge gaps.
• Show your appreciation.

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Your Questions????

• Thank you for your attention.
• THIS PRESENTATION, IN ITS ENTIRETY, WLL BE POSTED
  ON THE HRS WEBSITE BEGINNING 10/21/09
• HRS/TND Associates, Inc.
• 610 371 9505
• www.hrstndassociates.com