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Mixing and Managing Four Generations
Transcript of Mixing and Managing Four Generations
Gen Y are more socially minded, confident and team oriented than any other generation to enter the workplace.
Most ethnically diverse generation in history.
Gen Y employees want to have a long-term relationship with a company, but they also want to trust that the company wants to have a long-term relationship with them (relationship with individuals not company loyalty).
They like to be recognized for good work and be given feedback (not enabled).
"Do well and do good" mentality
A Look into Today's Workplace
Presented By: Sherry Thomas
Great Depression, World Wars, Industrialization, Social Security Mandatory, and Korean War.
Top down management style (hierarchical).
Military-like relationships within the workplace.
High respect for authority, integrity, and delayed gratification.
Value honesty, loyalty, and hardwork.
Collective sense of dedication and sacrifice.
View work as a priviledge and have a strong work ethic.
Within the Workplace...
Generation Y (1981-2000)
Mindset of “working to live” vs. one of “living to work.”
Service Oriented/Civic Minded.
Value Life-long Learning.
The Age Of The Millenials
- Overview of the generations
- Expose the myths!
- Attract and retain a multigenerational workforce
"we believe in logic... not magic."
Within the workplace
Detest the traditional hierarchy and laziness.
Desire to be treated as equal, value consensus and material success, spirit in the workplace.
They have entered into positions of corporate and national authority and power.
Competitive, idealistic, driven and optimistic
Mentality of entitlement.
Rebelled against authority.
"Live to work not work to live."
Myth: Can't learn technology.
Reality: They are motivated students when training is done right (respectfully, with low stress).
Myth: Don't want to work.
Reality: Many prefer to be working past retirement, at least part time; job changing still carries a stigma for them.
Myth: Not as smart and productive as younger workers.
Reality: Psychologists find that intelligence remains constant until at least age 70.
Debunking the Myths...
1.) Identify values and assess value differences
2.) Build on commonalities and embrace the differences
3.) Tap into motivations
4.) Organizational sharing and mentoring
5.) Give feedback and recognize
How are we going to develop and retain the Gen Y workforce of the future??
Most current to enter into the workplace and represent the workforce of the future.
First high tech generation and first to be born into a “wired world:” “connected” 24 hours a day.
6.) Expect mutual accountability
7.) Set clear goals
8.) Corporate philosophy and philanthropy
9.) Career planning and development/Training
10.) Psychological Contract
Value individualism and working for themselves.
Team oriented, desire mentors, aspire to balance personal and work life.
Fair, competent, & straightforward.
Like to be challenged
Thrive off change!
(Age 65 -101)
(Age 46 -64)
(Age 30- 45)
1946-1964 Baby Boomers
Major Events: MTV, AIDS, Man on the Moon, personal computers, new global markets, video games.
Generation X: 1965-1980
Gen X in Workplace
Since many of the Baby Boomers may not be leaving the workforce anytime soon
Understanding where the different generations can advance an organization will be invaluable to Generation X and Generation Y Managers
In just eight short years, 46% of the workforce will be comprised of millennials. whether you're frightened or excited by the prospect, the fact remains that young adults born between 1976 and 2001 will be running this country.
This is the first time in American history that we have four, soon to be five different generations working side by side in the workplace
"businesses are struggling to keep pace with a new generation of young people entering the workforce, who have starkly different attitudes and desires than employees over the past few decades." USA Today
Myth: Boomers are technologically challenged!
Some 82% of Boomers use the internet and 84% have been online. Their online activities include instant messaging, downloading music or movies, financial transactions and online gaming.
What are we already doing?
MYTHS: Gen Y is narcissistic, lazy, disloyal to their employer, and need constant praise.
Where do we go from here?
How do we bridge the generation gap?
Be aware that differences exist
They can be difficult to foresee, understand and fix
Helping to understand the importance of each generation in the workplace will be vital for organizational success as the Traditionalists, Baby Boomers, Generation X and Generation Y continue to function in the workplace today
Witnessed intra-country terrorism, Columbine, attacks of September 11, economic uncertainty, war in Iraq, emerging nations.
They foster a sense of betrayal and skepticism towards authority and the job market.
MYTH: They have a low attention span, poor work ethic, low sense of corporate loyalty and slackers.
* 85 percent care a great deal about their organization's future.
* 83 percent are willing to go beyond what is expected to ensure the success of their firm.
They gave these reasons for choosing their employer:
* Advancement opportunities--88 percent
* Compensation--78 percent
* Reputation--77 percent.
All 4 generations
fit into a single box, be creative in your management style!