Session 7
Engaging the Generations
Session 7 © The Employee Engagement Group
7-1
Generations at Work Quick Guide
Traditionalist Baby Boomer Gen X Gen Y
Born 1922 - 1945
Born 1946 – 1964
Born 1965 - 1980
Born after 1980
Values Hard work Dedication/sacrifice
Conformity Respects authority
Delayed reward Law and order
Optimism
Workaholic Competitive Innovation
Questions authority Materialism
Personal/social expression Skepticism
Life balance Global thinking
Diversity Unimpressed by authority
Fun Self-reliance
Cynicism/pessimism
Child focus Team player
Enthusiasm for change Respect for authority
Tempered hopefulness Sociability Optimism
Work is:
An obligation An exciting adventure A difficult challenge A means to an end
Leadership style
Directive Consensual, collegial Challenges others To be determined
Communication
Formal, memos In person, meetings Direct, immediate E-mail, voice mail, IM
Feedback
No news is good news Doesn’t appreciate it Asks, ‘How am I doing?’ At a push of a button
Rewards
A job well done Money, title, recognition Freedom Meaningful work
Motivation
Respected Valued and needed Do it my way Work/life balance
Work with bright staff Work/life balance
Strategies • Don’t rush
• Acknowledge experience
• Build rapport
• Don’t make assumptions
• May resent young supervisors
• Establish non-authoritarian environment
• Offer fresh assignments
• Provide developmental experiences
• Tap into their expertise
• Ease pressure of complex life
• Allow time for questions
• Provide references
• Use time efficient approaches
• Keep up a quick pace
• Be specific about growth
• Allow time to earn their respect
• Provide interaction with colleagues
• Bring up to speed quickly
• Encourage mentoring
• Use technology
• Non-parental approach
No matter what generation we are from, we all want:
• Achievement – to take pride in one’s work • Camaraderie – positive, inclusive, and productive relationships • Equity – being treated fairly in matters such as pay, benefits,
developmental opportunities, etc.
In general, generations have different views on:
• Authority
• Teamwork
• Development/skill building
• Work/life balance
© The Employee Engagement Group 7-2 Session 7
Similarities
Similarity What are you doing? What could you do?
Achievement
Camaraderie
Equity and Ethics
© The Employee Engagement Group 7-3 Session 7
Challenges with Each Generation
Using the spaces below, make a list of ideas for addressing the challenges of each generation
Baby Boomer
• Want to stay employed
• Increase focus on purpose
• Career escalation replaced by satisfaction
Generation X
• Frustrated by lack of growth opportunities
• Smallest generation – inferiority complex
• Tired of hearing about Millennials (Gen Y)
• Concerned with work-life balance (raising kids)
Millennials
• Don’t want to wait for promotion
• Used to instant gratification
• Views things a mile wide and an inch deep
• Thirst for learning
• Demand for latest technology
© The Employee Engagement Group 7-4 Session 7 All rights reserved
The New Hierarchy
© The Employee Engagement Group 7-5 Session 7 All rights reserved
Boomers Generation X Generation Y
Attracting the Generations
What does and could your organization do right now to be more attractive to engaged Gen X and Gen Y
employees?
What do we do now? What could we do?
Boomers
Generation X
Generation Y
© The Employee Engagement Group 7-6 Session 7 All rights reserved
Communicating with the Generations
Traditionalist Boomer Generation X Gen Y
• Formal, memos
• Words and tone respectful
• Good grammar and diction
• No profanity or slang
• In person, meetings
• Relationship building, over coffee or lunch
• Business and relation-ships intertwined
• Mutual interests
• Link to vision, mission
• E-mail, voice mail
• Direct, immediate
• Time conscious
• No corporate-speak
• WIIFM
• Specific scope and deadlines
• Instant messaging, other social media
• Most important message – face to face or phone
• Be positive
• Tie message to goals
• No cynicism or sarcasm
• Don’t be condescending
• List as many techniques you can think of to communicate with your staff
• What ways work best for the different generations?
• How can you begin implementing these techniques now?
© The Employee Engagement Group 7-7 Session 7 All rights reserved
Leading the Generations
B • Demonstrate your knowledge and experience • Create mentor relationships • Use coaching techniques • Establish non-authoritarian environment • Offer fresh assignments • Provide developmental experiences • Recognize and tap into their expertise • Understand their work ethic – allow it but don’t abuse it
X • Be patient about earning respect • Allow time for communication and questions (open door policy, pause
during meetings) • Maintain a quick pace and manage time effectively • Be specific about growth opportunities; they are looking to transition • Coach for promotion and succession
Y • Demonstrate competence • Provide interaction with colleagues • Set clear, realistic expectations • Take advantage of their speed • Connect with the heart – learn their passions • Let them solve problems • Use technology • Encourage mentoring and provide coaching
• What are the distinct differences how the generations want to be managed?
• What are the similarities in how they want to be managed
• How could a leader maximize both?
© The Employee Engagement Group 7-8 Session 7 All rights reserved
Rate Yourself on Key Generational Leadership Skills By rating yourself on these key skills, you will be able to determine areas that you might want to make improvements. Remember to weight these ratings by which generation each is important to
Key Skill Important to:
Low skill High Skill
B X Y 1 2 3 4 5
Prove or demonstrate competence (knowledge, experience, etc)
X X X
Acknowledge and value their experience
X
Develop and use strong coaching techniques
X X X
Demonstrate confidence
X
Using technology
X X
Setting clear expectations
X X
Identify and communicate growth opportunities
X X
Ask opinions and listen to suggestions
X X X
Maintain a quick pace
X X
Building rapport
X
Adapting to different work habits
X X X
© The Employee Engagement Group 7-9 Session 7 All rights reserved
Rewards and Recognition
How do the reward and recognition programs your organization offers meet these needs?
© The Employee Engagement Group 7-10 Session 7 All rights reserved
Training the Generations
Traditionalists Baby Boomers Gen X Gen Y
Lecture is acceptable Includes team activities in
teaching methods Include lots of activities &
individual report-outs Use technology & lots of variety
in teaching methods
Respect their experience and
opinion in case studies Let participants experience
different team roles (such as a
leader)
“One solution” to case studies is
unacceptable “One solution” to case studies is
unacceptable-want casual
discussion
Align training with company’s
bottom-line success Align training with company’s
strategic plan Align training with company’s
mission Align training with company’s
values & positive image
Will be respectful in evaluation
comments at end of session Will want to evaluate at end of
session at follow-up times Will provide feedback during the
session Will provide feedback during
session & expect praise for it
© The Employee Engagement Group 7-11 Session 7 All rights reserved
Engagement Assignment
&
Session 8 Pre-Work
Session 7 Action Plan © The Employee Engagement Group All Rights Reserved.
Use additional pages if needed. Please finish all sections and be prepared to discuss during session 8
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Session 7 Optional Assignment
Boomers Generation X Generation Y
1. What does and could your organization do right now to be more attractive to engaged Gen X and
Gen Y employees?
What do we do now? What could we do?
Boomers
Generation X
Generation Y
Session 8 Pre-© The Employee Engagement Group All Rights Reserved. Work
Use additional pages if needed.
Please finish all sections and be prepared to discuss during session 8
0
Session 8 Pre-Work
How does are messages from the CEO and Leadership Team cascaded throughout the organization?
Map out how a messages from the Leadership Team to reach an entry-level employee.
• Who is responsible?
• What is the schedule?
• What means are used (e-mail, meetings, etc.)?
• What is communicated – what is considered ‘important’?