effectively managing multiple generations in the workplace · multiple generations in the workplace...

May 7-9, 2017

Disney’s Yacht & Beach Club Resorts®, Florida

Effectively Managing Multiple Generations in the Workplace

Expert Panelists

Chris Doxey

• President, Doxey Inc.

• Former Controller and Director at Verizon and HP

Royce Grayson Morse

• Managing Editor, IOFM

• Former HR Director at Cetan Technologies

Dick Finnegan

• CEO of C-Suite Analytics

• Former HR Executive at SunTrust

Expert Panelists

Chris Doxey

• Networking

Royce Grayson Morse

• Misconceptions

Dick Finnegan

• Stay Interviews

May 7-9, 2017


The AP Workplace is Changing VOLUNTARY TURNOVER

In the coming decade, Baby Boomers will no longer account for the largest generation in the workforce

• Almost all will retire in the next 10-15 years • Teams will be led primarily by Gen Xers • Millennials will account for a larger share of the workforce

INVOLUNTARY TURNOVER

Automation, Centralization, Offshoring and Outsourcing changes: • What we do • How we do it • Where we do it • AND • Who does it

May 7-9, 2017


Four Generations in the Workplace

Name of Generation

Age Range Birth Year Range Share of

Workforce

Millennial 22-40 1977 to 1995 10%

Generation X 41-52 1965-1977 40%

Baby Boomers 53-71 1946-1964 45%

Traditionalists 72 or older 1900-1945 5%

May 7-9, 2017


Name of Generation

Work is… Motivated by… Preferred Working Environment is…

Millennial A means to an end Challenges; expect to learn new knowledge and skills

Collaborative

Generation X A difficult challenge

Forward-thinking companies and flexibility in scheduling

Positive, Fun, Fast-paced, with access to leadership

Baby Boomers An exciting adventure Ability to ‘shine’ or to ‘be a star’

Flat organizational hierarchy

Traditionalists An obligation Recognition and respect for their expertise

Hierarchal; clear chain of command with top-down management

Generational Stereotypes

Case Study – First Time Manager First time manager of a multi-generational staff of a large company’s payroll organization.

• Weekly process with manual time cards and spreadsheets.

• Implemented spreadsheets for the payroll proof and accounting reconciliation process.

• Distrust of technology across all age groups.

• High respect for experienced workers.

• Developed a team environment with cross-training and ongoing suggestion sharing.

• Mentored team members and 3 out of 10 finished BS degrees.

May 7-9, 2017


Misperceptions

• A college professor asked a class of Millennials to introduce themselves and state what they hoped to get from the class. After an awkward silence one student spoke up …

• “Why do you believe you’re qualified to teach us?” • Assumption: Bad attitude, lack of respect • Reality: Millennials are frugal and deeply concerned

about the value proposition. Is this class a good investment of money and time?

May 7-9, 2017


• A Baby Boomer manager insisted his young team be at the company for a minimum of three years before they would be considered for a promotion.

• His department’s turnover was double the rest of the company’s.

• Assumption: These kids don’t want to pay their dues.

• Reality: The world moves at a faster pace now. Younger generations are willing to learn on the fly, but they won’t wait around for new opportunities indefinitely.

Misperceptions

May 7-9, 2017


• A new 30-something manager notes that several of her team are close to—or past—retirement age.

• She schedules one-on-one meetings with them to define their career plans.

• Assumption: If they don’t want to move up, why don’t they retire?

• Reality: Some of them can’t afford to retire. Others like the social environment and need a sense of purpose, but they aren’t interested in climbing the corporate ladder any more.

Misperceptions

May 7-9, 2017


Misperceptions

What Motivates Millennials? 1. Millennials don’t just work for a paycheck – they want a

purpose

2. Millennials are not pursuing job satisfaction, they want development

3. Millennials don’t want bosses, they want coaches

4. Millennials don’t want annual reviews – they want ongoing conversations

5. Millennials don’t want to fix their weaknesses – they want to build their strengths

6. It’s not just my job – it’s my life

Source: Gallup

What is a Stay Interview?

1. What do you look forward to each day when you commute to work?

2. What are you learning here? Want to learn?

3. Why do you stay here?

4. When is the last time you thought about leaving us? What prompted it?

5. What can I do to make your job better for you?

A Stay Interview is a structured

discussion a leader conducts with each

individual employee…

Professional Networking

• Number of “Real Connections” • True Experience and Postings • LinkedIn vs. Facebook • Using LinkedIn for Opportunities • Postings and Blogs • Groups • Etiquette, Notifications and

Endorsements

Questions?

Chris Doxey

• [email protected]

Royce Grayson Morse


Dick Finnegan


mailto:[email protected]








effectively managing multiple generations in the workplace · multiple generations in the workplace...

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