elaine johns president / ceo – enervision, inc.. 2 who am i? --- who is enervision? elaine johns...
TRANSCRIPT
Generations in Today’s WorkplaceElaine JohnsPresident / CEO – EnerVision, Inc.
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Who am I? --- Who is EnerVision?
Elaine Johns– 1985 B.I.E. graduate from Georgia Tech
– Started in IT industry
– Moved to electric utility industry
– Member of group which founded EnerVision, Inc. in 1997
– President / CEO since 2007
EnerVision, Inc.– Management and technical consulting company specializing
in the electric utility industry
– Located in Atlanta, GA
– ~ 20 employees, projects in 30+ states
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Understanding Generational Differences
People resemble their times more than they resemble their parents
There may be people from four different generations working together, all with different career ethics, goals and values
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Evidence of Conflicts…
“They have no work ethic. They’re a bunch of slackers.”
“So I told my boss, if you’re looking for loyalty, buy a dog.” “If I hear, ‘We tried that in ‘87 one more time, I’ll hurl.’”
“Lighten up! Work should be fun.”
“I have a new rule. I will not attend meetings that start after 5 PM - I have a life.”
“Many of the interviewers did not understand my windy path through employment, which is, of course, a characteristic of my generation. They didn’t understand I wasn’t looking for one job for the rest of my life and that I wasn’t looking for money and status.”
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Understanding Generational Differences
Business objective: – Communicate better in the workplace– Instill confidence and trust in each other– Ultimately, a win-win for company and employee
What’s in it for me????– Learn about the differences of each generation– Learn how to minimize generational conflict
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The Generations
Generation X Born 1966-1980 Age 34-48
Independent, Latchkey Kids, Adaptive, Unfazed by Change, Frequent Feedback
Traditionalists Born 1922-1946 Age 68+
Loyal, Patriotic, Hard Working, Fiscally Conservative, Faith in Institutions, No News is Good News
Millennials Born 1981-2000 Age 14-33
Less Competitive, Open-Minded, Globally Concerned, Uninterested in Seniority, Time Not a Promotion Factor, Focus on Results/Teamwork, Obsessed with FeedbackGeneration 2020 Born After 2000 Age 13 & Under
To Be Determined
Baby Boomers Born 1947-1965 Age 49-67
Question Authority, Idealistic, Problems with Change, Lots of Kids/Divorces, Competitive, Bide Time for Promotion, Yearly Feedback
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The Generations
Working Side-by-Side
Source: The Future of Work: 2020 Workplace http://www.slideshare.net/Rypple/karie-willyerd-webinar-2020-workplace
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Traditionalists1937 Hindenburg tragedy
1937 Disney’s first animated feature (Snow White)
1941 Hitler invades Russia
1941 Pearl Harbor; U.S. enters World War II
1945 World War II ends in Europe and Japan
Baby Boomers1947 Jackie Robinson joins major league
baseball
1950 Korean War begins
1954 First transistor radio
1963 President Kennedy assassinated
1965 U.S. sends troops to Vietnam
Major Events While You Were Growing Up
Generation X1969 U.S. moon landing
1969 Woodstock
1970 Women’s liberation demonstrations
1973 Global energy crisis
1976 Tandy and Apple market PCs
1979 Three Mile Island
1980 John Lennon killed
Millennials1981 AIDS identified
1986 Chernobyl disaster
1987 Stock market plummets
1990 Nelson Mandela released
1995 Bombing of Federal building in OK
1997 Princess Diana dies
1999 Columbine High School shootings
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Compelling Messages From Formative Years
Change the world
Work well with others
Live up to expectation
Duck and cover
Be anything you want to be
Technology Era:
Television
Baby Boomers
Make do or do without
Consider the common good
Stay in line
Sacrifice
Be heroic
Technology Era:
Radio
TraditionalistsDon’t count on it
Heroes don’t exist
Get real
Take care of yourself
Always ask “why?”
Technology Era:
Personal Computer
Generation X
You are special
Leave no one behind
Connect 24/7
Achieve now!
Serve your community
Technology Era:
The Internet
Millennials
Source: http://assets.aarp.org/www.aarp.org_/cs/misc/leading_a_multigenerational_workforce.pdf
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Trivia!
Who was the leader of Chicago organized
crime in the 1920’s?
If you asked me if I liked a song and I said “Fo Shizzle,” did I like
the song or not?
In an episode of “I Love
Lucy,” Lucy tries to sell what tonic?
What kind of car did Ferris borrow from Cameron’s father in “Ferris Bueller’s Day Off?”
“FOR SURE!”
1961 Ferrari 250 GT California
Al Capone
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This men’s hair care product came in a tube and “a little
dab’ll do ya”
Trivia!
“Pokémon” is short for…
What festival represents the pinnacle of the hippie movement?
Who was the first female to fly solo across the Atlantic Ocean?
Amelia Earhart
Woodstock!
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What was Fonzie’s full name
on Happy Days?
Trivia!Who was the world
heavyweight boxing champion for most of the 1940’s? Who’s Momma
always said: “Life is like a
box of chocolates”
What show became the second cartoon on in primetime?
Arthur Fonzarelli
Joe LouisForrest Gump
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The Generations At Work
Not everybody in the workplace is motivated by the same things anymore
Getting the most out of each generation requires flexibility
When companies get it, both the company and the employees win
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Let’s Play
the
“GENERATION GAME”!
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The Generation Game
Need a volunteer from each of the Generations:– Millennials Age 14 – 33– Generation X Age 34 – 48– Baby Boomers Age 49 – 67– Traditionalists Age 68+
Come up to the front
Simply answer the multiple choice questions!
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Question # 1 – Communication Style
Which of the following is your preferred communication style in the office?
A. In person
B. Phone / e-mail
C. E-mail / texting
D. Texting
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Question # 2 – Work / Life Balance
How do you define your work / life balance?
A. I don’t have one: long hours to maintain job security
B. I don’t have one: long hours = identity / sense of contribution
C. I have a balance
D. I’m working on it
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Question # 3 - Rewards
What is your idea of a reward
for a job well done?
A. Pat on the back
B. Money, title, recognition
C. Freedom – day off
D. More meaningful work / projects
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Question # 4 – Changing Jobs
Why would you change jobs / companies?
A. Wouldn’t - company loyalty
B. To do something different
C. It’s necessary
D. Routine
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Traditionalists Baby Boomers Generation X Millennials
OUTLOOK Practical Optimistic Skeptical Hopeful
WORK ETHIC Dedicated Driven Balanced Ambitious
VIEW OF AUTHORITY Respectful Love/Hate Unimpressed Relaxed, polite
LEADERSHIP BY . . . Hierarchy Consensus Competence Achievement,
pulling together
RELATIONSHIPS Self-sacrifice Personal gratification
Reluctance to commit Loyal, inclusive
PERSPECTIVE Civic-minded Team-oriented Self-reliant Civic-minded
TURN-OFFS Vulgarity Political incorrectness Clichés, hype Cynicism,
condescension
Source: http://assets.aarp.org/www.aarp.org_/cs/misc/leading_a_multigenerational_workforce.pdf
Challenges for Managers
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Use a personal touch. Make face-to-face contact. Computer-driven communication sometimes alienates members of this generation.
Be mindful of age and experience. Show them that their experience is viewed as an asset rather than a liability.
Capitalize on experience. Consider setting up mentoring relationships that match senior employees with younger ones.
Traditionalists at Work Recruit and Retain
Source: http://assets.aarp.org/www.aarp.org_/cs/misc/leading_a_multigenerational_workforce.pdf
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Offer flexible work arrangements: telecommuting, adjustable scheduling, personal time to handle family and caretaking matters.
Provide challenging work opportunities, horizontal movement, learning opportunities.
Offer phased retirement programs.
Offer health and wellness programs to foster healthy life styles.
Boomers at Work Recruit and Retain
Source: http://assets.aarp.org/www.aarp.org_/cs/misc/leading_a_multigenerational_workforce.pdf
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Generation X at Work Recruit and Retain
Show them lots of options for their workplace schedule.
Allow them to work autonomously.
Tap into their adaptability. Generation Xers are typically flexible, and many are independent operators. Give them an important task that needs to get done; they’ll likely get it handled!
Give FAST (Frequent, Accurate, Specific, Timely) feedback in order for them to build their skills and improve their resumes.
Source: http://assets.aarp.org/www.aarp.org_/cs/misc/leading_a_multigenerational_workforce.pdf
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Millennials at Work Recruit and Retain
Tap an outstanding employee from the Millennial Generation to talk to the candidate about the company.
Provide flexibility to allow them to pursue their many outside interests.
Get them involved in meaningful volunteer efforts. These workers are community-oriented and are graduates of required community service hours.
Count them in on benefits like 401(k) plans. Millenials are financially savvy.
Use their capability to access and share information quickly. This is the most technologically and globally aware generation.
Pair them up with older mentors. On surveys, Millenials say they resonate most with the Baby Boom and World War II generations.
Help them learn interpersonal skills for the workplace. They may need to be rescued from difficult situations while they develop these skills.
Source: http://assets.aarp.org/www.aarp.org_/cs/misc/leading_a_multigenerational_workforce.pdf
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What’s in Common?
Flexibility is important regarding work-life balance
Highest indicator of satisfaction is to feel valued on the job
Career development is a high priority
Supportive work environment where they are recognized and
appreciated with rewards for results
And, most importantly, all generations value trust and want
respect
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Takeaways
Strive to develop empathy and understanding of generational characteristics – ultimately, the organization will be more effective and profitable
Team diversity can breed great success – this variety of experience provides essential tools to handle challenges faced by an organization
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Understanding Generational Differences
Business objective: – Communicate better in the workplace– Instill confidence and trust in each other– Ultimately, a win-win for company and employee
What’s in it for me????– Learn about the differences of each generation– Learn how to minimize generational conflict
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THANK YOU!
Elaine JohnsPresident/CEO
4170 Ashford Dunwoody RoadSuite 550
Atlanta, GA 30319678-510-2910 (office)