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Matthew Gregg, M.S.,

Motivating the Multi-Generational Workforce. Matthew Gregg, M.S.,. Define motivation. Definition : Internal condition that activates behavior and gives it direction; and energizes and directs goal-oriented behavior. Fruit Salad Anyone?.

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Matthew Gregg, M.S.,

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  1. Motivating the Multi-Generational Workforce Matthew Gregg, M.S.,

  2. Define motivation. • Definition: Internal condition that activates behavior and gives it direction; and energizes and directs goal-oriented behavior.

  3. Fruit Salad Anyone? We attempt to compare apples to oranges and want them all to be bananas. By doing so, we tend to have the same old thing and not realizing that what we have in front of us is a fruit salad. Dynamic, varying in color and taste, and something worth far more than a bunch of bananas!

  4. A Snapshot of Our Generations

  5. Colleagues and Customers • Remember, this is just as, if not more, important to remember for our customers. • How you interact with your customers should remain consistent, however, what products you choose to highlight may be different.

  6. How do we motivate? • First we must understand what shapes a generation. • What Motivates You? • What Influenced Your Era? • What are Your Work/Family Values? • How Do You Like Your Feedback at work? • What is Respect? • What is Work Ethic to your Generation?

  7. Discussion! • Discuss what motivates and impacted your generation and how you feel it affected your work.

  8. Generational Signposts An event or cultural phenomenon that is , most of the time, specific to one generation. -Shape, influence and drive expectations, drives what we buy, where we work, the way view life in general. Generations Inc. Megan and Larry Johnson 2010

  9. Generational Signposts • Generational Signposts are not always specific to one generation. • Ex: September 11th, 2001 • Where were you? • How did it change your outlook on life, or did it? • Challenger Explosion • Where were you? • How did it change your view on life

  10. Work Habits Veterans (born before 1946) Ages: 65+ • Percent of U.S. workforce: 4% • Family life: Ozzie and Harriet • Workplace communication: Formal memos • Workplace feedback: Minimal to none ("No news is good news") • Is rewarded by: Satisfaction in a job well done • Is motivated by: Knowing that their knowledge and experience are valued • Work/life balance: Lives to work • Work ethic: Works hard, respects authority, follows rules, pays their dues, is loyal, "the customer is always right“ • Bridging the age gap • BY SARA DONNELLY • http://www.oeeo.wa.gov.au/documents/diversitybizz/0802/gap.pdf

  11. Work Habits BABY BOOMERS (born from 1946 to 1964) Ages: 47-64 (54,623,000) +/-2yrs • Percent of U.S. workforce: 39% • Family life: Dynamic • Workplace communication: In Person • Workplace feedback: Formal reviews, "open door" policy • Is rewarded by: Money, Titles, Status Symbols • Is motivated by: Being Appreciated, Regarded as a Hard Worker • Work/life balance: Works to live, wants to retire early • Work ethic: Works hard and long (workaholic), is efficient and competitive • Bridging the age gap • BY SARA DONNELLY • http://www.oeeo.wa.gov.au/documents/diversitybizz/0802/gap.pdf

  12. Work Habits GENERATION X (born from 1965 to 1979) Ages: 33-46 (30,239,000) +/- 2yrs Percent of U.S. workforce: 22% • Family life: Latchkey Kids • Workplace communication: Direct, Immediate • Workplace feedback: Frequent • Is rewarded by: Freedom and Flexibility • Is motivated by: Let me do it my way, it is the outcome that matters • Work/life balance: Two separate lives. Both are Equally Important • Work ethic: Works smarter (not harder), multitasks, doesn't like being micromanaged, wants frequent thank you’s, wants boss to lighten up • Bridging the age gap • BY SARA DONNELLY • http://www.oeeo.wa.gov.au/documents/diversitybizz/0802/gap.pdf

  13. Work Habits GENERATION Y (born from 1980-1996) Ages:31- 15 (46, 843,000) +/- 3yrs • Percent of U.S. workforce: 34% • Family life: Center of the world • Workplace communication: Frequent, Technological • Workplace feedback: Constant, Positive • Is rewarded by: Positive Reinforcement • Is motivated by: Jobs with a purpose, Time Off • Work/life balance: Live First, Work Later • Work ethic: Important and interesting work is a priority; wants to be mentored; needs goals, direction and a clear professional stake in job; wants to have fun. • Bridging the age gap • BY SARA DONNELLY • http://www.oeeo.wa.gov.au/documents/diversitybizz/0802/gap.pdf

  14. How do we keep our Boomers engaged? • If you manage boomers, is it difficult at times? • Here are some tips from Megan and Larry Johnson: • Respect their experience • Give them room without abandoning them • Prove yourself through performance • Capture the wisdom they have before the dis-engage • . (They aren’t going to retire soon.) • Leverage their strengths in new ways • Arrange for recognition and credit • Find an ally within your boomer workforce • Set up a mentor/mentee program Generations Inc. 2010 Megan and Larry Johnson

  15. In the end….. • There is nothing wrong with today's teenager that twenty years won't cure.  ~Author Unknown www.quotegarden.com

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