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521: Quarterly Practice Session: Multi-generational Differences in the Workplace

521: Quarterly Practice Session: Multi-generational Differences in the Workplace . 108: Multi-Generational Differences in the Workplace. Learning Objectives. Participants will:

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521: Quarterly Practice Session: Multi-generational Differences in the Workplace

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  1. 521: Quarterly Practice Session: Multi-generational Differences in the Workplace 108: Multi-Generational Differences in the Workplace

  2. Learning Objectives Participants will: • Know the values, cultural influences and career expectations that influence the work styles of each of the four generations; • Separate the myth from reality related to the values and ethics each generation brings to the work environment; and • Develop a plan designed to create and support productive multi-generational teams in their agency.

  3. AGENDA • Welcome and Introductions • Facts, Figures, and Data • How Do Generational Differences Relate to Everyday Issues • Conclusion

  4. Generational Breakdown • Traditionalist – (Silent Generation, Veterans) – Born between 1900 and 1945 • Baby Boomers – Born between 1946 and 1964 • Generation X – Born between 1965 and 1980 • Generation Y – (Millennials, Echo Boomers, Nexters, Nesters) – born between 1981 and 1999

  5. Traditionalists( Silent Generation, Veterans) • Born between 1900 and 1945 • Approximately 75 million of the nation’s employees • Loyal - one career employer • Military background – top down management style • Motivated by recognition of a job well done The Diversity Manager’s toolkit

  6. Baby Boomers • Born between 1946 and 1964 • Approximately 80 million of the nation’s employees • Respond to symbols of recognition – titles, money, special perks, status symbols or peer recognition • Optimistic and idealistic • Competitive (because of their large numbers, had to be) The Diversity Manager’s toolkit

  7. Generation X • Born between 1965 and 1980 • Approximately 46 million of the nation’s employees • Typically little trust in the system • Freedom seen as ultimate corporate reward • Want to enhance their skills • Portable benefits – 401Ks – that can be taken anywhere • Skeptical The Diversity Manager’s toolkit

  8. Generation Y(Millennials, Echo Boomers, Nexters, Nesters) • Born between 1981 and 1999 • Approximately 75 million now entering the workforce • Perceived as wanting to make a difference and know their work has value • Question authority for the right reasons • Characteristics include sociability, civic duty, morality The Diversity Manager’s toolkit

  9. Percentage of Employed Americans, by generation (1977 and 2007)

  10. Current Workforce Composition Source: Megan Martin's "Generational Differences in the Workplace"

  11. Workforce Composition - 2015 Source: Megan Martin's "Generational Differences in the Workplace"

  12. Historical Influences Source: Megan Martin's "Generational Differences in the Workplace"

  13. Core Values Source: Megan Martin's "Generational Differences in the Workplace"

  14. Core Values Source: Megan Martin's "Generational Differences in the Workplace"

  15. Core Values Source: Megan Martin's "Generational Differences in the Workplace"

  16. Core Values Source: Megan Martin's "Generational Differences in the Workplace"

  17. Core Values Source: Megan Martin's "Generational Differences in the Workplace"

  18. Core Values Source: Megan Martin's "Generational Differences in the Workplace"

  19. Core Values Source: Megan Martin's "Generational Differences in the Workplace"

  20. Tips for Working Across Generational Divides • Important to understand the other person’s point of view – relationships, relationships, relationships • Don’t assume traditional behaviors – break down of the charts • Keep an open mind • WANT to learn new things and look at things differently

  21. Tips for Working Across Generational Divides (continued) • Listen • Earn respect and be respectful • Spend time with co-workers – one-on-one • Communicate • Be an employee who doesn’t have to be “managed”

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