Aligning a Multigenerational Workforce for Agency Success
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This document discusses aligning a multigenerational workforce by understanding the differences between generations currently in the workforce. It defines the four main generations - Silent, Baby Boomers, Generation X, and Nexters - and their defining events, characteristics, values, work styles, and assets/liabilities in the workplace. The document provides recommendations for organizations to activate careers, reduce job stress, provide social interaction, offer work-life balance benefits, and align the generations to build a high performing, diverse workforce.
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Aligning a Multigenerational Workforce for Agency Success
- 1. ALIGNING A MULT-GENERATIONAL WORKFORCE WITH YOUR AGENCY’S GOALS Presented by: Cathy Peterson, MA Human Services Resource and Training Company
- 4. What is a generation?
- 6. WHY DISCUSS THE WORKFORCE?
- 12. Who’s in Your Workforce?
- 13. Events Generation Icons Technology TV First Sex Silent Joe DiMaggio LP’s Payton Place Honeymoon Boomers Joe Namath 8 Tracks/ tape cassette Dallas Backseat Gen X Michael Jordan CD’s Melrose Place Online Nexters Lebron James IPods The OC Define Sex
- 44. How can you provide social interaction among staff?
Notes de l'éditeur
- Welcome to the workshop on aligning a multi-generation workforce with your agency’s goal. My name is Cathy Peterson and I am the Director of Staff Development and Training at Cerebral Palsy of Westchester.
- I For the first half of the training, I would like to identify each group and spend the second half discussing ways to engage them. Imagine having the fans of Benny Goodman, Jimi Hendrix, U2 and Usher working together.
- Upbringing, culture and personality also plays a significant role.
- Why do you think it is important to discuss the workforce?
- Lets look at the workforce statistics
- For the nexter’s generation, their numbers increased to 30 million or 21% of the workforce. By 2010 as the baby boomers exodus, census data suggest two employees will be leaving for every new hire entering. This will dramatically alter the tone of the workforce culture and bring major shifts in organizational dynamics.
- Absolutely not! Employees need to still carry out the responsibilities of their job.
- For us in the developmental disability field, many of our veterans were the founders of our organizations They created the foundations by building, developing and creating missions, and philosophies. They have a huge knowledge of legacy to share Dealt with economic hardship by being disciplined and self-sacrificing Boomers- Strong nuclear families with stay at home moms- Grew up amid economic prosperity suburban affluence. Have ruled the workplace for years and is comfortable in the culture they created. When the story of willbrook broke, the boomers were in college or high school. Thy worked their way up from direct Care to top administrators Took agencies to the next level. The majority of people at the executive level are baby boomers who moved up over the years. Generation Jones New research is emerging on this group Born between 1955 and 1965 Gen X- Have redefined loyalty Their loyalty is to their work and team or boss. Nexters- Most adult supervised generation
- The gamers are a combination of gen x and the nexters because of their skills in the are of games such as play station, x-box, game boy Only 5 percent of the silent generation is left in the workplace.
- As you can see, various events affects each generation differently.
- They made changes in society through intellect Only generation never to have elected a president. They skipped two hopefuls– Dukakis and Mondal and voted for a WW2 veteran (Bush) and then a Baby Boomer (Clinton)
- Come to work and do their jobs They do not complain about the lifting– they do their job.
- The early 60’s were the times of optimism for the youth of the day. They were the first children to watch television revolutionized. The mid 60’s brought conflict with Vietnam war and the decade ended with scandal with the resignation of President Nixon.
- Thanks to the baby boomer- our work week went from 40 hours to 60 weeks.
- To the boomers, work is not a job, it is a way of life. They will work long hours And have difficulty balancing their work and personal life. They are overachievers and very competitive.
- What are the major themes you see?
- Have seen scandal affect every institution from the stock market to presidency. During their childhood, the divorce rate tripled, and many were left to fend for themselves- Many filled time alone with computers and television They seek a balance Grew up in a different world than the previous generation Divorce and working moms created latchkey kids This led to traits of independency, resilience and adaptability Feel very strongly that they don’t need someone looking over their back As managers, they carry the same attiude, ‘people should be able to do their job without me telling them.
- First generation to move away from the traditional republican and demoncratic party. Registered as independents in large numers View religion differently than their parents and earlier generation. Does not believe so much in organized religion as they do in a higher being.
- Will jump from position to position if not happy. Direct Professional staff differ from staff of the past. They are more educated and younger. You want to encourage them to continue their education and stay with your agency and organization.
- Many are annoyed with awards based on years of service. Feel awards should be based on what one contributes. Unlike the boomers, they will say, I am not to be here to be liked. I am here for the guys. And if I get along with staff, then that’s fine.
- Just tell them what to do, don’t waste their time with unproductive meetings Don’t’ expect to be respected because of a title. If changes are being made in the agency let them know. If you are converting into day habs. Include them when you can.
- The are the Gap baby, Nickalodeaon, Sports illustrated for Kinds they are special. They have been working in groups since kindergarden They expect structure in the workplace They respect titles and positions and want a relationship with their boss First generation to be born into homes with the computer-digital era. Raised by active parents who often interceded on their behalf- they challenged poor grades, negotiated with coaches.
- Grew up with more daily interacting with other ethnicity and culturals than ever before. Interacial interaction is at a all time high They are connected 24/7
- Provide a rationalae for the work you ask them to do and the value it adds- it has to make sense to them.
- All employees want clear communication about their employers expectation of them,
- Help people activate their careers Are they interested in going back to school All they familiar with what all the disciplines do?
- If a community outing is scheduled, do they have enough money? In a day or residential setting, what specifically is their role?
- Pizza party in a residential Family outings such as great advantures which will include family interaction.
- Have your nexters do a training on the ipod to the older genration Develop trainings where they can teach individuals who like music how to use an ipod, download music, burn CD’s Create a webpage on myspace The days of teaching someone how to use a tapeplayer is over. The older generation can conduct an inservice on community outings- this is not a generation who may know what resources are out there. How can we provide more flexible with our staff
- The first step in working toward a more inclusive corporate culture is to develop a deep understanding of your workforce by demographics, personality traits Assess your organization – this should be ongoing Reminder- never create surveys to pass out to staff unless you are willing and committed to make the changes. Have a recruiting strategy for across generations. Newspaper ads for the silent and baby boomers and online job boards for the younger generations
- Accommodate their differences in attitudes, values and behaviors In order to effectively coach and motivate all members of your team.