Trust in a Multi Generational Workforce

transcript

Cynthia OlmsteadPresident TrustWorks Group, Inc.

Trust in a Multi-Generational Workforce

www.trustworksgroup.com

Rose AvilaPrincipal ConsultantRMA Consulting, Inc.

Objectives

• Understand Generational Distinctions• What is Trust?• Create a Common Language• Bridge the Generational Trust Gap

Are You Ready?

??Do You Know? QuizQuiz

• JKJK• BFFLBFFL• GTGGTG• LOLLOL• WYCMWYCM• BRBBRB• OMGOMG

Today’s Workplace

• Multi-generational: 4 generations

• Multi-diverse: ethnicity, age, cultural backgrounds

• Multiple value systems

• Multiple motivations

“He has a poor work

ethic.” “Just can’t find good workers today; no one wants to work

8 hours a day.”

“I want to coach my kid’s little league team but my boss

won’t let me.”

“Can’t you see that the Internet can increase our revenues by 20% each year?”

“Get a life! There is more to life than work.”

Typical Generational Comments

Poll Question

What generation are you?Born before 1946 □Born between 1946 – 1964 □Born between 1965 – 1980 □Born after 1980… □

Traditional Generation Age: 64-87 Born: 1922 – 1945 10% of workforce

Baby Boomers Age: 45 - 63

Born: 1946 – 1964 44% of workforce

“Live to Work”

Gen Xers Age: 29 - 44

Born: 1965 – 1980

34% of workforce “Work to Live”

Gen Yers/Millennials Age: <28 Born: 1981 – 2004 >12% of workforce

“Work My Way”

Different Outlooks, a good thingVeterans: Value: tradition; loyalty;

hard work; structure Motivated by:

“job well done”

Boomers: Value: work, work, work

to get ahead; achieving success

Motivated by: symbols of achievement, e.g. titles, promotions;salary increases, special perks

Gen-Xers: Value: freedom; flexibility;

change; fun; life balance Motivated by:

informality; regular feedback; learning, training, immediate recognition

Gen-Yers: (Millennials) Value: making a difference;

knowing that their work is meaningful; challenge

Motivated by: civic duty; morality;social justice

So, what does Trust have to do with this?

Based on…

Perceptions

Behaviors

Workplace PerceptionsFor example: Traditionalists: linear focused

Boomers: highly success oriented, competitive

Gen Xers: work-life balance; flexible work place

Millenniums: global is local, cause driven;

multi tasking

A Framework for Generations

• A common language that helps us get past generational perceptions

• Provides common reference point for each other

• Takes away the temptation to stereotype and/or perform “character assassinations”

Gen Xers Want…INVOLVEMENT: Engaged in offering ideas and solutions

TRAINING, FEEDBACK, MENTORING

RESPECT: work space, time, consideration, allowed to get own needs met

FULL DISCLOSURE: fairness, ethical, honest data

GOALS, DEADLINES, FOLLOW-THROUGH

Believable

Connected

Dependable

Demonstrate Competence

Act with Integrity

Care about Others

Maintain Reliability

ELEMENTS

7 People Focus8 Communication9 Recognition

10 Responsiveness11 Accountability12 Organization

4 Honesty5 Values6 Fair Process

1 Expertise2 Performance3 Facilitation Skills

Workplace Challenges• Create a work environment that

supports and integrates the needs of multi-generations

• Build leadership that knows how to communicate

• Embrace differences

• Maintain trust across generations

The Workforce of the Future

Fostering collaboration among the generations should be part of the

process within each phase of work.

~ Robert WendoverCrossing the Generational Divide

“”

Please join us for our Next Webinar

How to Rebuild Trust After DownsizingTuesday, May 5, 2009 9:00 AM - 9:45 AM PST

Want more information?Contact us at: 619-295-5678

orVisit us at

to learn more about TrustWorks programs for your workplace, certified facilitator training or other

consulting services.

Thank you for joining us!

Cynthia OlmsteadPresident TrustWorks Group, Inc.

Trust in a Multi-Generational Workforce

Rose AvilaPrincipal ConsultantRMA Consulting, Inc.

Trust in a Multi Generational Workforce

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