Building a Bridge building a bridge.pdf · Connecting a Multi-Generational Workforce. Midwest Claim...

Building a Bridge

Presented by:

Susan Henry, Senior Vice President,

Connecting a Multi-Generational Workforce

Midwest Claim Conference 2009


Bookend Concept

Mature Worker

New Graduate G

en

X

Bo

om

ers

Gen

Y

Tra

dit

ion

alist

s


Today’s Workforce

Traditionalists – 5%

Millennials – 10%GenXers – 40%

Baby Boomers – 45%


Let’s Generalize, Not Stereotype

Bo

om

ers

Gen

Y

GeneralizationsStereotypes


Generation Y (Millennials)

• What are common perceptions of Generation Y?– What are their beliefs?

– What can they provide?


• What are common perceptions of Generation X?– What are their beliefs?


Generation X


Baby Boomers

• What are common perceptions of Baby Boomers?– What are their beliefs?



Traditionalists

• What are common perceptions of Traditionalists?– What are their beliefs?



Are Your Perceptions Reality?


Traditionalists (1900-1945)

Believe It or Not

The Social Security Administration is predicting the percentage of gainfully employed 65-70 year olds will be 30 percent, and 70-79 year olds will be 20 percent by 2020.


Traditionalists


Characteristics

• Strong work ethic

• Value work and job

• Loyal

• Patient

• Place duty before pleasure

• Reluctant to technology changes

• Rarely say “no”


Working With

• Propose changes as evolutionary steps.

• Show them respect.• Honor the chain of command.• Value their experiences; tap

into their knowledge bases.• Communicate face-to-face.• Take a more formal approach.• Present ideas logically.


Hot Buttons

• Flexibility• Privacy• Respect• Traditional recognition

(i.e., plaques, photos)


Baby Boomers (1946-1964)

Redefining the Aging Workforce

According to SunLife’s January 2009 Unretirement Index, The number of Americans who expect to work past retirement was unchanged over the past 90 days; yet, the top reason for working longer shifted from “to stay mentally engaged” to “earn enough money to live well.”


Baby Boomers


Characteristics

• Disciplined

• Loyal

• Workaholics

• Extremely competitive

• Find sense of self in the work that they do

• Believe a job can be for life

• Look for leadership

• Sometimes resistant to change


Hot Buttons

• Liberalized benefits• PTO/Flexibility• Privacy• Respect• Public recognition (i.e.,

company newsletter)


Working With

• Be patient with their need to work through bureaucracy.

• Acknowledge that you have less experience (when appropriate).

• Be clear on objectives and desired results.

• Be their cheerleaders.• Give them your full attention.• Know the company’s history.


GenXers (1964-1976)

Facing Economic Impact

“Today, employees of Generation X are in their 30s and 40s and are in a position to be considered as corporate leaders. However, this group is often overlooked or not offered the kind of incentives they desire in order to retain them long enough to succeed into these positions.”

~ HRSmart.com


GenXers


Characteristics

• Desire high-quality end results• Value productivity• Work-to-live mindset• Comfortable with authority• Technically competent• Independent, resourceful• Entrepreneurial• Free agent mentality


Hot Buttons

• Work/life balance• Flexibility/telecommuting • Job sharing• Feedback• Challenge• Autonomy• Fun in the workplace• Informal recognition (i.e., paid

days off)• Effective leadership• Succession plans


Working With

• Do not micromanage.• Tell them what needs to be

done, but not how.• Allow them to multi-task.• Make work fun.• Be open and honest.• Use technology.• Delegate.• Be direct and to the point.• Talk casually.• Ask for their opinions.


Millennials (Gen Y) (1977-1995)

Experiencing Their First Recession

“The economic downturn has affected nearly everyone in the United States, from white-collar professionals to blue-collar workers, new graduates entering the workforce to those nearing retirement.”

~ USA Today, March 10, 2009


Millennials (Gen Y)


Characteristics

• Want to make an impact• Feel work is an expression• Multi-taskers• Goal-oriented• High employer expectations• Technology savvy• Collaborative• Energetic• Optimistic


Hot Buttons

• Team work• Corporate image/brand• Money • Training• Upward mobility/career path• Flexibility in hours and dress

code• Technology• Community service• Fitness


Working With

• Create a collaborative environment.• Promote mentorships.• Commit to diversity.• Be supportive.• Assign multiple projects.• Provide rules/solid leadership.• Encourage new ideas.• Show respect.• Be flexible.• Make work fun.


Multi-Generational Challenges

What are the potential challenges of the multi-generational workforce?


Strive for Diversity

• Recognize that diversity of generations in the workplace offers a diversity of ideas and approaches.

• Fully understand the differences that exist between generations.

• Educate managers, supervisors and team members on how to bridge the gap between generations.

• Embrace generational differences to increase productivity and add value.


The Power of Mentorships

• Connect with leaders who are not their managers

• Gain further insight on what it takes to be a leader, thrive in the position/industry

• Gain additional company perspective

• Obtain guidance and suggestions


Top Training Trends

• Cross training

• Planned career rotations

• Stretched work roles

• Subject matter experts

• Individual career building: coaching, shadowing and mentoring

• Personal executive coaches: skills, development, performance


Communication Tips

• Listen actively.

• Give feedback clearly.

• Receive feedback non-defensively.

• Communicate tasks.

• Solve problems collaboratively.


Conflict Management Tips

• Stay focused and listen carefully.

• Try to understand his/her point of view and do not get defensive.

• Own what is yours.

• Use “I” statements (I feel, I see, etc.)

• Look for compromise.

• Take a time out, but don’t give up.

• Ask for help if needed.


How Can the Industry…

… create policies, benefits, recruitment tactics and retention strategies to meet all of the generations’ motivations, desires and needs???

FLEXIBILITY


Brave New World

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Building a Bridge building a bridge.pdf · Connecting a Multi-Generational Workforce. Midwest Claim...

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