engaging the generational divide · 2018. 9. 24. · generation x—born between 1965 and 1976....

ENGAGING THE GENERATIONAL

DIVIDEDAVID CIULLO

CEO

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WHY DOES ENGAGEMENT MATTER?

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ENGAGEMENT IS PERCEPTION

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What Does an Engaged Employee Look Like?

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Defining Engagement

The emotional and intellectual commitment of

employees to deliver high performance

Skills +

Knowledge AttitudeEngagement

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THE TECH FACTOR

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“

”

WHERE AND HOW YOU WORK

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Then Now

Partially Engaged • Concentrate on tasks not outcomes

• Want to be told what to do

• Do it, get paid, go home

• Stay with organization longer

• Contribute to bottom line

• Commit to productivity and quality

Fully Engaged

Engagement is Critical to Success

Disengaged • Sow seeds of negativity

• Sabotage progress

• Express mistrust and animosity

29% 35%

45% 50%

26% 20%

U.S. Global

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Employee Engagement Pays High Dividends

• High engagement organizations outperform others

by as much as 202%

• High engagement = 19% higher shareholder return

• Engaged employees = lower turnover

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5 GENERATIONS IN THE WORKFORCECMACAREER.COM / HRPOWERHOUR.COM / DALECARNEGIE.COM

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Traditionalists—born before 1946.

Baby Boomers—born between 1946 and 1964.

Generation X—born between 1965 and 1976.

Generation Y, or Millennials—born between 1977 and 1997.

Generation Z—born after 1997.

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GENERATION Z – 72.8 MILLION

• BORN LATE 90’S AND 2000’S

• DIGITAL NATIVES BUT TRULY DESIRE FACE TO FACE CONVERSATIONS

• SAFETY AND STABILITY

• BELONGING/MATTERING – RECOGNITION SOCIAL MEDIA STYLE

• MATTERING MEANS CREATING AN ENVIRONMENT WHERE WE CAN BE

SEEN, ACKNOWLEDGED, APPRECIATED, AND OUR UNIQUE NEEDS ARE

HONORED.

• INDEPENDENT, ENTREPRENEURIAL AND EVEN TERRITORIAL

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Satisfaction

with Immediate

Manager

Belief in

Senior

Leadership

Pride in the

Organization

Employee

Engagement

The Three KEY Drivers of Engagement

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Emotions Leading to Engagement

Passions

Challenges

Pride

MotivationOpportunities

Strengths

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4 Reinforce

2 Example

Appreciation and Recognition

1 Praise

3 Context

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Engagement Success Steps

Engagement

Success

Steps

1Create a

culture that

encourages

engagement

2Measure

engagement

periodically

3Develop action

plans to address

disengagement4Hold managers

accountable for

improving

5Recognize and

reward progress

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WANT RESULTS – IT’S NOT ABOUT THE

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WANT RESULTS - DEFINE IT, LIVE IT

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WANT RESULTS - THINK DIFFERENTLY

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In Closing…

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THANK YOU

CMACAREER.COM

DALECARNEGIE.COM

HRPOWERHOUR.COM

DCIULLO@CMACAREER.COM

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