Managing Other Generations

1. Discuss management styles and indentify your personal style

2. Gain an understanding of different generations in the workforce and what makes each important on your team

3. Develop a plan for managing different generations and personalities

4. Learning appropriate interview questions

Our Goals for Today

1st timein US

History

Veterans: Over 67 years old

• Important events included: – The Great Depression– WWII – Disney releases it’s first animated feature (Snow

White)– The Korean War– Sputnik went into Orbit

You might be a veteran if…• You have the ability to entertain yourself without

a TV, in fact you remember the days before TV

• Popular Technology: Radio

Baby Boomers: 47-66 years old• Important events included:

– Man walks on the Moon– Civil Rights– Woodstock– Deaths of JFK and Martin Luther King– Vietnam War begins

You might be a Boomer if you can complete these sentences…

• When the Beatles first came to the U.S. in early 1964, we all watched them on the ______show

• "Get your kicks, ________________”

• Popular Technology: Television

Generation X: 32-46 years old

• Important events: – The Cold War (remember getting under your desk?)– Challenger Shuttle Explodes on Takeoff– Berlin Wall Dismantled– Fall of Communism in Eastern Europe– U.S. Troops go to Persian Gulf for the 1st time– AIDS Identified

You might be a Gen Xer if…• Schoolhouse Rock played a HUGE part in how you actually

learned the English language. – I know what a Bill (sittin’ up on Capital Hill) is thanks to that show!!

Popular Technology: Computers

Millennials: 11-31 years old

• Important Events: – Death of Princess Diana– Death of Mother Teresa– Columbine– 9/11– World Center Attacks– War begins in Iraq for a 2nd time

You might be a Millennial if…• Blog, Myspace/Facebook, IM, text messaging, and

other social media are a regular part of your daily life

• Popular Technology: The internet, cell phones

Generational Activities

• Form generational groups

• Brainstorm 5 positive and 5 negative characteristics of other generations

• Create a list of what you don’t understand about other generations approach to work.– Bring cards to front when finished

• Within your group, do the characteristics written accurately describe you?– Choose a spokesperson to explain your answer

Is the workplace really that different compared

to 20 years ago?

According to a survey by Lee Hecht Harrison, 60% of employers are experiencing intergenerational

tensions at work.

*Source: Generation Y: They’ve Arrived at Work with a New Attitude, 2005

Sound Familiar?

• Looking for meaningful work• Seeking challenge• Chance to prove themselves and show they can

perform well• Enjoys contact with people• Desire to be in a position of responsibility• Resents being looked at as though they have no

experience• Tends to be more job mobile• Less respectful of authority

Who does this describe?

Training and Development Journal

November 1970Sorry Boomers, the other generations in the workforce

didn’t like you when you started working!

Every generation that enters the workforce makes waves!

Workplace Values

Veterans Boomers Gen Xers Millennials

Career Goals

Build a legacy Build a stellar career

Build a portable career

Build parallel careers

Rewards Satisfaction of a job well done

Money, title, recognition, corner office

Freedom is the ultimate reward

Work that has meaning for me

Work-Life Balance

Support me in shifting the balance

Help me balance everyone else and

find meaning myself

Give me balance now! Not when

I’m 65

Work isn’t everything. Need

flexibility to balance my other

activities

Job Changing

Carries a stigma Puts you behind Is necessary Is part of the daily routine

Training I learned the hard way, you can too!

Train ‘em too much and they’ll

leave

The more they learn, the more

they’ll stay

Continuous learning is a way

of life

Source: When Generations Collide

Managing Different Generations

Veterans

Assets: Experience, enhanced knowledge, dedication, focus, loyalty, stability, emotional maturity, perseverance

Possible issues: Reluctant to buck the system, uncomfortable with conflict, may want to keep things the way they are

Messages that Motivate: “Your experience is respected here”

Rewards: Tangible symbols of loyalty, commitment, and service including plaques and certificates

Methods of Communication: Memos, letters and personal notes

Baby Boomers

Assets: Service orientation, dedication, team perspective, experience, knowledge

Possible issues: May put process ahead of results

Messages that Motivate: “We need you”, “ Your opinion is valued”

Rewards: personal appreciation, promotion, and recognition

Methods of Communication: phone calls, personal interaction

Generation X

Assets: Adaptability, techno-literacy, independence, creativity, willingness to buck the system

Possible issues: Skeptical, may distrust authority

Messages that Motivate: “Do it your way”, “there aren’t a lot of rules around here”

Rewards: Free time, opportunities for development, certifications to add to their resumes

Methods of Communication: Voice mail, email

Millennials

Assets: Collective action, optimism, ability to multi-task, and technologically savvy

Possible issues: Need for supervision and structure, inexperience-particularly when dealing with difficult people

Messages that Motivate: “Your work makes a huge difference here”

Rewards: Awards, certificates, tangible evidence of credibility

Methods of Communication: texting, instant messaging,

How Can You Help Different Generations Work Together

Effectively?

FOCUS: on the similarities of the four generations.

We all want to be successful in our careers.

We all have hopes and dreams.

UNDERSTAND: the differences between the way the generations

approach work.• OPTIMIZE: the strengths of each group:

Traditionalists are loyal employees.

Boomers are highly optimistic.

X-ers value independence and flexibility.

Millennials value teamwork and personal connection.

REALIZE: the possible weaknesses of each generation.

Younger workers may not see the potential hazards and pitfalls of business. They don’t

have the knowledge of what has worked in the past and what has been a total failure.

Older workers may be too focused on the way things have “always been done” and thus be resistant to accepting new procedures and

new technologies.

If you remember nothing else, remember this…

Conducti ng a GoodInterview

Take time to review the candidates resume and cover letter right before the interview

Have a list of questions you can ask

Have the job description in front of you

Be prepared to answer the candidates questions

Leave yourself plenty of time for the interview and to take notes (1 hour)

Have a score card to keep your evaluation of each candidate consistent and fair

Different Types of Interviews

Phone Interviews

• Great alternative to candidates who can’t come in for an interview.

• Allows you to pre-screen candidates and reduce your pool of candidates.

• Should be conducted the same as an in-person interview.

• Make sure that you are in a quiet and interruption free environment to conduct the interview.

• Best to do over landline to avoid cell phone signal problems.

In-Person Interviews

• Gives you an opportunity to meet the candidate and see their professionalism in person.

• Should be conducted in a quiet and interruption free environment (consider a conference room away from your office or normal work area)

• If you have pre-screened candidates by phone, an in-person interview can be the next step and give you a chance to give a tour of the work area.

• Can be conducted by one person or a group of employees.

What to Ask

• Open-ended questions that allow the candidate to talk.

• Avoid the dreaded, “So tell me about yourself” question. There are other ways to get the candidate to open up and talk.

• Behavioral style questions can help you understand a candidates past behavior: (Tell me about a time when you were working together with a team. What role did you have on the team?)

• Refer to sheet of questions. Come up with your own.

• Remember, you’re talking to a student who may not have a lot of experience. You’re looking for trainability and work ethic, not necessarily job knowledge.

Definite Don’ts• Don’t make assumptions about the candidate before the

interview has started.

• Don’t be late. Start the interview at the scheduled time.

• Don’t allow interruptions once the interview has started.

• Don’t spend the whole interview talking.

• Don’t leave the interview open-ended. Give the candidate a timeline of when you plan to make a decision and tell them how you’ll follow up.

• Don’t stray too far from your questions or the reason the candidates

Jennifer Fisher, Program Managerjfisher@fwchamber.org

Graduate Retention Program

Twitter: JenfisherfwBlog: www.generationalsoup.com

www.indianaintern.net

Thank You!!!