Engaging 5 Generations in the Workplace

Engaging 5 Generations in the Workplace

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  Engaging the Five Generationsin the Workplace Elsa E. Velasco, Norina L. Columbaro
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  Our Session Objectives •Recognize – commonly held beliefs about the 5 generations • Introduce – an intergenerational approach within your organization • Identify – specific and realistic ways to engage these generations in two contexts: • Work within Your Association • Membership
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  Describe the 5Generations Multigenerational v. Intergenerational Let’s Get Engaged! Ready, Set, Engage Tactical Planning Questions & Answers Learning Reflection and Application Our Agenda
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  The Fabulous Five Traditionalists Baby Boomers GenX Gen Y Gen Z
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  • Break intogroups of 5 generations • Create an overview of your assigned generation on flip charts based on your own experience and knowledge as well as what was shared in the plenary • Use pictures, words, descriptions, icons (Keep it clean – it’s a family show!!) • You have 10 minutes to develop your overview and select a spokesperson Generations Refresher Teach Back
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  Why Engage? Highly engaged employeescan improve business performance by up to 30% Fully engaged employees are 2.5 times more likely to exceed performance expectations than disengaged employees Remember, your members are also part of these 5 generations!
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  Let’s Talk AboutUs Where does your association fall in the following generational change spectrum? • Level 4: – “The generation of people in the top boxes is the only one that matters…the rest just need to grow up or shut up.” • Level 3: – “The generational change is an emerging issue within our organization but we haven’t done much about it.” • Level 2: – “We view generational change as an emerging opportunity.” • Level 1: – “We’re actively changing the work culture to harness the power of generational change.” What does it mean for the future of association membership?
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  So What CanWe Do? Traditionalist Baby Boomer Gen X Gen Y Gen Z Strengths & Assets Strong work ethic, discipline, loyalty, emotional maturity Customer service oriented, optimistic, dedicated, future oriented Adaptability, tech literacy, creative, willing to buck the system Optimistic, tech savvy, global world view, team players Digital native, service oriented, receptive, culturally sensitive Influences Great Depression, WW II, G.I Bill, Eisenhower, Korean War Suburbia, Civil Rights Vietnam, Rock n’ Roll Challenger, gangs, internet, AIDS, Sesame Street, latch-key kids OK City bombing, rise of Facebook and MySpace, 9/11, high speed internet social networking, mobile games, Newton, Columbine, Boston Race Information Source Newspaper, books, Peers, TV TV, websites, newspapers Websites, TV, books Emails, FB, Pinterest, Instagram, Hangouts Chat rooms, Hangouts, You Tube Learning Styles Traditional, source of institutional knowledge Traditional learning + Participation, Reflection, Feedback Highly receptive to E-learning, series of structured lectures Integrate technology + media Personalized learning through customized environments Career Planning “I am happy to be where I am.” “My dedication and service should be rewarded.” “It’s about time I get a promotion!” “I delivered the results. I’ll get promoted.” “I’m smart. I’ll get a job. I need a job.”
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  Now that weknow more about each of these generations and the intended outcomes of engaging them, How Do We Do It?
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  Ready, Set, ENGAGE!- Tactical Planning Session • Get into your assigned generation group • Based on what we learned about each generation, brainstorm tactics you could use to positively engage and motivate people from your assigned generation on flip charts • Use pictures, words, descriptions, icons • 15 minutes to develop your flip chart and select a spokesperson
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  Today, I Learned.. Torecognize commonly held beliefs about the 5 Generations. I was introduced to the intergenerational approach within my organization. I identified specific, realistic ways to engage these generations in two contexts: Work within My Association and Membership Examples
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  Reference List Clifton, J.(2013) Gallup’s State of the American Workplace: Employee Engagement Insights for U. S. Business Leaders. Deal, J. (2007). Retiring the Generation Gap: How Employees Young & Old Can Find Common Ground (Center for Creative Leadership). Gravett,L. & Throckmorton, R. (2007). Bridging the Generation Gap: How to Get Radio Babies, Boomers, Gen Xers, And Gen Yers to Work Together And Achieve More Johnson, M. (2010). From Boomers to Linksters: Managing the Friction Between Generations at Work Zemke, R. (2000). Generations at Work: Managing the Clash of Veterans, Boomers, Xers, and Nexters in Your Workplace.  
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  Engaging the Five Generationsin the Workplace Elsa E. Velasco, Norina L. Columbaro Follow us