Transcript Cooperative Management Today

Generations in Today’s Workplace
Elaine Johns
President / CEO – EnerVision, Inc.
Who am I? --- Who is EnerVision?

Elaine Johns
– 1985 B.I.E. graduate from Georgia Tech
– Started in IT industry
– Moved to electric utility industry
– Member of group which founded EnerVision, Inc. in 1997
– President / CEO since 2007

EnerVision, Inc.
– Management and technical consulting company specializing
in the electric utility industry
– Located in Atlanta, GA
– ~ 20 employees, projects in 30+ states
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Understanding Generational
Differences
People resemble their times
more than they resemble their parents
There may be people from four different generations
working together, all with different career ethics, goals
and values
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Evidence of Conflicts…

“They have no work ethic. They’re a bunch of slackers.”


“So I told my boss, if you’re looking for loyalty, buy a dog.”
“If I hear, ‘We tried that in ‘87 one more time, I’ll hurl.’”

“Lighten up! Work should be fun.”

“I have a new rule. I will not attend meetings that start after
5 PM - I have a life.”

“Many of the interviewers did not understand my windy path
through employment, which is, of course, a characteristic of
my generation. They didn’t understand I wasn’t looking for
one job for the rest of my life and that I wasn’t looking for
money and status.”
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Understanding Generational
Differences

Business objective:
– Communicate better in the workplace
– Instill confidence and trust in each other
– Ultimately, a win-win for company and employee

What’s in it for me????
– Learn about the differences of each generation
– Learn how to minimize generational conflict
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The Generations
Traditionalists
Born 1922-1946
Age 68+
Loyal, Patriotic, Hard Working, Fiscally Conservative, Faith in Institutions,
No News is Good News
Baby Boomers
Born 1947-1965
Age 49-67
Question Authority, Idealistic, Problems with Change, Lots of Kids/Divorces,
Competitive, Bide Time for Promotion, Yearly Feedback
Generation X
Born 1966-1980
Age 34-48
Independent, Latchkey Kids, Adaptive, Unfazed by Change, Frequent Feedback
Millennials
Born 1981-2000
Age 14-33
Less Competitive, Open-Minded, Globally Concerned, Uninterested in Seniority,
Time Not a Promotion Factor, Focus on Results/Teamwork, Obsessed with Feedback
Generation 2020
Born After 2000
Age 13 & Under
To Be Determined
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The Generations
Working Side-by-Side
Source: The Future of Work: 2020 Workplace http://www.slideshare.net/Rypple/karie-willyerd-webinar-2020-workplace
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Major Events While You Were
Growing Up
Traditionalists
Baby Boomers
1937 Hindenburg tragedy
1937 Disney’s first animated feature (Snow White)
1941 Hitler invades Russia
1941 Pearl Harbor; U.S. enters World War II
1945 World War II ends in Europe and Japan
1947 Jackie Robinson joins major league
baseball
1950 Korean War begins
1954 First transistor radio
1963 President Kennedy assassinated
1965 U.S. sends troops to Vietnam
Generation X
Millennials
1969 U.S. moon landing
1969 Woodstock
1970 Women’s liberation demonstrations
1973 Global energy crisis
1976 Tandy and Apple market PCs
1979 Three Mile Island
1980 John Lennon killed
1981 AIDS identified
1986 Chernobyl disaster
1987 Stock market plummets
1990 Nelson Mandela released
1995 Bombing of Federal building in OK
1997 Princess Diana dies
1999 Columbine High School shootings
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Compelling Messages
From Formative Years
Traditionalists
Generation X
Make do or do without
Don’t count on it
Consider the common good
Heroes don’t exist
Stay in line
Get real
Baby Boomers
Sacrifice
Take care of yourself
Change the world
Be heroic
Always ask “why?”
Work well with others
Technology Era:
Technology Era:
Live up to expectation
Radio
Personal Computer
Duck and cover
Be anything you want to be
Technology Era:
Television
Millennials
You are special
Leave no one behind
Connect 24/7
Achieve now!
Serve your community
Technology Era:
The Internet
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Source: http://assets.aarp.org/www.aarp.org_/cs/misc/leading_a_multigenerational_workforce.pdf
Trivia!
Who was the leader of
Chicago organized
crime in the 1920’s?
What kind of car did Ferris borrow from
Cameron’s father in “Ferris Bueller’s Day Off?”
1961 Ferrari 250 GT California
Al Capone
In an episode
of “I Love
Lucy,” Lucy
tries to sell
what tonic?
If you asked me if I
liked a song and I said
“Fo Shizzle,” did I like
the song or not?
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Trivia!
This men’s hair care product
came in a tube and “a little
dab’ll do ya”
Who was the first female to fly solo
across the Atlantic Ocean?
Amelia Earhart
What festival represents the pinnacle of the
hippie movement?
“Pokémon” is
short for…
Woodstock!
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Who was the world
heavyweight boxing champion
for most of the 1940’s?
Joe Louis
Trivia!
Who’s Momma
always said:
“Life is like a
box of
chocolates”
Forrest Gump
What show became the second
cartoon on in primetime?
Arthur Fonzarelli
What was Fonzie’s full name
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on Happy Days?
The Generations At Work

Not everybody in the workplace is motivated by
the same things anymore

Getting the most out of each generation requires
flexibility

When companies get it, both the company and the
employees win
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Let’s Play
the
“GENERATION GAME”!
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The Generation Game

Need a volunteer from each of the Generations:
–
–
–
–
Millennials
Generation X
Baby Boomers
Traditionalists
Age 14 – 33
Age 34 – 48
Age 49 – 67
Age 68+

Come up to the front

Simply answer the multiple choice questions!
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Question # 1 – Communication Style
Which of the following is your preferred
communication style in the office?
A.
In person
B.
Phone / e-mail
C.
E-mail / texting
D.
Texting
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Question # 2 – Work / Life Balance
How do you define your work / life balance?
A.
B.
C.
D.
I don’t have one: long hours to maintain job
security
I don’t have one: long hours = identity /
sense of contribution
I have a balance
I’m working on it
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Question # 3 - Rewards
What is your idea of a reward
for a job well done?
A.
Pat on the back
B.
Money, title, recognition
C.
Freedom – day off
D.
More meaningful work / projects
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Question # 4 – Changing Jobs
Why would you change jobs / companies?
A. Wouldn’t - company loyalty
B. To do something different
C. It’s necessary
D. Routine
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Challenges for Managers
Traditionalists
Baby Boomers
Generation X
Millennials
OUTLOOK
Practical
Optimistic
Skeptical
Hopeful
WORK ETHIC
Dedicated
Driven
Balanced
Ambitious
VIEW OF
AUTHORITY
Respectful
Love/Hate
Unimpressed
Relaxed, polite
LEADERSHIP
BY . . .
Hierarchy
Consensus
Competence
Achievement,
pulling together
RELATIONSHIPS
Self-sacrifice
Personal
gratification
Reluctance to
commit
Loyal, inclusive
PERSPECTIVE
Civic-minded
Team-oriented
Self-reliant
Civic-minded
TURN-OFFS
Vulgarity
Political
incorrectness
Clichés, hype
Cynicism,
condescension
Source: http://assets.aarp.org/www.aarp.org_/cs/misc/leading_a_multigenerational_workforce.pdf
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Traditionalists at Work
Recruit and Retain

Use a personal touch. Make face-to-face contact.
Computer-driven communication sometimes alienates
members of this generation.

Be mindful of age and experience. Show them that their
experience is viewed as an asset rather than a liability.

Capitalize on experience. Consider setting up mentoring
relationships that match senior employees with younger
ones.
Source: http://assets.aarp.org/www.aarp.org_/cs/misc/leading_a_multigenerational_workforce.pdf
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Boomers at Work
Recruit and Retain

Offer flexible work arrangements: telecommuting, adjustable
scheduling, personal time to handle family and caretaking
matters.

Provide challenging work opportunities, horizontal
movement, learning opportunities.

Offer phased retirement programs.

Offer health and wellness programs to foster healthy life
styles.
Source: http://assets.aarp.org/www.aarp.org_/cs/misc/leading_a_multigenerational_workforce.pdf
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Generation X at Work
Recruit and Retain

Show them lots of options for their workplace schedule.

Allow them to work autonomously.

Tap into their adaptability. Generation Xers are typically
flexible, and many are independent operators. Give them an
important task that needs to get done; they’ll likely get it
handled!

Give FAST (Frequent, Accurate, Specific, Timely) feedback
in order for them to build their skills and improve their
resumes.
Source: http://assets.aarp.org/www.aarp.org_/cs/misc/leading_a_multigenerational_workforce.pdf
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Millennials at Work
Recruit and Retain

Tap an outstanding employee from the Millennial Generation to talk to the
candidate about the company.

Provide flexibility to allow them to pursue their many outside interests.

Get them involved in meaningful volunteer efforts. These workers are
community-oriented and are graduates of required community service hours.

Count them in on benefits like 401(k) plans. Millenials are financially savvy.

Use their capability to access and share information quickly. This is the most
technologically and globally aware generation.

Pair them up with older mentors. On surveys, Millenials say they resonate most
with the Baby Boom and World War II generations.

Help them learn interpersonal skills for the workplace. They may need to be
rescued from difficult situations while they develop these skills.
Source: http://assets.aarp.org/www.aarp.org_/cs/misc/leading_a_multigenerational_workforce.pdf
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What’s in Common?
Flexibility is important regarding work-life balance
Highest indicator of satisfaction is to feel valued on the job
Career development is a high priority
Supportive work environment where they are recognized and
appreciated with rewards for results
And, most importantly, all generations value trust and want respect
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Takeaways

Strive to develop empathy and understanding of
generational characteristics – ultimately, the
organization will be more effective and profitable

Team diversity can breed great success – this
variety of experience provides essential tools to
handle challenges faced by an organization
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Understanding Generational
Differences

Business objective:
– Communicate better in the workplace
– Instill confidence and trust in each other
– Ultimately, a win-win for company and employee

What’s in it for me????
– Learn about the differences of each generation
– Learn how to minimize generational conflict
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THANK YOU!
Elaine Johns
President/CEO
4170 Ashford Dunwoody Road
Suite 550
Atlanta, GA 30319
678-510-2910 (office)
[email protected]
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