HR Webinar: Zap the Generational Gap!
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Join us to learn actions companies and professionals need to take to keep the Millennial generation and multiple generations interested, on board and engaged. “Finding and keeping qualified people is the biggest challenge facing Corporate America.” -HR Director The workplace is not what it used to be. People are staying past their prime; the corporate ladder has crumbled; college grads have job titles that sound like something out of a science fiction flick; and nobody talks on the phone anymore. The global marketplace has become a myriad of different generations. What the multiple generations want from an employer, their expectations of corporate culture and their motivation to do what is best for organizations differs from generation to generation. Your challenge is NOT figuring out how to work together but how to interface with the varied generations to achieve financial success, personal growth and enriched company morale. Meagan tackles generational challenges head on. Unwilling to accept standard, by-the-book generalizations Meagan demonstrates, through her own in-depth research and program customization that all generations have differences and strengths that go beyond mere age and appearance. Move beyond complaining. Learn from Meagan Johnson what you can do right now to make the most of all the generations. Hear something different, learn something new, redefine your generational perceptions.
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HR Webinar: Zap the Generational Gap!
- 1. Meagan Johnson presents Zap The Generational Gap Learn Something New. Hear Something Different. Generations Redefined.
- 4. How to earn credit Stay on the webinar, online for the full 60 minutes Be watching using your unique URL Program codes delivered by email, to registered email, approximately 30 days following today’s session
- 6. Characteristics of the Younger/Older Workforce Today Photo courtesy of jscreationzs / FreeDigitalPhotos.net
- 8. •Creative •Tech Savvy •Passionate •Entrepreneurial •Environmentalist •Fun •Energetic •Challenge the Status Quo •Excited •Embrace Change
- 9. • Bad attitude • Entitled • Don’t want to pay their dues • Continually complaining • Poor communication skills • Gossip, lazy, apathetic • Rude • Disloyal • Wants reward with no effort • Wants to have fun!! Who Are They? graur razvan ionut / FreeDigitalPhotos.net
- 10. • Bad attitude • Entitled • Continually complaining • Gossip, lazy, apathetic • Rude • Disloyal • Don’t want to pay their dues • Poor communication skills • Wants reward with no effort • Wants to have fun!! BABY BOOMERS! graur razvan ionut / FreeDigitalPhotos.net
- 12. Work is not about paying the rent; it's about self-fulfillment. Listen to Richard Barton, the 30-year-old head of Microsoft's Expedia, a Website that lets you book your travel online: "Work is not work. It's a hobby that you happen to get paid for.” By Nina Munk, Fortune Magazine, 3/16/98
- 13. “Its not that people born after 1980 are narcissists, it’s that young people are narcissists, and they get over themselves as they get older.” Elspeth Reeve The Atlantic-2013
- 16. Generational Signposts Explains how events, technologies & the economy shape various groups of people Cluster of people born during a given timeframe have experienced similar situations and can be differentiated from other generations
- 17. Image from graur razvan ionut survey- Lee Hecht Harrison
- 19. Mix Tape…Best Of!! Do NOT Tape Over!!
- 20. GPS = Direction What is my GSP?
- 21. TEXT generations 44222 Receive Meagan’s monthly Ezine – Generational Jumpstart & a complimentary download of Meagan co-presenting with her DAD!
- 22. Generational Timeline Traditional 1909-1945 Baby Boomers 1946-1964 Gen X 1965-1980 Millennial 1981-2002
- 23. •The Traditional Generation •The Silent Generation •WW II Generation •The Greatest Generation
- 25. At age 111, America's oldest veteran is still smoking cigars, drinking whiskey and loving life Brendan Meyer, The Dallas Morning New
- 27. Dr. Benjamin Spock • Worldwide Bestseller • Translated 40 Languages • Sold more than 50 million copies • Life magazine named Dr. Spock “One of the 100 most influential people of the 20th century.” • Millions of US parents called him “The Nation’s Baby Doctor.”
- 30. Inside every Baby Boomer is a KID wondering WHAT THE HECK HAPPENED!?!?!
- 32. •Identify & document the talents of top performing Baby Boomers •Experience review •Informal mentoring opportunities •Documentation
- 34. How will technology make my job or life easier?
- 35. GPS = Direction What is my GSP?
- 36. 1968
- 39. Generational Timeline Traditional 1909-1945 Baby Boomers 1946-1964 Gen X 1965-1980 Millennial 1981-2002
- 40. Generation X Born 1965 - 1980
- 41. Smallest 13% 1 in 6 Born 1965 - 1980
- 43. Gen X = JAN
- 44. Gen X = JAN Millennial = Cindy
- 45. BB = Marcia Gen X = JAN Millennial = Cindy
- 46. Gen Xers are in their working prime Survey by Korn Ferry’s Futurestep division – Greater than ½ of the executives believe that Gen X is the most engaged generation
- 47. LatchKey Kids
- 49. Joan Ganz Cooney
- 50. GPS = Direction What is my GSP?
- 53. Generational Timeline Traditional 1909-1945 Baby Boomers 1946-1964 Gen X 1965-1980 Millennial 1981-2002
- 55. 90% of Millennials report being very close to their parents
- 56. 90% of Millennial report being very close to their parents 1974: 40% BB felt they would be better off without their parents
- 57. • 80 million = Surpassed the Mighty Baby Boomers! • 5 years = 40% of the workforce will be part of the New Millennium Generation. • 10 years = 75% of the workforce across the globe will call themselves the New Millennium Generation
- 58. • 59% of Millennials Have Never Been Married • 36% of Millennials Live in Multi-Adult Households • Spending power of around 200 billion dollars a year
- 59. Nearly 80% Want to Work for A company that Cares About Their Environmental Impact
- 60. 80% of Millennials view themselves as leaders today The Hartford Millennial leadership survey
- 61. According to recent studies, around 78% of Millennials are more likely to get involved with a brand if they have had face-to-face interaction with it.
- 62. Yep…Your success depends on me!
- 63. National Retail-Federation Conference • In 2002 – • Influence $3-400 billion • 81% of the apparel purchases • 52% of car choices
- 66. 74% of Millennials ranked a collaborative work environment as the first or second most important characteristic they look for in the workplace Qualtrics Millennials in Tech Survey
- 70. “We have replaced the Reviews with the STAY interview.” Adam Broers Bethany Retirement Living
- 71. 1st STAY interview occurs within the first 60 days of employment
- 72. STAY Interview Questions • Tell me what you like most about working here? • What talents, interests or skills do you have that we haven’t made the most of? • When was the last time you thought about leaving your job & what was the cause of you thinking about leaving? • What have you felt good about accomplishing in your job and in your time here? • What do you think of when you think about your job? • “What kind of feedback or recognition would you like about your performance that you aren’t currently receiving?” • “What opportunities for self-improvement would you like to have that go beyond your current role?”
- 73. Trust? Parents 86% Teachers 86% Friends 83% Music Celebrities 35% Athletes 30%
- 75. College Graduates As their most important employee benefit, 33% of recent college grads chose training and development over salary and 98% felt that working with strong mentors is also important PricewaterhouseCoopers
- 76. Millennials who are at their current job or organization for longer than five years are two times more likely to have a mentor Coaching Task-Oriented Relationship Mentorship Includes Reverse Mentor Sponsorship 1-on-1 relationship at a higher level
- 77. Motivating The Millennium Generation •60% I am always learning something new at work •64% I feel my work is valued by my leader Mark Murphy Leadership IQ Study
- 78. Monthly 15 Minute Conversation •What’s something that you’re better @ now than you were last month? •What things would you like to get better @ this month? •What is your plan for developing these skills? •What resources can I help you with? Mark Murphy Leadership IQ Study
- 79. Millennials Value these conversations • Collaborative • Millennials want to know their manager is participating in their career development
- 80. 64 percent plan to be gone by 2020 Deloitte’s Millennial Survey
- 81. 64 percent plan to be gone by 2020 More than six in ten millennials say their ‘leadership skills are not being fully developed’ Deloitte’s Millennial Survey
- 83. “It used to be a detective wanted to stay in an assignment for as long as possible. The old way of having a permanent investigator position or a position that rotates only every 5 years is somewhat alien to this younger generation. We have had to adapt, now most positions rotate every 2-3 years, the disadvantage you have a sharp person that is going to rotate out but on the positive side it open the door to new people. In my old dept we had super short rotating assignments. For example on a burglary team one position would rotate every 3-4 MONTHS.” Chief John Camper
- 84. The Traditional Generation Dear Mr.Smith, Baby Boomer Dear Tom, Gen Xer Tom, Millennials im 2 hot 4 u! 👀✌🔥👩👩👧👦🐑
- 85. Just because it worked before doesn’t mean it will work this time
- 86. “When I first started I was the youngest in my department. I heard a lot of ‘WE HAVE ALWAYS DONE IT THIS WAY.’ That's great but I'd like to know why we chose that particular process since there may be new options available now. I WANT TO CHALLENGE THE PROCESS, NOT THE PERSON.” Katie Lauterbach-Millennial
- 87. • COST? • QUALITY? • SAFETY? • SERVICE?
- 88. The Millennial Generation wants to make a difference in the workplace, and they want to challenge the old ways of thinking Deloitte Survey
- 89. The Millennial Generation perceives innovation is being stifled by management’s attitude, and that a company should be judged not only on a monetary basis but also on the impact it makes in society
- 90. Tuft & Needle
- 94. “Baby Boomers typically get their reward from doing something right. For example, a positive score on an audit or if their coding is accurate. Often Millennials want to hear the words they are doing a good job. Neither one is right or wrong, just different.” Jessie McGill American Assoc. of Nurse Assessment Coordination
- 95. Personalization
- 96. Angela Spain Central District Health Dept.
- 97. Angela Spain Central District Health Dept.
- 98. Angela Spain Central District Health Dept. .
- 99. 1. What was the most difficult in school & why? 2. How would your best friend describe you? 3. Can we call your best friend and ask them? 4. When you finish you work what do you like to do? 5. What keeps you coming to work besides
- 100. According to Nielsen, over 70% of Millennials feel technology makes their lives simpler; over 50% feel technology brings family and friends closer; and almost 25% ranked technology as the top defining characteristic of their generation
- 101. 90% Millennials check their phones, texts and social media before getting out of bed and over 65% spend as much time if not MORE with their friends online versus in person
- 102. Always On Their Phone!
- 104. “We are installing phone charging station in our facilities.” Joanne VanDyke Fairfield Rehab
- 105. 84% Millennials 66% Gen X 44% Baby Boomers Social Media Usage Emarketer
- 107. In an L2 Think Tank study, it was reported that over 80% of successful Millennials log onto Facebook everyday, and more than 50% are influenced by Facebook and web based information when making buying decisions.
- 108. by year 2020, 60% of Millennials believe “social media literacy will be required of all employees.” 33% of Millennials ranked “social media freedom” more important than salary Future Workplace’s Multiple Generations @ Work survey,
- 109. GPS = Direction What is my GSP?
- 110. Generation Z •Born after 2002 •Raised in Smartphone era •Never learn cursive •Running Water, Electricity & Social Media •Entrepreneurial
- 112. David Lokker Owner of Landsharks Meagan
- 113. Howdy. Thank you for considering joining the talented and fun crew at Landshark’s. This is our fancy job application. For every job opening, about 55 people will complete this quiz. With slightly less than a 2% chance of becoming a Shark, we understand if this may not be worth your time. If you are interested in meeting and working with some really funny and talented people, please answer the questions below (preferably honestly).
- 114. On a scale of 1 to 36 how comfortable are you greeting a stranger with a genuine “hello” and a nice smile? 2. How many of your friends are getting married this summer? ____ How many weddings do you anticipate “standing” in? Who are you? What do you love doing? Are you really good at anything? Please explain, either way. What is your favorite book? Why? Name a few bands you have seen in concert, or who are currently in your music collection.
- 117. Questions
- 118. How Ascentis Can Help The Ascentis HCM Suite Has Many Capabilities to Address This Challenge Human Resource Information System • Configurable Interview Guides in Recruiting (to facilitate compliance with “Ban The Question” laws) • Manager Self-Service for Compensation Change Requests • Documentation Fields to Record Pay Differential Explanations • Policy Acknowledgements and Historical Tracking Talent Management • Managers are able to fine tune performance in real-time, through an intuitive mobile interface. • Easily identify what makes their top people so successful and leverage those skills to help others, focus on the mid- level performers to help them accelerate their capabilities and competencies, while also taking action on the critical gaps that are holding back their lower performers from achieving their potential. Recruiting Solution • Increase the quality of your workforce by reducing the cost-of-hire, and support applicant portals delivered directly to your website for ultimate corporate branding and control. • Provide excellent “candidate care” through automated workflows and emails assists in keeping all necessary parties informed and provide e-docs to your new hires!
- 119. Learn more Request an assessment of your organization’s generational talent gap today!
- 120. How to earn credit Stay on the webinar, online for the full 60 minutes Be watching using your unique URL Program codes delivered by email, to registered email, approximately 30 days following today’s session
- 121. Share with your colleagues