Engaging a Multigenerational Workforce
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How many of us work with a Baby Boomer, Gen X, and a Millennial? Do you find yourself wondering “how do they find enough time to do that?”, or saying “I don’t work that way” or “… learn that way”? With many economic factors forcing an aging workforce to continue to work, a growing Gen X moving into leadership and C-suite influencers, and millennials entering the workforce, we have to be prepared to not only work together, but capitalize on the strengths and support our weaknesses through a changing work culture. Learning is no different. We’re all comfortable in our own way with how we gain, retain, and apply knowledge. Yes, there is a multigenerational myth out there. People are people, no matter what age. And, there are certain traits that we exhibit at certain times in our lives, no matter which year we were born. However, because the values formed, and technology available, is different for each generation, the myth ends here. We’re going to walkthrough why this is happening, and how to better align your learning program to meet the needs of your entire workforce, no matter the age.
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Engaging a Multigenerational Workforce
- 1. Copyright © 2014 Accenture. All rights reserved.
- 2. “Life is not a sprint, it’s a marathon.” Copyright © 2014 Accenture. All rights reserved.
- 3. introducing, for a limited time… the Generations (insert catchy theme music here) Copyright © 2014 Accenture. All rights reserved.
- 4. 1980-1994 1960-1980 1944-1962 1925-1946 1995-2010 Generation X Generation Y Generation Z Boomer Veteran generations share a place in history Digital Native Millennial Copyright © 2014 Accenture. All rights reserved.
- 5. 1960-1980 1944-1962 Generation X Boomer of the workforce 65% Copyright © 2014 Accenture. All rights reserved.
- 6. Copyright © 2014 Accenture. All rights reserved.
- 7. dedication / sacrifice hard work conformity / patience respect for authority delayed rewards adherence to rules duty before pleasure law & order Copyright © 2014 Accenture. All rights reserved.
- 8. optimism hard work team orientation personal gratification health and wellness personal growth work and involvement youth Copyright © 2014 Accenture. All rights reserved.
- 9. diversity thinking globally balance techno-literacy fun informality self-reliance pragmatism Copyright © 2014 Accenture. All rights reserved.
- 10. civic duty confidence achievement morality optimism street smarts diversity sociability Copyright © 2014 Accenture. All rights reserved.
- 11. self-confidence multitasking independence innovation information skeptical entertainment oriented diversity openness Copyright © 2014 Accenture. All rights reserved.
- 12. Behaviors are derived from values and values affect how work is conducted. different values = different work styles Copyright © 2014 Accenture. All rights reserved.
- 13. working differently means learning differently Copyright © 2014 Accenture. All rights reserved.
- 14. 21st century workforce skills 2 Copyright © 2014 Accenture. All rights reserved.
- 15. How we learn is changing Copyright © 2014 Accenture. All rights reserved.
- 16. new breed of learner 30± Copyright © 2014 Accenture. All rights reserved.
- 17. how they learn Copyright © 2014 Accenture. All rights reserved.
- 18. acknowledge and bridge the differences Copyright © 2014 Accenture. All rights reserved.
- 19. Ease them in gently Copyright © 2014 Accenture. All rights reserved.
- 20. Provide Traditional Information Provide traditional information Copyright © 2014 Accenture. All rights reserved.
- 21. Start with what they know Copyright © 2014 Accenture. All rights reserved.
- 22. develop a culture that promotes on- going learning Copyright © 2014 Accenture. All rights reserved.
- 23. set goals & partner with employees to achieve full potential Copyright © 2014 Accenture. All rights reserved.
- 24. be open with communication Copyright © 2014 Accenture. All rights reserved.
- 25. recognize interdependence Copyright © 2014 Accenture. All rights reserved.
- 26. “Oh. Well I like squares.” Copyright © 2014 Accenture. All rights reserved.
- 27. Copyright © 2014 Accenture. All rights reserved.
Notas do Editor
- My grandma said,
- Five generations are alive, and for the first time in history, there are four in the workforce. Each of these generations has been influenced by the very different times in the last 80 years in which they grew up. Each generation’s experience impacted their outlook on life and working.
- Five generations are alive, and for the first time in history, there are four in the workforce. Each of these generations has been influenced by the very different times in the last 80 years in which they grew up. Each generation’s experience impacted their outlook on life and working.
- World view influences are both social and personal in nature… It’s a wonder how we’ve worked together so well, because we each have our own value system that’s been influence by the work around us… these are the social and personal factors that continue to influence our behaviors and system
- Veterans grew up in times of economic hardship, which led them to become disciplined and self sacrificing. They place duty before pleasure, believe patience is its own reward, see work as an obligation, and, as workers, are loyal, hard working, and dedicated. They respect authority and work within the system. Some of the youngest of this generation are still in the workforce.
- Baby Boomers are members of a large generation who grew up in economic prosperity after World War II in strong, nuclear families with stay-at-home moms. They are competitive, optimistic, and focus on personal accomplishments. They are workaholics, who “live to work,” and often take work home. Their job or profession defines them, and they like to feel valued and needed. They have no work-life balance; many have sacrificed a home life for a career, and for those who tried both, it has been a juggling act. This generation has dominated the workforce for many years, and now hold significant positions within it.
- Generation X grew up in very different circumstances. For many, having divorced parents and mothers at work was the norm. This led to their characteristic resilience, independence, and adaptability. At work, they take employment seriously and have a pragmatic approach to getting things done. They “work to live, not live to work,” and move in and out of the workforce to accommodate their family and children.
- They are the children of Baby Boomers who indulged them and gave them lots of attention, and who now display a high level of self-confidence. This generation grew up in good times, and spent more time in full-time education than any previous generation. Because they have only known economic prosperity, they do not fear unemployment. They are self-reliant and very social. Friends are very important to them, and they have a large network. They like to multi-task, and are always onto the next thing. They question everything, hence their alias, Generation Why? In the workplace they are not afraid of challenging managers (Baby Boomers). Work for them is a means to an end; it is a place, not their identity. They want flexible working hours, to be able to work from home, and to have time off for travel. Gen Y-ers are quite happy to leave a job if it doesn’t come up to expectations. They think they can have it all and are not embarrassed to ask for it. They are happy to job hop until they find what they want.
- http://www.slideshare.net/janehart/top-100-tools-for-learning-2014
- A profile of today’s new breed of learner Aggregating all the characteristics identified so far, we can build a profile of the new learner of today as someone who is: Most likely to be under 30 (and a member of Generation Y or Z) but might also be older than 30 (and a member of Gen X, Baby Boomer, Vets), A digital native (or a very tech-savvy digital immigrant), Connected 24/7 via a PC and/or mobile device, and A highly engaged user of a broad range of social media tools on a frequent (daily) basis. This high level of connectedness and engagement with Web 2.0 social media permits us to label today’s new learner as a Web 2.0 Learner or Learner 2.0.
- As social media participation is possible at a number of different levels, for those who are unaccustomed to these tools, simply by encouraging contribution – whether it be in a discussion or some content – they are actively engaging, and it doesn’t have to be a difficult or uncomfortable experience. In other words, you ease them in gently rather than expecting them all to be creating their own content from scratch. wikis were probably the most difficult social media tool to implement, since they required significant involvement to make them work. It is much easier to get people to recognise the value of shared bookmarks in a team, or connecting with overseas colleagues through social networking sites, so start with simple things. Wikis were not the best tool to start with, as they generally required both technical skills and a different mindset to use them. He also thought it was important to look for quick wins, like demonstrating the value of a RSS reader.
- As part of rolling out the new collaborative tools, try to have traditional information about, e.g. e-mails, text pages, small presentations, and software simulations.
- as educators tend to go for tools that replicate what they already know, this is a good place to start getting people engaged with new tools. Marcel de Leuuwe also picked up on this; he felt that traditional learners want something that is very close to their own learning or working. With blogging, he felt that this had been more successful when implemented within a course management system like Moodle – which teachers understood — rather than getting them to set up a Blogger account — which was a step too far. As social media participation is possible at a number of different levels, for those who are unaccustomed to these tools, simply by encouraging contribution – whether it be in a discussion or some content – they are actively engaging, and it doesn’t have to be a difficult or uncomfortable experience. In other words, you ease them in gently rather than expecting them all to be creating their own content from scratch.