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Outlook Nexters Gen ers Boomers Veterans

VIEWS: 2 PAGES: 52

									Know When to Say When!


John Hovey
jhovey@wildblue.net
515-229-8989
The Different Generations

   The Veterans (1922-1943)
   The Baby Boomers (1943-1960)
   Generation X (1960-1980)
   Generation Nexters (1980-2000)
Why is it Important?

   Diversity
   Work Better Together
   Motivation
   Top Line Revenue and Profits
Defining Events

   1930’s-Great Depression
   1940’s-Pearl Harbor, D-day, WWII
   1950’s – Korean War, McCarty
    Hearings
   1960’s – Vietnam, Kennedy
    elected/assassinated, Moon landing
Defining Events

   1970’s – Women’s Rights
    Movement, Oil Embargo, Sexual
    Revolution, Watergate - Nixon
   1980’s – Challenger Explosion, Fall
    of Berlin Wall, John Lennon Shot
   1990’s – Desert Storm, Oklahoma
    City Bombing
   Early 2000’s – Y2K, 911
The Generations

   The Veterans
   Baby Boomers
   Generation X
   The Nexters (also Gen Y)
The Veterans


(1922 - 1943)
Core Values (Veterans)

   Conformity          Respect
   Delayed Reward      Hard Work
   Patience            Honor
   Dedication
Characteristics (Veterans)

   Consistency         Conformers
   Disciplined         Families
   Grand Scale         Past – Oriented
   Conservative        History
                         Absorbed
On the Job (Veterans)
   Assets                   Liabilities
       Stable                   Uncomfortable with
       Detail Oriented           Change
       Thorough                 Reluctant to
       Loyal                     Question the
                                  System
       Hard Working
                                 Uncomfortable with
                                  Conflict
Messages that Motivate (Veterans)

   Experience is respected
   Experience is valuable
   Will be rewarded
What Other Generations Say

   Baby Boomers say”
       “They’re dictatorial.”
       “They’re rigid. They need to adapt to
        change better.”
       “They’re technological dinosaurs.”
What Other Generations Say

   Gen Xers say:
       “They’re too set in their ways.”
       “Jeez, learn how to use your e-mail,
        dude.”
       “They’ve got all the money.”
What Other Generations Say

   Nexters say:
       “They’re trustworthy.”
       “They are good leaders.”
       “They are brave.”
Baby Boomers


(1943 - 1960)
Core Values (Boomers)
   Optimism               Personal Growth
   Teams                  Youth
   Personal               Work
    Gratification          Involvement
   Health & Wellness
Characteristics (Boomers)

   Growth & Expansion
   Moms stayed at home
   Stars of the show
   Optimistic
   Searched souls
How They Differ From Veterans

   Veterans                Baby Boomers
       Followed Rules          Refined roles,
       Loyal                    equality
       Disciplined             Sought new
       Played by the            relationships
        rules                   Instant
                                 gratification
                                Changed Rules
On the Job (Boomers)
   Assets                    Liabilities
       Service Oriented          Not Budget Minded
       Driven                    Sensitive
       Go Extra Mile             Self-centered
       Good at                   Don’t Like Conflict
        Relationships
       Team Players
Messages That Motivate (Boomers)

   Important to Success
   Valued
   Contribution is Important
How to Motivate (Boomers)

   Give Personal Approach
   Public Recognition
   Reward Hard Work
What Other Generations Say

   Veterans say:
       “They talk about things that they
        should keep to themselves.”
       “They are self-absorbed.”
What Other Generations Say

   Gen Xers say:
       “They’re   self-righteous.”
       “They’re   workaholics.”
       “They’re   too political.”
       “Lighten   up, it’s only a job.”
What Other Generations Say

   Nexters say:
       “They’re cool. They’re up to date on
        the music we like.”
       “They work too much.”
Generation X


(1960 – 1980)
Core Values (X–ers)
   Diversity              Informality
   Thinking Globally      Self-reliance
   Balance                Fun – Good time
   Techno Literacy
Characteristics (X-ers)
   Sense of Family          Skeptical
   Non-traditional          Attached to the
    sense about time          Edge
    and space                Technologically
   Like informality          Savvy
   Approach to              Latch Key Kids
    authority is casual
On the Job (X-ers)
   Assets:                     Liabilites
       Adaptable                   Impatient
       Independent                 Poor People Skills
       Not intimidated by          Inexperienced
        authority                   Cynical
       Creative
Messages That Motivate

   “Do it your way”
   Newest Hardware & Software
   Not a lot of rules
   Choices
Recruiting

   “We want you to have a life.”
   Merit not longevity
   Hands off supervision
What Other Generations Say

   Veterans:
       “They’re not educated.”
       “They don’t respect experience.”
       “They don’t follow procedures.”
       “They don’t know what hard work is.”
What Other Generations Say

   Baby Boomers say”
       “They’re slackers.”
       “They are rude and lack social skills.”
       “They spend too much time on the
        Internet, e-mail and texting.”
       “They don’t wait their turn.”
How to Motivate X-ers

   Multi-tasking
   Constructive Feedback
   Technology
Generation Nexters


   (1980 – 2000)
Core Values (Nexters)

   Confidence         Morality
   Optimism           Street Smarts
   Civic Duty         Diversity
   Achievement        Socialbility
On the Job (Nexters)
   Assets                     Liabilities
       Collective Action          Need Supervision
       Optimism                    and Structure
       Heroic Spirit              Inexperienced
       Multi-tasking
Messages That Motivate (Nexters)

   Working with bright & creative
    people.
   Your boss has been here a long
    time.
What Other Generations Say

   Veterans say:
       “They have good manners.”
       “They are smart.”
       “They watch too much TV.”
What Other Generations Say

   Baby Boomers say:
       “They’re cute.”
       “They need more discipline.”
       “They can set a VCR clock.”
       “They need to be able to entertain
        themselves.”
What Other Generations Say

   Gen X-ers say:
       “Not another generation of spoiled
        brats.”
    How They Look At The World
             Veterans     Boomers         Gen X-ers      Nexters

Outlook      Practical    Optimistic      Skeptical      Hopeful

Work         Dedicated    Driven          Balanced       Determined
Ethic
View of      Respectful   Love/Hate       Unimpressed    Polite
Authority
Leadership   Hierarchy    Consensus       Competence     Pulling
by                                                       Together
Relationsh   Personal     Personal        Reluctant to   Inclusive
ip           Sacrifice    Gratification   Commit
Turnoffs     Vulgarity    Political       Cliché, Hype   Promiscuity
                          Incorrectness
How Can Managers Adapt?

   Accommodate Employee Differences
   Create Workplace Choices
   Operate from a sophisticated
    management style
   Respect competence and initiative
   Nourish Retention
Where’s the Beef!

   Two Types of Problems
       Rule Violations (work habits)
       Performance (quality, quantity)
Discipline

   Can Have Two Implications
       Punitive
       Motivate
   Progressive
       Dealing Primarily with Poor Work Habits
        – as determined by severity of the
        infraction or repetitiveness of one type
        of rule violation
Manager’s Role

   Not to Punish or Intimidate
   Develop and Coach
   Make a Trade
Why is it so Difficult to Know When to
Say When?

   Joe Friday – “Just the facts ma’m”
       Can’t be Disputed
   Object is not the Employee, but the
    Behavior
   Not a Problem Employee, but an
    Employee with a problem
   Attitude vs. Behavior
Know When

   When Poor Work
    Habits/Performance Effect
       Output
       Other Employees
       Violate Rules/Procedures
       Become Too Annoying or Offensive to
        Overlook
Next Steps

   Supervisor has to ask themselves if
    they are prepared and justified per
    Company policy to take action if
    employee doesn’t correct
       Focus on Correcting the Problem rather
        then focusing on the employee
       Determine if Corrective Action or Re-
        training is needed
Effective Communication

   Plan the Discussion
   Maintain and Promote Self-Esteem
   Listen and Respond with
    Understanding
   Invite and Encourage Help in
    Solving the Problem
   Follow-up
Coach
   Describe the Poor Work Habit or
    Performance Problem in Detail and
    Why it Concerns You
   Ask for a Reason and Explanation
   Indicate the Situation Must Change
    and Ask for Solutions
   Discuss Each Idea and Offer Help
   Agree on a Solution and Establish a
    Follow-up Date(s)
An employee is observed for the first
 time smoking in a non-smoking
 area is an example of a poor work
 habit or poor work performance?
What level of discipline be applied?
An employee is not able to achieve a
 certain production standard is an
 example of poor work habit or poor
 work performance?
What action should be taken?

								
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