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Managing Change in the Workplace

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... Take action and start training, developing, and coaching your future leaders now ... Online job posting, career fairs, personal networking ... – PowerPoint PPT presentation

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Title: Managing Change in the Workplace


1
Managing Change in the Workplace
2
Workplace Supply Demand Trends
  • By 2010, 52 of the U.S. work force will be
    between the ages of 55 and 64
  • From 2010 to 2030, the portion of the U.S.
    population over age 65 will grow 4 times as much
    as it did in the last 80 years
  • As of 2005, Gen X and Y outnumbered the baby
    boomers when they made up 51 of the U.S.
    workforce
  • Starting in 2012, nearly 10,000 Americans will
    turn 65 every day

3
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4
Be Prepared for changes in the workplace within
the next 3-5 years
  • What key staff will be retiring how will it
    effect the efficiency of your organization?
  • Step 1 Start assessing how the changing age
    demographic is going to affect your workplace
    culture and strategies for hiring, training
    development, and employee satisfaction
  • Step 2 Take action and start training,
    developing, and coaching your future leaders now
    to ensure a smooth transition as senior
    management retires

5
Things to keep in mind
  • Generational context is not about age, but common
    experiences
  • Different is neither right or wrong, just
    different
  • Different generations care about different
    approaches to the same problem

6
Who Are These Generations?
7
Baby Boomers
  • Born 1946-1964 (78 Million)
  • Idealistic, competitive, the Me generation
  • T.V., suburbia, Vietnam, Woodstock, womens lib,
    civil rights, drugs rockn roll

8
Generation X
  • Born 1965-1976 (46 Million)
  • Techno savvy, skeptical, self-sufficient
  • MTV, AIDS, Computers, divorce rate tripled, fall
    of the Berlin wall, Challenger

9
Generation Y
  • Born 1977-1994 (80 Million)
  • Cyber literate, confident, efficient
    multi-taskers
  • Internet chatting, O.J. trial, Lewinsky,
    Columbine, Ok. City bombing, Enron, 9/11, Gulf
    wars Iraq

10
Why is this Important?
  • To attract and retain young talent
  • Maximize the effectiveness of your employee pool
    while minimizing potential turnover costs
    conflicts
  • To remain competitive, adaptive, and resilient in
    a changing workplace
  • Gen X can only replace 60 of the retiring boomer
    workforce, Gen Y needs to fill the gap

11
Generation YsAttitudes and Expectations in the
Workplace Born 1977-1994 (80 Million)
12
Impact on the Workforce
  • Fastest growing segment of the workforce
  • Today, they account for approximately 21 of the
    overall U.S. workforce
  • By 2012, they will be the 18-34 labor age group
  • Potential intergenerational conflict

13
Why do you have to manage them differently?
  • Grew up in the age of active parenting
  • Praised indulged
  • Digital upbringing and info saturation
  • Accustomed to digital learning
  • Gen Ys digital upbringing facilitates
    multitasking

14
Characteristics of Gen YPROS
  • Adaptability
  • Technologically savvy
  • Ability to grasp new concepts
  • Efficient multi-taskers

15
Characteristics of Gen YCONS
  • Impatient
  • Skeptical
  • Blunt expressive
  • Theyre still young

16
Attitudes toward Work
  • Behavior-driven position selection
  • Performance and results should drive
    compensation/promotion
  • Competitive
  • Life-work balance

17
What do they want out of a job?
  • Career growth, learning and development
  • Desire for immediate responsibility
  • Meaningful work
  • Marketability
  • Facilitation vs. Training

18
Steps to Recruiting a Gen Y Employee
  • Online job posting, career fairs, personal
    networking
  • Partner with local high schools, community
    colleges, trade schools associations
  • Emphasize the opportunities, technology, and
    satisfaction to be found in a HVAC/building
    controls career
  • Defined roles within the organization

19
How do I reach them during training?
  • Make it relevant
  • Use a variety of approaches
  • Keep it fast-paced interactive
  • Provide immediacy
  • Focus on outcomes

20
Steps to Retain a Gen Y Employee
  • Encourage their values
  • Train them
  • Mentor them
  • Show them how their work will contribute to the
    organization
  • Provide full disclosure
  • Provide access to technology

21
Myths to Watch Out for
  • Younger generations have no work ethic
  • They have no respect for authority
  • Lack of attention
  • Difficult personalities

22
The Bottom Line
  • The workplace is getting older, faster than we
    can replace them with experienced workers.
  • Organizations MUST work to recruit, develop, and
    retain young workers.

23
Workforce Planning Development
  • Succession planning knowledge transfer strategy
  • Assign mentors to new employees
  • Phased or partial retirement
  • May have to restructure internal training
    programs and hiring systems
  • Partner with local high schools, community
    colleges, trade schools

24
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