Managing Change in the Workplace

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Managing Change in the Workplace
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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

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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

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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

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Who Are These Generations?
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Baby Boomers

• Born 1946-1964 (78 Million)
• Idealistic, competitive, the Me generation
• T.V., suburbia, Vietnam, Woodstock, womens lib,
  civil rights, drugs rockn roll

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Generation X

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

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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

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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

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Generation YsAttitudes and Expectations in the
Workplace Born 1977-1994 (80 Million)
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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

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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

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Characteristics of Gen YPROS

• Adaptability
• Technologically savvy
• Ability to grasp new concepts
• Efficient multi-taskers

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Characteristics of Gen YCONS

• Impatient
• Skeptical
• Blunt expressive
• Theyre still young

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Attitudes toward Work

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

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What do they want out of a job?

• Career growth, learning and development
• Desire for immediate responsibility
• Meaningful work
• Marketability
• Facilitation vs. Training

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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

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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

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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

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Myths to Watch Out for

• Younger generations have no work ethic
• They have no respect for authority
• Lack of attention
• Difficult personalities

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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.

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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

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