Generation xyz mar2015 gk

The X-Y-Z
of Management
3/30/2015 www.SlideShare.net 1
Leahcim Semaj, PhD

Mobile: 876.383.5627 Skype: LSemaj
Office: 876.948.5627 Twitter: LSemaj
Email: Semaj@LTSemaj.com Facebook: Leahcim.Semaj
www.SlideShare.net/LSemaj

 Why can’t we all just get along?
 Who are they?
 What defines these generations
 Where did they come from?
 The lessons they learnt BEFORE they came
to work with you
 What do they want?
 What they want and how to give it to them
 What kind of Manager will that make
you?
3/30/2015 3www.SlideShare.net

 We promise to demonstrate the GK Leadership
Style, conducive to
 fostering growth, recognition and work/life balance
 We promise to promote teamwork,
mutual respect, open communication,
empowerment and accountability
 We promise to partner with you to guide your
 career development aspirations irrespective of age,
gender or personal background

 Foster Growth
 Recognition
 Work/Life balance
 Recruitment and Retention
 Career Development
AMONG
Gen X & GenY team members

•new parents?
•empty nesters?
•nearing retirement?

Children Staff
Customers Friends
You

 Part 1:The Presentations
 Part 2: ParticipantWork Groups
Participants join small working
groups to explore issues arising
from the presentations.

1. How WillYou…
 Foster Growth
 Recognition
 Work/Life Balance
 Recruitment and Retention
 Career Development
Among Gen X & GenY team members
2. What Adjustments do we make forTeam Member
• new parents?
• empty nesters?
• nearing retirement?

 Part 3: Group Presentations
 In this session, the participants will share
experiences and conclusions from the working
groups with the full gathering.
 Part 4: Participant Action Plans
 Each participant will identify what s/he as
individuals have decided to include in their
“Toolkit”
 specific techniques and action plans for practical
application after the workshop.

CanYou Gen-Flex?

 Traditionalists: 1922 – 1943 (over 70)
 Baby Boomers: 1944 – 1964 (51– 70)
 Generation X: 1965 – 1980 (35 – 50)
 GenerationY: 1981 – 1994 (21 – 34)
 Generation Z: 1995 - ? (Under 20)

Gen Z
GenY
Gen X
Boomers

 Born: 1928-1945
 Coming of Age: 1946-1963
 Age in 2012: 67 to 84
 Jamaica 65 & over Population 2011: 217,606
 This generation had significant opportunities in jobs
and education as theWar ended and a post-war
economic boom struck America.
 However, the growth in ColdWar tensions, the
potential for nuclear war and other never before seen
threats led to levels of discomfort and uncertainty
throughout the generation.
 Members of this group value security, comfort, and
familiar, known activities and environments.

 Born: 1965-1980
 Age in 2012: 36 to 46
 Jamaican Population 1970: 1.8 million
 Jamaica 30–64 Population 2011: 1.03 million
 Sometimes referred to as the “lost” generation, this
was the first generation of “latchkey” kids, exposed to
lots of daycare and divorce.
 Known as the generation with the lowest voting
participation rate of any generation,
 Gen Xers were quoted by Newsweek as
 “the generation that dropped out without ever turning on
the news or tuning in to the social issues around them.”

 often characterized by high levels of
skepticism,
 “what’s in it for me” attitudes

 arguably the best educated generation with 29%
obtaining a bachelor’s degree or higher (6%
higher than the previous cohort).
 And, with that education and a growing maturity
they are starting to form families with a higher
level of caution and pragmatism than their
parents demonstrated.
 Concerns run high over avoiding broken homes,
 kids growing up without a parent around and financial
planning.

 Born: 1977-1994
 Age in 2012: 18 to 35
 Population 1982: 2.2 million
 Jamaica 15-29 population 2011: 751,489
 The largest cohort since the Baby Boomers,
their high numbers reflect their births as that
of their parent generation..
 the last of the Boomer Is and most of the Boomer
II s.

 are known as incredibly sophisticated,
technology wise,
 immune to most traditional marketing and sales
pitches...
 as they not only grew up with it all,
 they’ve seen it all and been exposed to it
all since early childhood.

 are much more segmented as an
audience aided by the rapid
expansion in CableTV channels,
satellite radio, the Internet, e-zines,
etc.

 less brand loyal and the speed of
the Internet has led the cohort to be
similarly flexible and changing in its
fashion, style consciousness and
where and how it is communicated
with.

 often raised in dual income or single parent
families have been more involved in family
purchases...everything from groceries to new
cars.
 One in nine GenYers has a credit card co-
signed by a parent.

The Millennials
Leahcim Semaj

 They are the most tech savvy and
demanding generation ever on this planet
 Technology is in their DNA.
 The internet is their life.
 they will use it for everything
 They will be a transient workforce.
 They will 'follow the work' and live where
the work is based.

 For them the virtual world is real –
 Friends, Fans, Followers and Contacts
 Geography and distance are
 no hindrance,
 Everything is here and now - just a click
away.

 They are more self-directed
 process information at lightning
speed.
 are smarter than any other generation
▪(how wise? Time will tell?)

 They will give new meaning to the term
Social workers:
 Raised in an educational culture of
working in teams
 and being highly socially connected
through
 computers, cell phones, text messaging,
instant messaging, social networking,
 blogs, multi-player gaming, etc.,

 Millennials are extremely social
workers.
 they are the first generation to
begin to build relationships
virtually
 and are now bringing a culture of
constantly working together

SENSORY
Listen
See
Talk
DIGITAL
Friends - 3018
Followers - 155/138
BB Contacts - 10
3/30/2015 www.LTSemaj.com 38

 Born: 1995-2012
 Age in 2012: 0-17
 Jamaica Population 2001: 2.6 million
 Jamaica Under 15 Population 2011: 702,835
 While we don’t know much about Gen Z yet...we
know a lot about the environment they are
growing up in.
 This highly diverse environment will make the
grade schools of the next generation the most
diverse ever.

 will grow up with a highly
sophisticated media and computer
environment and will be more
Internet savvy and expert than their
GenY forerunners.

 Boomers
 think that technology is a separate thing.
 They “go on” the internet.
 They “make a call on the cell phone”.
 They look something up
 “on the computer”.
 They have a distinction between doing a
task and the “tool” that they do the task
with.

 Millennials
 don’t have that dualism or separation.
 They look something up
 of course they are doing it on the computer…
 why would you even think to say it that way?
 They make a call or text someone
 … the technology is implied and assumed

 Gen Xers
 live their life with technology.
 They work with it, they use it to be more
productive.
 They like to customize and personalize.
 The Gen Xers are actually the group that is
most enamored by technology,
 but at the same time they feel trapped by it.

Boomers,
remember life without it,
 may use it and may be addicted to it like
everyone else
 but they can more easily let it go and
live without it.

 Millennials
 have integrated all the various technologies into their
lives,
 they are the ones that will say,
 “We need to talk more instead of all this texting.”
 or “People are forgetting how to even just talk to each
other”,
 or “I don’t use email. It’s a hassle and it’s too impersonal.
 IfYou need to communicate with them
 Call or text or facebook

 All the generations dislike small
fonts online
 We think we only need larger fonts
if we have a lot of Boomers in our
target audience,
 but all of the generations
commented that text was often too
small.

 Boomers
 don’t like things that move and scroll on
the page, such as banners that change.
 They REALLY don’t like that — it is a
reason why they would abandon a site.
 Gen Xers
 are fine with these moving parts
 Millennials
 will get bored without them.

 Millennials
 expect websites to be at least
interesting, if not fun.
 Gen Xers and Boomers
 are willing to give up fun if the site
can be customized for them
 Boomers
 or it’s a useful tool

 Gen Xers
 love twitter.
 Millennials
 prefer Facebook.
 Boomers
 are trying both,
 but are still a little bewildered.

 You’ve heard how large the
Boomer generation is in
numbers, right?
 The Millennials are an even
larger group
 The Gen Xers are a much smaller
group

 Gen Xers
have to be really careful.
 Gen Xers are doing most of the website
design.
 But most of the people they are designing
for are not them!
 They have to make sure they are not just
designing for themselves,
 and they have to test their design with
different generations.

 If you have pictures of people at your
website the millennials are the most
sensitive to what the people look like,
especially to how old they are.
 I’ve seen millennials glance at the page
they landed on at a website and click out
of it within 1 or 2 seconds because,
 “this site isn’t for me. That woman was old”
 (the woman looked about 35 to me!).

 Sometimes people ask,
 “Isn’t this just an artifact because these people are
young?
 Soon they will grow up
 and get married and have children
 and then they will be just like all the other Gen Xers,
right?”.
 I don’t believe this.
 The differences are deep and have been ingrained
since childhood.
 The Millennials are not going to grow into Gen Xers,
 just like the Gen Xers are not going to grow into
Boomers.

 Which generation are you?
 Do you have to design for other
generations?
 What do you do to make sure you
aren’t just designing for yourself?
 Originally published
onWhatMakesThemClick.net.

ByJackie Agner

 to explain the differences
between our generations and
how to recruit, manage and sell
to them.

 Primarily children of the Baby Boomers born
between 1960–1981.
 These are children who seek a sense of
purpose, work-life balance, fun, variety,
respect, and the opportunity to do “real” work
that makes a difference.
 Arguably everyone wants these things from a
job;
 the difference with Generation X is they’ll talk
with their feet when their needs are not fulﬁlled.

 They are extremely independent,
 they have totally embraced the technological
revolution, and they feel empowered and are
optimistic about the future.
 Growing up in the age of technology has put a
computer in the hands of almost every child.
 These are people who have
 understanding,
 knowledge,
 a command of technology
 and they keep up with its advances.

 Gen-Xers have a multitude of choices at their
ﬁngertips, thanks to the technological
advances in the past decade.
 The wealth of information available in seconds
 from the Internet, hundreds of television stations
to choose from,
 and a different shopping center every 10 miles
underscore to Generation Xers that if they
don’t get what they want or need from one
source,
 they can easily and immediately go to another.

 Generation X will question
workplace regulations
 (such as dress codes and schedules),
 and know that there are other
options out there
 if they are not satisﬁed with the
answers.

 or at least to be climbing the corporate ladder
by their sixth month on the job.
 They believe that they deserve the position
they want.
 This is not a lazy generation
 actually they are not against hard work by any
means.
 They also want to do the work better and
faster than their co-workers.
 Being competitive with themselves and others
is in their nature.

 increasingly a challenge for employers.
 To a Gen-Xer, a good job is no longer
deﬁned by monetary gains alone
 Position selection is behavior-driven
 Xers will take a given job because they
WANT to work there,
 not because they have to.
 What they’re looking for is an opportunity
to make a difference
 in the world, or the company.

Ken Silber
Friday, November 30, 2012
Wonderlic Blog

 Millennials (or GenerationY)
 were born between 1980 and 2000.
 reputation for ambition and efficiency and
enjoy working on teams.
 They were raised in a period of economic
prosperity
 by Baby Boomer and Gen X parents
 Raised in a less authoritarian style than they
themselves had been raised.

 tried to give their children the very
best
 (i.e., vacations, education, new forms
of technology)
 encouraged them to seek
employment in occupations that
were meaningful on a personal level.

 recent studies and trends have
shown that in general this new
group of young professionals
 has a very different mindset and
approach than their
predecessors.

 is primed to bring the biggest
shift in managerial styles and
workplace culture
that has been seen in a long time.

 This generation would rather work
remotely.
 They would prefer to get their work
done at their favorite coffee shop
 and get on with their personal lives.

 to advance quickly
 and need to feel they have an opportunity for
growth.
 If they are unhappy in a position
 or don’t feel there is room for professional
development
 they’re more likely to seek other employment
options.
 Building tenure at an organization is not a
top priority for this group.

 prior generations have more of a
 “live to work” attitude.
 They are fine with logging a 60-hour
work week
 and they enjoy face-to-face interaction
with their colleagues.

 to stay in one position for a long period
of time
 and believe in the concept of
▪ “paying your dues.”
 They are more comfortable
 working their way up the ladder
 and biding their time to achieving success.

 While some employers and
managers
 might see the attitudes of this younger
generation in a negative light,
 This group could bring many
positive changes to the way we do
business.

 one of the greatest attributes about this
group is
 their comfort level in not only using technology
 but embracing new technology.
 They know how to use the latest and greatest
 and they’re not afraid to flow with the changes.

 They want to be judged based on
their performance per project
rather than by the hours they log
in the office.
 In this respect,
GenerationY works to live.

 Since technology continues to
become deeply embedded into how
we all work
 and is a huge part of how we do
business.
 Being “technology literate” isn’t
going to cut it anymore.

 bring a wealth of knowledge to the
table that employers can benefit
from immensely.
 prefer telecommuting
 and there are benefits for their
employer.

 by adapting to the preferred
work method of Millenials,
employers could realize
positive results across the
board.

 69% cited higher productivity,
 75% said the timeliness of their work
improved,
 80% experienced a better quality of life
and
 91% said telecommunicating has
improved their overall satisfaction with
their jobs.

 you want a high-technology campaign
that is colorful, upbeat and modern.
 Xers are fast to recognize when a
potential employer uses technology in
lieu of important parts of the hiring
process.
 They expect to interact with recruiters
who are knowledgeable and skillful.

 the possibilities, and the
opportunities.
 Hiring the next generation of
workers means utilizing new
recruitment methods.

 Eric Chester,
 author of GettingThem to Give a Damn: How to
GetYour Front Line to Care aboutYour Bottom Line,
 suggests that
 employers no longer need to hire the best
people
▪ rather, they need to employ the right people.
 Using personality proﬁles to hire people with
similar work habits and views
 will reduce the tension and turnover in the
workplace.

 1. Good relationships with bosses and co-workers
 2. Income
 3. Opportunity for growth
 4. Opportunity utilize their skills
 5. Challenging daily work
 6. Flexible schedules for social and personal time
 7. A casual dress environment.
 8.Tuition reimbursement
 9. Pension match by employer
 10. Bonuses
 11. Comp days

 Generation X is not very different from
any other demographic.
 They, too, want to be respected and
recognized for their workplace
contributions.
 These kids are connected:
 Technologically savvy, they are used to
using cellular telephones and the Internet
as primary means of communication.

 The work they do should mean
something and have importance to
them personally and to their company.
 They are conﬁdent;
 products of encouraged self-esteem and
educational opportunities,
 they believe they can do it all
and trust me, they can!

 will bring new ideas and values into the
workplace.
 They are highly educated, willing to learn,
technologically savvy, and motivated.
 Understanding and being sensitive to the
needs of these workers will be the key
factor in recruiting and retaining them.
 If you want them to care about your
company,
 remember to show that you care about
them.

 Coaching
 Mentoring
 Active Listening
 Rate them, don’t rank them
 Reward, daily
 Vary the package
 Give them challenges
 Share their interests
 Learn their language
 Meet them where they are

Forget GenY
Gen Xers are the Future ofWork!

 in 2015, the first Generation Xers will turn 50
years old.
 Commonly cited as born between 1965 and
1980,
 these independent-minded, latchkey kids are now
old enough to get their AARP carrying cards.

 they’re poised for great leadership
 the average age of an S&P 1500 CEO is
50.
 And they’re already leading the
majority of growing companies:
 68% of Inc. 500 CEOs are Gen Xers.

 Generation X may be the smallest portion of the
workforce, but they’re your company’s rising and
current leaders.
 So why do we ignore them?
 With the rise of millenials (predicted to be more than
40% of the workforce by 2020), we’re obsessed with
pleasing the masses and concerned about the aging
Boomer workforce.
 But we’ve forgotten about our middle children, the
silent, independent ones.
 And they matter much more than you might think.
 Here’s why:

 They are known for keeping their heads down
and assuming their work speaks for itself.
 They constantly plug along and feign
satisfaction, too afraid to upset the apple cart.
 And that’s a productivity and engagement killer.
 We know Generation Xers are less engaged than
their millenial counterparts,
 and that makes for less motivated, energized and
prepared leaders.

 As the average child-bearing age increases
and life expectancy expands,
 Generation X is bearing the burden of raising
young children while also managing aging parents
more so than ever before.
 Many Generation X have a financially
dependent child along with a parent over 65.

 we can’t ignore the stress, concern and lack
of sleeplessness that follows them into the
workplace and into positions of leadership.
 This also means Generation X is more likely to
use the Family Medical and LeaveAct
 resulting in increased absenteeism from work for
months at a time.

 The generation under the most financial stress,
 In the USA
 Generation X lost 45% of its wealth–almost double
that of the Baby Boomers before them.
 We know how financial stress affects work
quality and engagement
 This also means this generation may take fewer
risks in the workplace
 for fear of losing their jobs and have a lower
propensity for change and shifting jobs even when
opportunity arises.

 Because Gen Xers will make up only 20% of
the workforce,
 as leadership roles are vacated by older workers,
 there are fewer Gen Xers available.
 And Millenials may not have the experience
and maturity needed for such roles.
 Can we say war for talent?

 experienced leaders may be impossible to
recruit.
 Impossible recruiting?
 Absent and unfocused workers?
 What sounds like a recipe for leadership disaster
can be avoided if organizations don’t assume
their middle children are doing just fine.
 Focusing the same attention on the generation
that isn’t demanding it could be even more
productive than helicoptering over your
Millenials.

 Then you can work on removing the
roadblocks in their way
 engagement,
 financial,
 Personal
 and develop tailored plans for those high-
potentials you want and need to be ready for the
top jobs.
 Sometimes all the middle children need are a
little attention and care.

 that’s where data comes into play–
 not the large sweeping global trends on
generations, but a deep look inside your
organization:
 Who are your Generation Xers?
 How are they performing?
 What are their specific challenges?
 How is the organization helping to address
those challenges?

3/30/2015 Above or Beyond? 105
Workforce ALIGNMENT Company
Mission SHARED Mission
Vision SHARED Vision
Values SHARED Values
Satisfaction
Levels
HIGH Satisfaction
Levels
Synchrony

The X-Y-Z
of Management
Leahcim Semaj

Mobile: 876.383.5627 Skype: LSemaj
Office: 876.948.5627 Twitter: LSemaj
Email: Semaj@LTSemaj.com Facebook: Leahcim.Semaj
www.SlideShare.net/LSemaj

Generation xyz mar2015 gk

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