About
Leading and Motivating the Four Generations at Work
COURSE OBJECTIVES
• Identify characteristics, behaviours, assets & liabilities of each generation
• Develop strategies for managing and motivating multigenerational staff
• Creates linked practical strategies for optimising staff retention and productivity
“No doubt people are an organisation’s most precious asset. Today, unlike any other time in history, that asset is filled with generational diversity.”
- Dr. Rick Johnson
Do you have a diverse multigenerational workforce? And what does this mean for your organisation?
Are the initiatives for your team broad enough to address the priorities of all generations?
As more people are retiring at a later age, it’s not unusual for today’s workplace to have four generations and age spectrums working together. And because each generation has its own expectations, priorities, approach and communication styles - the differences can spell conflicts that are detrimental to an organisation’s performance. Having said that, if managed effectively, a multigenerational workforce can create synergy and add value to your organisation.
While the diversity of the generations provide a unique opportunity for exponential growth, as employees in the various age groups are motivated by different things, organisations need to make a concerted effort to maximise the expertise and qualities that they bring to the organisation.
For leaders and managers who are juggling the competing demands of the different generations while keeping them motivated and productive, Managing A Multigenerational Workforce is a course designed to provide you with expert insights and tools to enable you to develop strategies for managing and retaining talent across the generations. You will come away from the course with renewed ideas and strategies to optimise the talents of each generation whilst leveraging on the strengths of each generation and tapping into a wider range of creative ideas over the long term.
7 GREAT REASONS TO ATTEND
1. Familiarise yourself with real-life challenges that HR assistants face today
2. Get up-to-date with HR legislation and compliance in recruitment
3. Learn to be discerning in making recruitment decisions
4. Polish your relationship management skills when dealing with clients and agencies
5. Plan and manage the transition from 3 to 4 week annual holidays
6. Gain confidence in conducting disciplinary procedures
7. Be able to manage the termination process and conduct exit interviews
Outline
Day One: Putting Things into Perspective: The Changing Face of Work and How Different Generations View Work & Life
Demographic Market forces demanding Workplace change
• Economic demands with global staff shortages
• Challenges of an ageing workforce
• Lower birth rates and workforce entry
• Workforce participation
• Work/life balance
Characteristics and Behaviours of each Generation
• Veterans
• Baby Boomers
• Generation X
• Generation Y
• Millenials
Identifying Drivers of Behaviour
• Work & Economy
• Global vs. Local
• Societal
Understanding their Core Values, Needs and Motivating Factors
• Attitudes to work
• Money
• Values and desires
Generational Impacts in the workplace
How generational differences affect:
• Recruitment
• Team dynamics
• Management style
• Communication style
• Motivation and commitment
• Maintaining and increasing productivity
Overcoming Generational Differences and Embracing the Multi-Generational Workforce
• Understanding and embracing the multi generational workforce
• Cultivating generational partnerships/collaborative relationships
• Identifying and appreciating similarities amidst diversity
• Creating a cohesive corporate culture
• Bridging the gaps between the generations through establishing commonalities towards working together to meet your goals
• Creating programs and workplace environments that foster intergenerational cooperation
Diversity as A Driver of Innovation
• How diversity creates dynamic workplaces
• Innovation and sustainability
• Recognising a multi generational workforce as a means to sustain competitive advantage
• Practical exercises to build understanding
Day TWO: Getting the Best Out of Each Generation: Motivating and Managing Across Age and Background
Understanding Employee Engagement
• Drivers of engagement
• Links to productivity
• The Service Profit chain
• Applying this across the generations - Keys to engaging a multi generational workforce
Creating a Performance Culture
• Performance management issues
- Identifying what is performance and how to reward it
- Creating inclusive performance management frameworks
• Developing a management culture that gets the best out of all staff
- Effectively managing generational diversity in a dynamic workplace
- Understanding how each generation responds to different management styles
- Managing different working styles, speeds and values
• Driving workforce performance through good employer practices
• Intergenerational management
- Helping Gen X and Y manage older generation without feeling intimidated
- Helping older generation manage Gen X & Gen Y
- Create programmes and workplace environments that foster intergenerational cooperation
Developing Staff
• Meaningful development conversations
• Understanding career dynamics and aspirations at each generational stage
• Working with ambition & growth vs. career comfort and stability
Remuneration & Rewards Strategies
• Understanding monetary and reward motivations
• Salary, remuneration and reward options
Talent Management and Retention Strategies
• Linking retention & productivity to engagement
• Identifying core roles & key people
• Succession planning
• Developing different strategies to meet different needs
Facilitator
Dave Stewart, Managing Director, Human Value
Dave Stewart, Human Value Dave has over 20 years experience in the
employment and HR market. During this time he has been General Manager
of three of New Zealand’s largest consultancies. Now Managing Director
of Human Value, his expertise, market knowledge and networks add value
to any organisation's human resource decisions.
With his
extensive knowledge and exposure to changes within the labour market
Dave takes a proactive approach to helping companies anticipate and
manage their place in the future world of employment. His knowledge of
the dynamics and diversity in our changing work population helps
companies recognise what drives their employees and how to best
challenge, reward and retain talent.
Dave Stewart is also
part-time Managing Director of Te Hopai, a charitable Trust providing
care to the aged and the needy. Dave has been a Board Trustee of the
EEO Trust since 2001 and has judged the prestigious Work & Life
Awards in 2002, 2006, 2007 and again in 2008.
Dave Stewart is also facilitating:
In-house Training
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