Not Your Father's Way:
Managing the Cross-Generational Workplace
Program Description: Organizations search for ways to inspire those employees who are considered Generation X and Generation Y (Millennials). Bridging this generation gap requires patience, communication, flexibility, and creativity, characteristics that were not highly valued in the Veterans/Traditionalists and Baby Boomers workplace, but results in higher retention rates, attracting new candidates, and improving productivity.
Program Abstract: Leveraging resources and motivating staff are challenges that organizations frequently encounter. One of the major challenges is how to effectively manage across the four generations found in today’s workplace – Veterans/Traditionalists, Baby Boomers, Generation X, and Generation Y (also called Millennials).
Managing up and down the generational ladder has always been an issue, but advent of the digital era now makes this task even more difficult. FaceBook®, MySpace®, YouTube® and text messaging are a significant part of their life.
Here is a snapshot of your new hires:
• They come to your organization more than $20,000 in tuition debt
• They get 7 hours of sleep a night but need more
• They average 3.5 hours a day online, mostly in social activities
• They listen to an average of 2.5 hours of music each day
• They average more than 2 hours a day on the cell phone, mostly in social activities.
However, technology is just one area of differences. Differences can be found in the way core values, work ethic, lifestyle, and loyalty differ within each generation. For example, the old adage, “be to work before your boss and leave only after they have left for the day” does not resonate with Gen Y, who values a healthy work life balance.
An effective bridge begins with understanding each generation’s talents and values. Baby Boomers can bring consistency to the changing business landscape. Younger generations can be more flexible and creative in understanding that same landscape. The key to optimizing workplace productivity is understanding how to leverage both individual and team strengths, and this accomplished through effective communication.
The goal of this session is to assist participants in understanding the why’s and how’s of the generational gap as it applies to their practice. Additionally, participants should expect to develop several take-away tools designed to assist them in addressing these issues once they return to work.
Learning Outcomes:
Following completion of the session, participants will be able to:
• Assess the organization's generational gap, and develop a plan to bridge the gap, as a means to increase the company’s attractiveness to potential candidates, increase employee retention, and increase the overall productivity of staff
• Develop policies and procedures that will motivate employees
• Align the organization’s culture with employee values so they are eager to engage and contribute on a daily basis.
Program Delivery:
This workshop is offered as a one hour keynote or a four hour workshop.
Prior Programs on this Topic:
• Ohio Society of CPA’s Columbus Accounting Show – October 29, 2008
• Ohio Society of CPA’s Cincinnati Accounting Show - -September 23, 2008
• Ohio Society of CPA’s Cleveland Accounting Show - -September 18, 2008
• Cardinal Health Internal Audit Department – August 7, 2008
• Ohio Society of CPA’s Member Summit - June 12, 2008
• Ohio Corporate CPA’s Conference – March 10, 2008
• Ohio Society of CPA’s B&Technology Conference – November 29, 2007
• Ohio Society of CPA’s Cincinnati CPE Day – September 25, 2007
• Ohio Society of CPA’s Member Summit – June 12, 2007
To book one of Pete Margaritis’ workshops
National Bookings
Pamela Devine at the Business Learning Institute
443/632.2321 or e-mail pam@bizlearning.net
Ohio Bookings
Contact Megan Eufinger at The Ohio Society of CPAs
1-800-686-2727 X372 or e-mail MEufinger@ohio-cpa.com