GENERATION Y

WORKSHOP ATTRACT

ANTICIPATE
SOURCE

BUILD
RELATIONSHIPS SELECT

INTEGRATE
 Agenda
DAY 1:

08:30 – 09:00: Welcome coffee

09:00 - 09:15: Opening with a general debrief about the importance of the seminar
and presenting the agenda
09:30 – 10:30: “Mixing generations”
10:30 – 10:45: Coffee Break
10:45 – 12:30: “Managing & motivating Gen X”
12:30 – 13:30: Lunch
13:30 – 16:00: “Managing & motivating Gen Y”
16:00 – 16:20: Coffee Break
16:20 – 17:30: “Arguments between Generations”
17:30 – 18:00: Wrap-up day one

DAY 2:

08:30 – 09:00: Welcome coffee

09:00 – 10:30: “Dialogue”
10:30 – 11:30: “Respect in the workplace & generational diversity”
11:30 – 11:45: Coffee Break
11:45 – 13:00: Leadership
13:00 – 14:00: Lunch
14:00 – 15:00: Wrap-up day two & training
This presentation concerns only
methodological content and not the tools
which will be used in order to develop the
dynamics.
 DAY 1
Introduction

1. Presentation of the traditional generation definition / Showing

why it is no longer valid in the 21st century/ Presentation of
today’s definition

3. Presentation of various historical events that have influenced

generations and formed their characteristics

5. Explanation of why we need the seminar – new generation on

the market, changing demographic situation, answering to the
need on the market, being proactive and preparing ourselves
beforehand.
 09:30 – 10:30: “Mixing
generations”
BUILDERS
Events that shaped their lives (Great
Depression, WWII)
Values – strong work ethic, respect for
authority, commitment, loyalty
Technological ‘aliens’
GEN X
• Events that shaped their lives -
personal computer, AIDS, single parent
families, the growth in multiculturalism,
and the downsizing of companies
• Values – pragmatics, authenticity,
transparency
• Feeling of great empowerment due to
access to technology, information etc.
BABY BOOMERS
Events that shaped their lives (end of
WWII, Cold War, War in Vietnam, post
war economic growth)
Values – independence, liberty, social
cause oriented
Witness to beginning of technological
advancement
GEN Y
2. Events that shaped their lives - the
internet, cable television, September
11, globalisation, and
environmentalism
3. Values - rising importance of
education, work/life balance, family
4. Immersed in digital technology
 10:45 – 12:30: “Managing &
motivating Gen X”

1. Short recap concerning Gen X characteristics:

Personal Behaviour
Work characteristics
Values and Turn offs at work

Management styles GenX appreciate

Retention values

Gen X as the “bridge generation”. This generation usually understands

the work ethic of Boomers, but at the same time due to their rather
young age they can connect quite well with GenY. Point out the common
points between GenX and the two other generations.
 13:30 – 16:00: “Managing &
motivating Gen Y”

Stand back all bosses! A new breed of American worker is

about to attack everything you hold sacred: from giving
orders, to your starched white shirt and tie. They are called,
among other things, "millennials." They're rapidly taking
over from the baby boomers who are now pushing 60.

Faced with new employees who want to roll into work with
their iPods and flip flops around noon, but still be CEO by
Friday, companies are realizing that the era of the buttoned
down exec happy to have a job is long gone.
 13:30 – 16:00: “Managing &
motivating Gen Y” cont.
WORK SITUATION
2. Introduction to the demographic situation, ageing society
3. People work until a later age, while the employees from the young generation arrive at the workplace
4. Sixty-year-olds are working beside 20-year-olds
5. Freshly minted college graduates are sometimes overseeing employees old enough to be their parents

CHARACTERISTICS AT WORK
8. What they value at work: challenges, independence, flexibility, variety of assignments, but also
work/life balance
9. Knowledge of technology: they are the source of technological knowledge for older employees
10. Innovation: not afraid to challenge the status quo, will speak their mind openly, sometimes this can be
difficult to manage but can be the source of out of the box, creative ideas

MANAGEMENT STYLE THEY PREFER

13. Proximity is key. They expect a friendly atmosphere with a coach rather than a boss.
14. Feedback and mentoring. Constant feedback is a must for this generation.
15. Empowerment - inclusion in decision making, giving responsibilities etc.

DRESSING CODE
18. Used to a very casual dressing code which can be frowned upon by many managers
19. Necessity to realize that the dressing code has nothing to do with performance capabilities
20. Managers need to learn to be more flexible, while GenY need to learn to compromise in certain
situations
(i.e. official meetings)

SUMMARRY ANALYSIS: How to Attract - Source - Select

 16:20 – 17:30: “Arguments between
Generations”
Possible communication gaps

• Different work cultures of younger and older generations. Older employees

need to understand the value of work/life balance which is very important for
GenY

• Lack of respect between generations – need to show both sides that they can
profit from one another – from experience, knowledge resulting from
seniority and from technological skills and open minds of the younger
employees

• GenY are a high-maintenance generation, managers need to adapt their

management style, give feedback, reward, coach etc.

• Importance of communication for integration and retention of GenY

 DAY 2
09:00 – 10:30: “Dialogue”
to communicate successfully with this generation?

COMMUNICATION STYLE
• Explanation that if managers want to really engage the young
generation they need to adapt to their communication style
• Quick, dynamic, to the point, transparent. Gen Y consider that the world
is moving fast, there is no point in wasting time for pointless discussions
• Emphasis on the fact that GenY values participation, they do not want to
be merely a recipient, but an active actor in the dialogue, allow them to
express themselves

FEEDBACK
Quick recap reminding managers of how crucial feedback and mentoring
is for young employees

VOCABULARY
Creating awareness that each generation has their own set of
vocabulary and if communication is to be successful managers need to
learn to accept it
Presentation of vocabulary typical for GenY to show managers what they
10:30 – 11:30: “Respect in the workplace &
generational diversity”

1. Background – new demographic challenges that we will have to face, ageing

society

3. The generation gap between employees who work in the same teams will
increase, to make work efficient these two generations will have to learn to
accept, understand and cooperate with one another

5. Emphasis on adaptation which is expected from both sides. Teaching to

respect the work style and pointing out how both sides can benefit .

7. Break down stereotypes. Show managers myths/realities concerning Gen y

- Myth – Gen Y don’t want to put in the hours to get ahead. Reality – they
want to get the job done, then put it behind them and enjoy life. They finish
tasks faster, are more efficient as their goal is to live life outside work.
- Myth – No respect for authority. Reality - every ounce of loyalty and
respect must be earned. But when it is earned, it is given fiercely
- Myth - They don't want to grow up. Reality – the world is different,
adulthood begins later, this is just the matter of the times they live in and not
their laziness or conformism.
 11:45 – 14:00 Leadership
hich leadership style works best with GenY

‘If you’re leading, and no-one is following – then you’re just out
for a walk’
John Maxwell, leadership expert

4. Introduction to leadership style types – Autocratic, Democratic,

Laissez-faire. A theoretical overview

6. Explanation of why the Laissez-faire is most appreciated by GenY

8. Empowerment – a leader in order to be successful among GenY

needs to give responsibility, show employees where projects are
heading, why they are being implemented etc.

10. Proximity and communication – this will create a friendly

atmosphere, and the leader will not only be the boss but also the