Age and generational differences are another aspect of workplace diversity that has been getting a lot of attention as Millennials enter the workforce. We highlight how to recruit, retain, motivate and lead four distinct generations.
2. About Your Facilitators
Angie Salmon, SVP – EFL Associates
- Completed over 100 search engagements
- Leads Board of Directors and Nonprofit Practice
- “X-Y Cusper” and volleyball player
Wayne Larson, CBIZ Marketing Coordinator
- Former recruitment coordinator for KU School of
Journalism
- Listener, communicator, content creator, manager
- “Grinding” – Work, not dancing
wlarson@cbiz.com 913.234.1791 @larsonwayne
asalmon@eflassociates.com 913.234.1576 @SalmonSearch
3. Generations – Our Definitions
Generations Born Age
Traditionalists 1930-1945 69-84
Baby Boomers 1946-1964 50-68
Gen X 1965-1976 38-49
Gen Y/Millennials 1977- 37 and younger
6. Traditionalists – Performance Clues
Comfortable with delayed gratification
Value formal communication
Hard work, sacrifice
Recognition for great contributions
Utilize the lifetime of wisdom
Ask them (They might not volunteer)
Let them mentor – Gen Y trusts them
7. Traditionalists – Quiz
A. Being asked to join the company softball team
B. Cash bonus
C. Employee dinner where spouse can attend
D. Discounts for theatre tickets
9. Baby Boomers – Performance Clues
Competitive
Enjoy leading teams
“Work hard, pay your dues”
Measure work effort in hours per week
Want to be recognized for contributions
Prefer phone, personal interaction, meetings
10. A. Building a legacy
B. Building a stellar career
C. Building a parallel career
D. Building a portable career
Baby Boomers – Quiz
12. Gen X – Performance Clues
Naturally skeptical
Loyal to individuals (not companies)
Training is security
Savvy with technology, media and information
Wants career security rather than job security
Balance now – not late in life
Prefer email, voicemail, direct and immediate
13. Gen X – Quiz
A. Like their boss to parent them
B. Very independent
C. Strive to be loyal to one company
D. Want to learn new skills for fun
15. Gen Y/Millennials – Performance Clues
Respect accomplishment vs. authority
Accustomed to praise/feel entitled
Great multi-taskers, team members
Want meaning and good balance
Build parallel careers
Want excitement & challenge
Purpose/mission focused
Technology driven
17. Making Sense of the Millennial World
Need for constant feedback
– Others see it: Irritating, bid for attention
– Millennial perspective: Eager to please, efficiency
Confident/Self-Assured
– Others see it: Entitled, unwilling to pay dues
– Millennial perspective: Want meaningful, important work
Disliking rigid work schedules
– Others see it: Lazy, won’t “put in the time”
– Millennial perspective: Work can be done anywhere, will work
tirelessly for something exciting
19. Hot Buttons for Millennial Job Seekers
Employer fits lifestyle, personality and priorities
Fun
Challenge
Entrepreneurship
Opportunity
Creativity
Ethics
Lifestyle
Diversity
Technology
Mission
20. The Millennial Job Search – Tactics
Make it personal
Instant gratification
Entertaining
Authentic
Straightforward
Y-Size your website
Clearly set
expectations
Offer more than money
Compensation package
Explain career paths
Detail specific projects
22. Millennial Retention Strategies
Week One is All-Important
Create Customized Career Maps – Be Specific
Model the Way – Reward Performance
Create Challenges and Milestones
Promote Collaboration
Communicate & Provide Feedback - OFTEN
Transparency & Access to Leaders
Understand Motivations
Talent Management Reviews
23. Providing Feedback
Generations may have different expectations
– Traditionalists: No news is good news
– Boomers: Once a year, with lots of documentation
– Gen X: Sorry to interrupt, but how am I doing?
– Millennials: Feedback whenever I want it…at the push of a button
Be specific and timely
Address performance issue, not intergenerational differences
24. Get Feedback to Provide Feedback
Talk with direct reports about their preference
– Formal vs. frank
– Verbal vs. written
– Email vs. memo
– On the spot vs. set a meeting
25. Millennial Retention Strategies
Understand Retention Data
– Departure trends for high performers
– Conduct an in-person exit interview
Create Emotional Connection
– Highlight internal promotions
– Defer incentives
– Give more than money
– Stretch projects
– Creative scheduling
26. Millennial “Clashpoints” & Scenarios
Parallel Careers/Freelancing
Professionalism
Advancement
Flextime/Telecommuting
Inclusion
Rewards
Measuring results vs. Time
Personal Technology
27. Management Techniques for All Generations
Avoid judgment/assumptions
Treat associates as you do your members
Think “skills” not age
Build on strengths diverse groups provide
Ask and listen, be flexible
Set clear expectations and be specific
28. Generational Similarities
Challenging, meaningful work
Opportunities for learning
Development and advancement
Successful integration of work/personal life
Fair treatment
Competitive compensation
Want leaders who are:
– Accessible, leads by example
– Acts as a coach, holds people accountable
30. Online Sources
“Managing Tomorrow’s People: The Future of Work to
2020,” and “Millenials at Work: Reshaping the
Workplace,” by Michael Rendell, Sandy Pepper, Karen
Vander Linde, Leyla Yildririm, et. al.
PriceWaterhouseCoopers
“Millennials facing unique workplace challenges,” by
Lexy Gross, USA Today, September 24, 2013.
“Money no longer the motivator for Gen X and Gen Y?”
by Ray Williams, Wired for Success-Psychology Today,
August 1, 2010.
“Study Reveals Surprising Facts About Millennials In
The Workplace,” by Shama Kabani, Forbes.com,
December 5, 2013.
“What Millennials Want In The Workplace (And Why
You Should Start Giving It To Them,” by Rob Asghar,
Forbes.com, January 13, 2014.
“The Beat (Up) Generation,” by Abby Ellin, Psychology
Today, March 11, 2014.
Sources & Works Cited
Books
Y-Size Your Business: How Gen Y Employees Can
Save You Money and Grow Your Business by Jason
Ryan Dorsey (2009)
When Generations Collide: Who They Are. Why They
Clash. How to Solve the Generational Puzzle at Work by
Lynne C. Lancaster and David Skillman (2003)
Presentations
“Managing Generational Differences” CBIZ Supervisory
Training, 2011.
Online Sources
“11 Tips for Managing Millennials,” by Susan
Heathfield, About.com.
“Gen Y Job Seekers: How They’re Different from Gen
X and Baby Boomers,” by Dan Schawbel, TIME.com,
September 24, 2012.
“How Millennials are Transforming Careers and the
Workplace,” by Ray Williams, Wired for Success –
Psychology Today, September 16, 2013.
“How the Millennial Generation Will Change the
Workplace,” by Ray Williams, Wired for Success-
Psychology Today, March 19, 2014.
Editor's Notes
Wayne will introduce himself after Angie and put in a quick Millennial quip about “grinding” and “slang.”
Wayne provides overview.
Wayne provides overview and puts Millennial commentary on “Let them mentor” bullet.
Wayne administers quiz.
After Angie provides overview, Wayne provides Millennial commentary Baby Boomer preference.
Wayne provides overview.
Wayne provides overview.
Wayne provides Millennial explanation of Joel’s Twitter profile.
Angie starts and manages discussion.
Angie provides overview of slide.
Wayne completes slide by providing Millennial insight on Explain Career Paths point.
Wayne goes to next slide.
Wayne provides overview of Tradebot’s approach and how it relates to Y-Sizing Your Website
Angie provides overview of slide.
Wayne provides Millennial insight on Week One is All-Important point.
Wayne will be ready to provide more stories / examples here if necessary.