3. S OME F RIENDLY D ISCLAIMERS
Create awareness not stereotypes
People are individuals -- diverse characteristics
Generational diversity affected by:
Parental upbringing and socialization
Socio-economic demographics
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10. K IDS T HESE D AYS !
“Children today are tyrants.
They contradict their parents,
gobble their food and tyrannize
their teachers.”
Socrates (470-399 B.C.)
11. T RADITIONALISTS
View of Work:
Work is an obligation, not career fulfillment
Adherence to rule / policies / structure
Knowledge is power / need-to-know basis
Command and control; military style
12. B ABY B OOMERS
• View of Work:
Success = face time and “playing nice”
Work is my identity
Tend to be workaholics
Retirement or reinvention?
• Personal Lives
“Sandwich Generation”, Financial crises, debt
reduction, “Soccer Mom” stress
13. G ENERATION X
View of Work:
Independent, project focused
Respect is earned
Don’t micromanage me!
Won’t sacrifice work-life balance for career
Waiting for Boomers to retire
14. M ILLENNIALS
View of Work:
View supervisors like their parents
Want to be kept in the loop
Work hard / play hard
Demand options
Want latest technology
Demand immediate (hopefully positive) feedback
15. D ECLINE OF E MPLOYER L OYALTY
Who are YOU loyal to?
Older generations loyal to employer
1990s recession broke loyalty contract
Millennials tuned to station WIIFM
Employees are paid volunteers
Focused on career advancement
16. S UCCESSION P LANNING /
M ENTORING
Where is the next generation of employees?
Millions of Boomers eligible to retire
Shortage of Gen-Xers to backfill leadership
Mentoring is motivator for Millennials
Recruit your Veterans / Older Boomers
17. D ESIRE FOR W ORK - LIFE B ALANCE
Every generation needs it!
Veterans are transitioning out of the workforce
Baby Boomers are “sandwiched”
Gen-X “works to live”
Millennials don’t know any other way!
Helps with stress / burnout
18. TECHNOLOGY
Older workers:
Forced to learn it
Often resistant and less proficient
Younger workers:
Don’t know a world without
Productivity tool, not a perk
Receptive to reverse mentoring
19. C OMMUNICATION
Older workers: face-to-face or phone
More formal, deferential to
authority
Younger workers: email, texting, FB
Less formal, casual relationship to
authority
20. E NGAGING THE G ENERATIONS
Manage Using The “Platinum Rule”
Foster a Culture of Innovation
Be Fair…not necessarily Equal
Offer Mentoring and Coaching
Create Flexible Scheduling Options
Keep Pace with Technology
Be Open to Change
21. TOOLS OF E NGAGEMENT
Hire for Career Motivators
Manage Expectations…Early!
Solicit Performance Conversations
Keep Employees In the Loop
Take Regular Pulse Checks
Create Opportunities for Team Building
Mentor for Career Advancement