Closing Generational Gaps Sandra B. Richtermeyer, PhD, CPA, CMA Associate Dean Williams College of Business Xavier University

Millennials (Generation Y) Early ‘80s through ‘90s Life style, work style Tech savvy Fast learners Quick to respond Reacts to change well Expect rapid advancement Desire for new knowledge & skills Most coached & mentored generation May not have the big picture yet Wants to be part of solving societal problems

Generation X Mid ’60s to early ‘80s Work to live Independent Entrepreneurial High job expectations Self-reliance Informality Mediators between Millennials and Baby Boomers Suspicious of Boomer values Lower organizational loyalty

Baby Boomers Mid ‘40s to mid ‘60s Live to work Powerful work ethic (workaholic) Equal rights/opportunities Spend now, worry later Loyalty to their children Leery of organizational change Personal gratification Personal growth Want to “make a difference”

Generational Gaps Using one side of your note card: Describe two frustrations in dealing with a co- worker 10+ years older than you Using the other side of your note card: Describe why you like to work with people your own age  Optional – put your age and gender in the corner of your note card

Discussion & Sharing

Approaches to Bridging the Gap Communicate in a variety of ways Mentorship programs Culture checks Multigenerational teams Organizational history Occupational history Sharing career paths

Approaches to Bridging the Gap Take interest and recognize life stages: – Newly hired – Newly married – New grandparents – Approaching retirement – Beyond retirement – Sharing values – Respect for differences Conversation!

Key Questions to Consider What is the preferred work environment for Millennials Gen X Baby boomers?

Key Questions to Consider What are they looking for in a job? Millennials Gen X Baby Boomers

What is great about working with… Millennials? Gen X? Baby Boomers?

Wrap Up Takeaways Final thoughts