Managing a Multi-Generational Workforce Rebecca Pomering, Chief Practice Officer

Disclaimers Trends and generalization are interesting Beware of defining people by their stereotypes The key is really thinking about where other people are coming from and what might influence their perspective (and what might influence your own) “Millennials are like this…Women are like this…etc”

Definition of a Generation Generations are comprised of people who: share a similar age and life stage have been shaped during their formative years by similar conditions and technologies have lived through the same events and experiences which have impacted them Common Experiences Shared Values Source: McKrindle

Understanding the Generations What influenced their perspective? Politics World affairs Economy Relationships with adults/parents Inventions and technology Common experiences How does that influence their perspective? How does that influence how you work with them?

What’s Ahead (or Happening Now) Source: UNC Executive Development

The Traditionalists (1900-1945, 72 yrs+) Great Depression World War II Duty, honor, country, national pride Dedication, sacrifice, discipline, patience Conformity, blending, unity – “We First” Hard, hard times then prosperity Doing a good job was most important Workplace loyalty Age = Seniority Source: Marston Communications, in part

The Baby Boomers (1946-1964, 53-71 yrs) Vietnam Moon landing Civil/women’s rights “Workaholic”; competitive Success is largely visible – trophies, plaques, lifestyle elements Optimistic Consumers Defined by their job Source: Marston Communications, in part

Generation X (1965-1976, 41-52 yrs) Fall of Berlin Wall Gulf War Came of age when our national institutions under fire Layoffs – end of lifelong employment. “This company never promised you anything.” Suspicious of Boomers values Raised as their parent’s “friends” Had to learn to fend for themselves; Very self-reliant Free agents Cynical and pessimistic Source: Marston Communications, in part

Millennials (1977-1997, 20-40 yrs) 9/11 Optimistic & self-confident Individualistic yet group oriented Difficulty focusing on “non-stimulating stuff” Busy Helicopter parented Like “X”, raised as their parent’s friends Race and gender neutral Geography neutral Community/service oriented Ambitious yet appear aimless Source: Marston Communications, in part

Gen Z (after 1995, under 22 years) Shaped by a decade of war & economic uncertainty Dubious & fearful of short-term safety & long-term prospects Conscientious, hard-working, somewhat anxious and mindful of the future Pragmatic; Lower expectations & modest demands Thinking of their future more like children of the 30’s Technology revolution is complete – completely connected Most access 5+ screens daily; 41% of time is spent with computers; 40% say working wi-fi is more important than working bathrooms Yet human connection more important than ever (highly engaged parents, teachers, counselors) Social media use is more anonymous than Millenials; privacy concerns Alex Dunphy (Modern Family) versus Hannah on Girls There has been a recession, jobs are hard to get, you can’t take risks. You’ve got to be careful what you put on Facebook. You don’t want to taint your record. Source: Gen Guru

Gen Z Data 60 million Gen Z-ers (even more than millennials) 75% believe there are good ways to get an education other than going to college 76% are willing to start at the bottom of the ladder and work their way up 91% say technological sophistication impacts where they want to work 82% prefer face-to-face communication Hyper-customization: 56% want to write their own job description; 62% want to design their own career path Average attention span: 8 seconds 32% have a parent that started their own business; entrepreneurship is in their DNA 75% wish their current hobby could become their full time job Source: Gen Guru

Generations: 2020 Projection Source: Future Workplace Survey

Generational Repetition Each generation assumes the following generations will want what they have and will share their same definition of “success” Each generation then believes the following generations should “pay their dues” the same way to earn that success With a few exceptions, each generation thinks the following generation has had it much easier Source: Marston Communications

Workplace Characteristics Traditionalists Baby Boomers Generation X Millennials Work Ethic & Values Hard Work Respect Authority Sacrifice Duty before fun Adhere to rules Workaholics Work efficiently Crusading causes Personal fulfillment Desire quality Question authority Eliminate the task Self reliance Want structure and direction Skeptical What’s next Multi tasking Tenacity Entrepreneurial Tolerant Goal-oriented Attitude Accepting & trusting of authority & hierarchy Accept the “rules” as created by the Traditionalists Only question authority; branded as cynics & skeptics Ok with authority that earns their respect Time A currency to be invested in their future A currency they are reluctant to give away Work Ethic Defined by punch clock Visibility is they key “What does it matter when I work, as long as I get the job done?” “It is five o’clock – I have another life to get to.” Feedback & Rewards No news is good news Satisfaction in a job well done Don’t appreciate it Money Title recognition Sorry to interrupt, but how am I doing? Freedom is the best reward Whenever I want it, at the push of a button Meaningful work Source: FDU Magazine Online, in part

Managing Boomers and Traditionalists “I really appreciate how hard you work and amount of time you put in here. We’re lucky to have you.” “What can we do to make you even more effective at your work?” Give them another Certificate of Achievement

Managing X’ers and Millennials “I know this work isn’t your life and it shouldn’t be. But while you’re here let’s agree to some things that you’ll be accountable for that will benefit you, me, and our customers.” “Wow. You’ve really worked hard today. Why don’t you take off early today or plan on coming in a little late tomorrow.”

Managing Z’s “We have all the best technology here AND I’d also like to get to know you and build a personal relationship with you.” “You can be secure and design your dream job here.”

Workplace Communications Traditionalists Baby Boomers Generation X Millennials Communications Formal memo In person Direct Immediate Email Voicemail Content Detail; prose-style writing Chunk it down but give me everything Get to the point – what do I need to know? If and when I need it, I’ll find it online Context Relevance & trusting of authority & hierarchy Relevance to the bottom line & my rewards Relevance to what matters to me Relevance to now, today, and my role Style Formal Semi Formal Not so serious; irreverent Eye-catching; fun Tactics Print & email; face to face dialogue or by phone; some online info & interaction Print & email; face to face dialogue; online tools & resources Online; some face to face meetings (if really needed); games, technological interaction Online; wired; seamlessly connected through technology Frequency In digestible amounts As needed Whenever Constant Speed Attainable within reasonable time frame Available; handy Immediate; when I need it Five minutes ago

Working In Teams Matures – Produces quality. Not in it for individual recognition. Work is done in proximity to one another. Boomers – Everyone works until all the work is finished. Long and hard hours. Committed to each other. Gen X – Teams are not defined by proximity. Each person has a unique role. Millennial – What will I get out of this team? Z – Expects to play their part and work their way up.

Preparing for the New Workforce Foster an appreciation for diversity in background and work styles: diverse perspectives will create a better business and better business results Educate employees and help them understand the perspectives of others Facilitate cross-generational (and cross-gender) mentoring Offer options – training and communication in multiple formats, flexibility in work options Personalize experiences as much as possible Encourage collaboration, communication & feedback