Recruitment and Retention Human Resources Briefing Four Generations: What’s the Difference? June 24, 2009

Partners in Progress Wendy Hue, PCC, CSP Georgetown, ON., Canada 905.877.2183 Email: coach_hue@sympatico.ca www.partnersinprogress.ca Professional Certified Coach Certified Sales Professional Speaker, Trainer, Facilitator Workplace Assessment Expert

4 Generations: What’s the difference? …Examining generational differences in the workplace Presented by: Wendy Hue PCC, CSP Partners in Progress www.partnersinprogress.ca

Partners in Progress - www.partnersinprogress.ca What is this all about? It is the first time in history that there are 4 different generations working together side-by-side. They are: Traditionalists (1922 – 1945), Boomers (1946- 1964), Xers (1965 – 1980), and Generation ‘Y’ (1981 – 2001) Each generation has been impacted by various events that shape who they are and determine their attitude toward work. This session is about understanding each generation and how to help them all to work together harmoniously. Partners in Progress - www.partnersinprogress.ca

How will you benefit from this session? Understand and appreciate each generation and how they act and think. Ideas to motivate and retain great employees from all generations. Insight into how to constructively work with individuals from among the various generations. Understand the importance of transferring knowledge. Partners in Progress - www.partnersinprogress.ca

Myths about younger workers They have no work ethic They don’t want to put in the time to get ahead They have no respect for authority They don’t want to grow up Not all change is bad From an article published by Fast Company “Retaining Younger Workers in the Workplace Dec.2007 Partners in Progress - www.partnersinprogress.ca

Partners in Progress - www.partnersinprogress.ca What do we hear? Generational issues can cause conflicts: (some quotes from the workplace) Traditionalists & boomers are saying about ‘X’ & ‘Y’ “They are not committed to the job” “They don’t follow direction” “I can’t believe the way they dress” …and ‘X’ and ‘Y’ are saying… “What do you mean I can’t work from home on Friday’s” Partners in Progress - www.partnersinprogress.ca

Partners in Progress - www.partnersinprogress.ca It is a challenge “Managing mutigenerational workforces' is an art in itself. Young workers want to make a quick impact, the middle generation needs to believe in the mission, and older employees don’t like ambivalence. Your move.” Harvard Business School “Working Knowledge” newsletter, 17 April 2006: “Can you manage different generations?” Partners in Progress - www.partnersinprogress.ca

Generation Gap – a new meaning “The term Generation Gap was used mostly to describe conflicts between parents and children. Today, the “Gap” has more of a presence in the workplace, where employees from different generations are finding it difficult to work side by side because their experiences, goals and expectations are different”. GOVEXEC.com Partners in Progress - www.partnersinprogress.ca

Partners in Progress - www.partnersinprogress.ca What Shapes Us? National Events Geography (Rural, Urban) Music Technology Values Relationships Parental Expectations Other Partners in Progress - www.partnersinprogress.ca

Some Characteristics across the Generations Partners in Progress - www.partnersinprogress.ca

Overview: 4 Generations Partners in Progress - www.partnersinprogress.ca

Consider these Questions What motivates employees at work? At home? What influences employee decisions? What does work-life balance mean to employees? How can you incorporate their insights into how your company operates? Partners in Progress - www.partnersinprogress.ca

Partners in Progress - www.partnersinprogress.ca The Traditionalists Majority (95%) of them have retired Possess intellectual capital and institutional knowledge Have strong work values and ethics See themselves as vigorous, contributing members of the workforce They feel like they are working harder Silent stoicism (not much feedback given or expected) Partners in Progress - www.partnersinprogress.ca

Partners in Progress - www.partnersinprogress.ca Baby Boomers The “Me” generation Invented and Value work-life balance They are the managers that are running our organizations today Career oriented “Love the good life” Love job performance feedback Partners in Progress - www.partnersinprogress.ca

Partners in Progress - www.partnersinprogress.ca Baby Boomers Help them explore their next set of workplace options, and demonstrate how your organization can continue to use their talents. Walk the talk on work-life balance by redesigning their jobs to accommodate multiple life demands. Encourage them to enrich their present job and grow in place if they need to slow their career pace. Partners in Progress - www.partnersinprogress.ca

Partners in Progress - www.partnersinprogress.ca Generation X The next generation of leaders The most well educated generation Goal-oriented Free Agents vs. Company Loyalist Want to be challenged Led dot.com boom Want to have independence Partners in Progress - www.partnersinprogress.ca

Partners in Progress - www.partnersinprogress.ca Generation X Talk to them about their reputation, not just job tasks; they want your candid perspective and feedback Acknowledge their ability to work independently and encourage them to leverage their entrepreneurial abilities. Help them get the most out of every job position by discussing what the job can do for them and what they can learn from it. Partners in Progress - www.partnersinprogress.ca

Partners in Progress - www.partnersinprogress.ca Generation ‘Y’ Value independence Believe in Work/Life balance Look for new challenges Challenge the status quo We’re all in this together Want the opportunity to make an impact Partners in Progress - www.partnersinprogress.ca

Partners in Progress - www.partnersinprogress.ca Generation ‘Y’ Demonstrate the stability and long-term value of your organization, and also show how your organization is flexible and filled with learning opportunities for them. Provide work schedules that help them build careers and families at the same time. Make groups and teams part of their job. Celebrate success – instant feedback Partners in Progress - www.partnersinprogress.ca

Summary of Work Characteristics Partners in Progress - www.partnersinprogress.ca

Partners in Progress - www.partnersinprogress.ca Reflections What one thing did I learn about Generation ‘Y’? What one thing did I learn about the X’s? What one thing did I learn about the Boomers? What one thing did I learn about the Traditionalists? Partners in Progress - www.partnersinprogress.ca

Partners in Progress - www.partnersinprogress.ca Reflections Which generation is most prevalent in my workplace? How balanced is my organization in terms of generations? Go to www.partnersinprogress.ca to get the pdf download (quick links download) on how to do this analysis. Partners in Progress - www.partnersinprogress.ca

Partners in Progress - www.partnersinprogress.ca The first step is getting to really know your people. The Assessment Process: Profile XT Profile Performance Indicator Profile Team Analysis Checkpoint Leadership 360 Partners in Progress - www.partnersinprogress.ca

Thanks for your participation. Have a great day! Wendy Hue (coach_hue@sympatico.ca) 905-877-2183 Partners in Progress - www.partnersinprogress.ca