1. Slide 1 of 43 ©2006 Understanding the Multi generational Workforce Developed and Presented by Debra D Torres

2. Slide 2 of 43 ©2006 Understanding the Multi generational Workforce Developed and Presented by Debra D Torres

3. Fact For the first time in U.S. history there are (4) generations working together in one workplace Multi-generational Workforce Debra D Torres

4. Fact This widespan of generations can lead to frustration and conflict. But it can also lead to stronger teamwork and creativity. Multi-generational Workforce Debra D Torres

5. Today’s reality: we as HR professionals must attract and retain the brightest of all four generations. We need to understand the different backgrounds and perspectives that shape each of these groups so that we can manage them at work. Multi generational Workforce Debra D Torres

6. Let’s look at the Four generations Traditionalists (5%) ………… Born 1927-1945 Boomers (37%) ………..….… Born 1946-1964 Gen Xers (33%) …………….. Born 1965-1980 Millennials GenY (25%)……. Born 1981-1997 Generation Z coming soon ………. Born 1998 - present Debra D Torres

7. Events that Define Them Traditionalists –Stock market crash –Great Depression –FDR as President –Korean War Debra D Torres

8. Events that Define Them Baby Boomers –Post war babies –Civil rights for women and minorities –Vietnam war –JFK Assassinated –Drafted to serve our country Debra D Torres

9. Events that Define Them GEN Xers –Man on the moon and Challenger explosion –Energy crisis –Desert Storm –Auto safety (seatbelt) –Technology revolution Debra D Torres

10. Events that Define Them Millennial (Gen Y) –September 11, 2001 Terrorism –Columbine shootings –Fall of the Berlin wall in 1989 –Instant technology and news –A Selfie Nation –Energy & Health conscious Debra D Torres

11. Values that Define Them Traditionalists –Loyal, follow all the rules, go by the book –Honor & respect authority –Civic duty –Personal sacrifice Boomers –Loyal, responsible, dedicated, team player –Workaholic for personal gratification to get the job done (live to work) GEN Xer –Rules can be broken –Techno literate –Global mindset –Independent and adaptive Millennial –How to achieve the results in the end –Techno savvy, collaborate, social active, goals, impatient –Achievements in ALL aspects of life (work to live) Debra D Torres

12. Family Life Traditionalists –90% raised in a 2 parent home –Parents felt children should be seen and not heard Boomers –75% raised in a “traditional home” –Parents spent quality time with their children –Booming birthrate –Smoking social thing –Frowned upon pregnant out of wedlock GEN Xers –3% raised in a “traditional” home –Grew up latchkey or in daycare –Family structure single parent, divorced parents, step parents, other. Millennials –Traditional home is a nebulous term with alternate family lifestyles acknowledged and tolerated. Debra D Torres

13. Entertainment Traditionalists –Black and white TV –Sit around the radio and listen to talk shows –Picnics, family gatherings Boomer –Played outside with the kids in the neighborhood and used imagination –Big box TV’s, long antennas with tin foil, get up to change the channel –Family oriented shows –8 Track, Rock and Roll GEN Xer –DVD’s, growth of video games, Blockbuster video –Growth of cell phones Millennial –DVD kiosks, Net flix, apple tv, laptops, iPad, video games on all medium, smart phones –Partying, socializing, online dating Debra D Torres

14. Diversity Traditionalists –Ethnically segregated Boomers –Integration began GEN Xer –Greater acceptance of diversity, integration Millennial –No major race, great acceptance of diversity Debra D Torres

15. Provide multi generational and diversity training to all employees and especially those in leadership positions. Create a safe and friendly workplace that encourages various view points. Make everyone feel valued as part of the team. How can HR manage the four generations?

16. Modify our HR Programs Recruiting Training & Development Communication Feedback Benefits, Rewards and Recognition Retention Debra D Torres

17. How can HR manage the four generations? The next several slides we will look at common perceptions of the four generations. Debra D Torres

18. Recruiting the Generations Traditionalists –Still read the newspaper classifieds or may inquire about work through word of mouth. –Volunteer information about their family or hobbies in an interview. Boomer –Search career sites to find employment. –Networking. GEN Xer & Millennials –Searching media sites to find employment. –They know all the laws on what HR can and cannot ask during the hire process. Debra D Torres

19. Training & Development Traditionalists –Happy with a job and appreciate companies who teach them. –May have a long history with the company and make great trainers. –HR needs to ask them how they learn best. Boomers –Workaholics and embrace training to keep learning. –Knowledge is power. GEN Xer & Millennials –Want a great onboarding program that includes a mentor as part of their training. –Need to understand their goals. –They want ongoing courses and opportunities to learn and advance. –Need to see a career path mapped out with options. Debra D Torres

20. Communicating with the Generations Traditionalists –Talk with them face to face. –Be polite, respectful. –Don’t expect them to use a smart phone or check email every 5 minutes. Boomers –Talk with them face to face or call them on the phone. –Voice mail is acceptable. –They may still use a fax vs. scanning and emailing. –Be patient in getting them to convert to technology. GEN Xer –Prefer electronic communication i.e. email, text. They can teach the boomers and traditionalists. –Involve them in teams Millennial –Instant communication –Text, snap chat, face book, twitter, multimedia, digital Debra D Torres

21. Feedback on their Performance Traditionalists –Low maintenance. –No news is good news. –Require little feedback. –I’m still employed, things are good. Boomers –An annual review with documentation helps reinforce their work performance. GEN Xer –Want continuous feedback and reassurance. –Prefer management talks frequently to them instead of conducting documented performance reviews. Millennial –Constant feedback is more important than a documented review. –Give me $ and growth at a fast pace! I want it NOW! Debra D Torres

22. Recognition & Rewards Traditionalists –Happy with the self satisfaction of a job well done. –Certificates and newsletter articles about them are appreciated. –Health care and retirement. Boomer –Money, Job Title, the Corner office. –Good maternity benefits. –Health care and retirement important. GEN Xer –Want perks in addition to pay, mentoring, training and development, pay for some tuition reimbursement, gym. –Flex work schedule and working remotely important. Millennial –Opportunity for a career path and knowledge of when they can get a promotion. –Flex work schedule. Want time off to travel or do other things. Paternity pay and benefits Debra D Torres

23. Retaining each Generation Traditionalists –Respect them, make them feel valued, and offer good health care. Boomer –Respect them, make them feel valued. –Offer a complete benefit package. –Opportunities for growth and increased earnings. GEN Xer –Provide continuous feedback and reassurance. –Benefits that include flexible work schedules. –Competitive pay, 401k to pay off student loans. Millennial –Manage their career path so they keep growing in responsibility and pay. –The latest technology tools to do their work. –Foster fun Debra D Torres

24. U tilize the Strengths of each Generation Traditionalists –Loyal and dedicated –Long term employees –Will show up for work every day –Respectful towards others –Enjoy face to face Boomers –Loyal –Great team players –Productive at work –Hard working –Enjoy mentoring GEN Xer –Very Adaptable –Tech savvy –Revenue generators –Problem solvers –Collaborate well –Entrepreneurial thinkers Millennial –Extremely Tech savvy –Use social media to leverage opportunities –Enthusiastic about their jobs Debra D Torres

25. Recognize the Challenges of each Generation Traditionalists –Set in their ways. –Fear of technology and change. –Some are coasting towards retirement. Boomers –Don’t adapt well to change. –Don’t balance work and life very well. Expect everyone to work long days like them. GEN Xer –They switch jobs more often. –Constantly checking email, Facebook and other social media during work. Millennial –Not the best team players. –Will leave if they don’t experience advancement and pay growth. –Follow up skills are weak. –Not the best face to face communicators. Happy with texting or emailing. Debra D Torres

26. Summary It is estimated that 50% of the workforce will be comprised of millennials by the year 2020. That’s only 4+ years from now… how scary! By fostering a culture of generational diversity and utilizing the strengths and recognizing the weaknesses that each brings to the table, our businesses will experience growth and be successful. Debra D Torres

27. Summary TALKING ‘BOUT OUR GENERATIONS! Millennials in the Workplace (You tube) Thank you! Debra D Torres