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

2. 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”

3. 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

4. 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?

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

6. 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

7. 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

8. 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

9. 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

10. 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

11. 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

12. Generations: 2020 Projection
Source: Future Workplace Survey

13. 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

14. 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

15. 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

16. 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.”

17. 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.”

18. Workplace Communications
Traditionalists
Baby Boomers
Generation X
Millennials
Communications
Formal memo
In person
Direct
Immediate
Voic
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 & ; face to face dialogue or by phone; some online info & interaction
Print & ; 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

19. 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.

20. 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