1. Engaging a Multi-Generational Workforce

2. Today’s Agenda Generational Differences: Fact or Fiction?
Are You Ready for Workforce 2025?

3. Learning Objectives
At the completion of today’s workshop participants will be able to: List four (4) generations in the workplace; Describe 2 characteristics of each generation in the workplace; Discuss misconceptions about generational stereotypes.

10. Generations at Work

11. Baby Boomers

12. Generation X

13. Millennials

14. Generation Z

15. Gallup, State of the American Workplace 2018.

21. Question #1 Younger workers perform better than older ones
Question #1 Younger workers perform better than older ones. Agree Disagree

22. Question #2 Companies can't afford to retain Baby Boomers and other experienced workers.  Agree Disagree

23. Question #3 Business and HR leaders are making age diversity a high priority.  Agree Disagree

24. Question #4 By declining to retire, older employees are taking jobs from younger ones.  Agree Disagree

25. “When you hold the stereotypes up to the light, they don’t cast much of a shadow. The so-called generation gap is, in large part, the result of miscommunication and misunderstanding, fueled by common insecurities and the desire for clout.”
Retiring the Generation Gap: How Employees Young and Old Can Find Common Ground (2006). Jennifer Deal, Ph.D., Center for Creative Leadership

26. “There are plenty of opinions on the topic, but not a lot of understanding.” Deloitte recognizes that there are 3 R’s and 3 C’s of what all the generations want.
Employees want to be: Respected, Recognized, and Remembered, and Coached, Consulted, and Connected.”
Decoding Generational Differences: Fact, fiction…or should we just get back to work
W. Stanton Smith, Director of Next Generation Initiatives at Deloitte LLP

27. Organizational Readiness
Level 4:
The generation of people in the top boxes is the only one that matters…the rest just need to grow up or shut up.
Level 3:
The generational change is an emerging issue within our organization but we haven’t done much about it.
Level 2:
We view generational change as an emerging opportunity.
Level 1:
We’re actively changing the work culture to harness the power of generational change.