1. Working With Multiple Generations

2. Current Workforce Veterans 1922-1943 (52 Million) Baby Boomers 1943-1960 (73.2 Million) Generation X 1960-1980 (70.1 Million) Generation Y 1980-2000 (69.7 Million)

3. Generations In Conflict

4. They have no work ethic. If you are looking for loyalty, buy a dog. At his age, I was grateful to have a job. She wants a career map. Do you have an email address? Yes, since you were in diapers. Just started and wants a promotion!

5. …..dominant factor in next society Growth of older population Shrinking population of younger generation Peter F. Drucker

6. US population – 250 Million with greater life expectancy

7. Life Expectancy 1907Men: 45.6 years Women 49.9 years 1960Men: 66.4 years Women 72.7 years 2007Men: 75.5 years Women 80.7 years

8. Demographic Realities Size of baby boomer generation Increasing longevity Declining birth rates

9. Every 8 seconds for the next 17 years 1 more baby boomer will turn 60 years old!

10. US Birthrates Was 3.7 children per woman Now 2 children per woman

11. Foreign Birthrates Italy 1.2 down 30% Germany 1.3 down 25% Japan 1.4 down 38%

12. Year 2010

13. 10 million worker shortage

14. Over 25% of US businesses are unprepared for a changing workforce. Boston University Research

15. Today’s Mature Worker: 55 years of age or older Well educated and well off 53% of workers put family before work 68% of workers are satisfied with their job

16. AARP Poll, Mature Worker Will Stay Working: 87% want to be mentally active 85% want to be physically active 77% want to be productive or useful 71% want to do something fun 22% need money 17% need health benefits

17. FBI agents retire at age fifty-seven 40% of agents have less than five years experience

18. Retiring First Generation of Managers and Professionals Knowledge of complex technical systems Scientific domains Integrated work processes

19. Retirement Liabilities General Motors has over $60 billion in health care benefits to retirees General Motors has 2.5 retirees for each active employee 150 corporations have over $1 billion in health care liability

20. Keeping Employees in Workforce Duke Power – switch jobs of equal grade Lands’ End – two week job transfers General Electric – mid-career managers for overseas assignment

21. Two Keys to Create Multigenerational Workforce: Aggressive communication Difference deployment

22. Aggressive Communication Address generational issues head-on and validate different viewpoints

23. Difference Deployment Use employees with different backgrounds, experience, skills and viewpoints to strengthen project teams and organization

24. Workforce Trends

25. Average age of worker will continue to rise Older workers will double within 5 to 10 years Female workers will increase in numbers Racial and ethnic worker mix increasing Minorities account for one-third of younger workers

26. People will differ in how they integrate work and lifestyle Workforce declines 2 to 3% per decade Baby boomers retire causing drain of skills and experience Worker shortage

27. Hard to fill technical skill jobs More emphasis on education and training Workforce diversification means:  Flexible schedules  Telework  More technology

28. Generational Characteristics Veterans

29. Satisfaction from doing a job well Dedication / sacrifice Conformity / patience Appreciation for recognition of their experience Duty before pleasure Obey rules

30. Generational Characteristics Baby Boomers

31. Team work Equality Value personal growth Prefer face-to-face communication People skills

32. Generational Characteristics Gen Xers

33. Independent, less people skills Self-reliant Accepts diversity Multitask First generation latch key kids Cynical of employer-employee relationship

34. Generational Characteristics Gen Yers

35. Optimistic Self-inventive Individualistic Likes diversity Technology focused Give them a computer

36. Transitions

37. Boomers retiring and taking valuable knowledge with them Gen Xers moving into senior management Gen Yers moving into middle management Xers and Yers frequent job changes, seek opportunities rather than career ladder

38. Training

39. Boomers prefer classroom training Gen Xers prefer brief training with bullet points Gen Yers prefer technology-based training such as Web-based courses and one on one coaching Current trend to focus on technology and OJT experience

40. Generational Trends Boomers - listen, read manuals Xers and Yers – doing, trial and error

41. Xers and Yers want to build resumes as quickly as possible and move from job to job that satisfies them.

42. Xers and Yers Want to build resumes as quickly as possible and move from job to job that satisfies them Will accept mentoring or coaching from Veterans or Boomers to gain knowledge Are more interested in work-life balance than Boomers or Veterans

43. Organization Should Offer Flexible work schedule Technology use for mobile work force

44. Career Paths Boomers want vertical movement Xers and Yers want horizontal movement to broaden experience and build resumes

45. Yers Expect

46. Individual responsibility, freedom to make decisions Sociable and enjoyable colleagues and workplace Opportunities to learn and grow Opportunities to contribute right away

47. Lots of feedback Open communication Respect from older workers Pay for performance Flexible schedules and ample time off

48. Future?

49. Develop interpersonal skills Move from telling to asking Accommodate employee differences Create a flexible management style