1. Understanding a Multi-Generational Workforce
Willow Jacobson
School of Government, UNC-CH
State Budget and Management’s Annual Conference October 15, 2008

2. Agenda Demographic and diversity changes in the workforce
Managing an intergenerational workforce
Changing expectations and values at work

3. The US Population Today

4. Generations in the US Workforce

5. NC State Agencies
We know that on average the public sector is older then the private sector

6. Juvenile Justice

7. Governor’s Office

8. Secretary of State

9. Auditor

10. Treasurer

11. Public Instruction

12. Justice

13. Agriculture

14. Labor

15. Insurance

16. OSP

17. Administration

18. Transportation

19. Environment and Natural Resources

20. Wildlife Resources

21. Health and Human Services

22. Correction

23. Commerce

24. ESC

25. Revenue

26. Crime Control and Public Safety

27. Controller

28. ITS

29. Community College

30. Board of Elections

31. UNC Chapel Hill

32. NC State

33. Culture Resources

34. Important to Consider For every two experienced workers
leaving the workforce, one will enter
Matures and Boomers embody the culture of most organizations today
In 2006 everyday 7,918 Boomers turned 60
One in six workers will be over 55 years in 2008

35. Exercise

36. Matures

37. Matures
EVENTS and Values

38. Matures Formative Events
The Great Depression
Pearl Harbor
WW II
Hiroshima
The New Deal

39. Matures Values Duty, honor, dedication, sacrifice
Conformity, unity – “We First”
Hard times then prosperity
Patience
Importance of a job well done
Law and order; respect for authority
Adherence to rules
Age = Seniority

40. Matures in the Workplace
Are loyal to their employer and expect the same in return
Believe promotions, raises, and recognition should come from job tenure
Measure a work ethic on efficiency

41. On the Job Assets Liabilities Stable and Thorough Detailed oriented
Loyal and Hard working
Liabilities
Challenged by ambiguity and change
Reluctant to buck the system
Uncomfortable with conflict
Reticent when they disagree

42. Matures in the Market
Faith in the nation’s institutions and the government
Demand quality
Are loyal customers but aren’t afraid to shop around
Follow the rules that have been established
Believe standard options are just fine

43. Messages that Motivate
“Your experience is respected here”
“It’s valuable to the rest of us to hear what has –and hasn’t—worked in the past”
“Your perseverance is valued and will be rewarded”
Motivated by symbols

44. Baby Boomers

45. babyboomers

46. Baby Boomers Formative Events
The Civil Rights movement
Martin Luther King
John F. Kennedy
Vietnam War
Woodstock
The Cold War
Roe vs. Wade

47. Baby Boomers Values Stability “Workaholic” Competitive
Balancing family and work
Desire for respect
Success is largely visible
Personal development
Optimistic

48. Baby Boomers in the Workforce
Evaluate themselves and others based on their work ethic
Work ethic measured in hours worked
Teamwork is critical to success
Relationship building is very important
Expect loyalty

49. On the Job Assets Liabilities Service oriented Driven
Good at relationship
Team players
Liabilities
Not naturally “budget minded”
Uncomfortable with conflict
May put process ahead of result
Overly sensitive to feedback

50. Baby Boomers in the Market
Are interested in products and services that will allow them to regain control of their time
Believe technology brings with it as many problems as it provides solutions
Want products and services that have been customized for them, the individual
Believe rules should be obeyed unless they are contrary to what they want; then they’re to be broken
Want products and services that will indicate to their peers that they’re successful

51. Messages that motivate
“You’re important to our success”
“You’re valued here”
“Your contribution is unique and important”
“We need you”
“I approve of you”

52. Gen Xers

53. Generation X

54. Gen Xers Formative Events
Post-Watergate
Fall of the Berlin Wall
Challenger explosion
The Gulf War
The PC boom
Parental divorce rates
‘Latchkey kids’
MTV
AIDS

55. Generation X Values Parent’s began raising them as “friends”
No common heroes
Work-Life balance
Independent
Cynical and pessimistic
Seek career opportunities
Thinking globally
Technoliterate
Informal

56. Gen X in the Workplace
Eschew the hard-core, motivated, Boomer work ethic
Want open communication regardless of position
Respect production over tenure
Value control of their time
Look for a person to whom
they can invest loyalty

57. On the Job Assets Liabilities Adaptable Technoliterate Independent
Un-intimidated by authority
Creative
Liabilities
Impatient
Poor people skills
Inexperienced
Cynical

58. Gen X in the Market Can spot a phony a mile away
Rely on peer-to-peer referrals
Want options; plans B, C, and D
Embrace technology
Want to be in control of the sale

59. Messages that motivate
“Do it your way”
“We’ve got the newest hardware and software”
“There aren’t a lot of rules here”
“We’re not very corporate”

60. Millennial

61. Generation Y

62. Millennial Formative Events
Oklahoma City bombing
9/11 terrorist attack
Columbine High School
The Internet boom
Child focus
Technology

63. Millenials Value Optimistic and Confident
Individual key, yet group oriented
Difficulty focusing on “non stimulating” stuff
Often raised as “friends”
Search out authorities
Ambitious yet aimless
Civic duty
Diversity

64. Millenials in the Workplace
Search for the individual who will help them achieve their goal
Want open, constant communication and positive reinforcement from their boss
Find working with someone of the Mature generation easy to do
Search for a job that provides great, personal fulfillment
Are searching for ways to shed the stress in their lives

65. On the Job Assets Liabilities Collective action Optimism Tenacity
Heroic spirit
Multitasking capabilities
Technological savvy
Liabilities
Need for supervision and structure
Inexperience, particularly with handling difficulty people issues

66. Millenials in the Market
Want to be like their peers but with a unique twist
Don’t want to be hurried
Consider a company’s products if the company is known for their altruistic attitude
Are loyal consumers
Search for the unique items

67. Messages that Motivate
“You’ll be working with other bright, creative people”
“Your boss is in his (or her) sixties”
“You and your coworkers can help turn this company around”
“You can be a hero here”

68. Important Distinctions and Strategies

69. Respect for Authority Matures: Boomers: Gen X: Gen Y:
Seniority and tenure
Similar values Matures; they’ve earned it
Authority figures deserve skepticism & testing
Test but search

70. Time on the Job Matures: Boomers: Gen X: Gen Y:
Work ethic defined by the punch clock
Visibility was/is the 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.”

71. Work-Life Balance Matures: Interested in flexible hours
Boomers: “Was/Is this workaholic lifestyle
worth it?”
Are the rewards worth the cost?
Gen X: Balance is very important.
Willing to sacrifice it occasionally
Gen Y: Lifestyle vs. promotion

72. Bottom Line Differences
Time was something that could be invested with the hope for some sort of return in the future
Defined by their job and association membership
To them, there is no promise that invested time pays a dividend
They’ll have multiple CAREERS, so the job is probably a temporary thing
Matures
and Boomers:
Gen X
and Y:

73. Workplace Strategies Baby Boomer Sabbatical options—longevity leave
Increased vacation
Retirement packages
Fitness benefits
Consulting options

74. Workplace Strategies Generation X/Y Leadership development Mentoring
Recognition/incentive
Vacation
‘Cafeteria’ benefits plan
Cross training
Education

75. Workplace Strategies All Generations Alternative work schedules
Telecommuting
Employee assistance
Floating holidays

76. Workplace Strategies
When possible combine function-based work with project-based work
Team vs. Independent?
Consider communication
strategies
Avoid stereotyping

77. Thank You