1. 1 Understanding Four Generations in the Workplace Presented by: Patricia Pippert P 2 Enterprises

2. 22 PRESENTER BIOGRAPHY Patricia Pippert, a consultant, trainer, and presenter, works both domestically and internationally. Her career includes working for American International Group (AIG), where she started up a training department. Ms. Pippert is a skilled learning and development expert and executive coach, with extensive experience in assessing needs and implementing solutions for senior management. She is a member of the American Management Association and has an MA in Organizational Management. With a background as a stage and screen actress in New York, she brings a vitality and dynamic energy to her training and is a sought-after keynote speaker at financial, manufacturing, and technology conferences.

3. “These young people are not living in our times; we are living in theirs.” www.Managing-Generation-Y.com 3

4. Traditionalists / Silent / Veterans: 1900 - 1945 4

5. Baby Boomers: 1946 – 1964 5

6. Generation X: 1965 - 1980 6

7. Generation Y / Millennials / Echo Boomers : 1981 - 1999 7

8. “We were all young once – but the truth is we were not all young under the same circumstances.” Garrison Wynn, Wynn Solutions 8

9. Why is knowledge of the various generations important to us? 9

10. Baby Boomers are retiring (50% within next 3 years)Baby Boomers are retiring (50% within next 3 years) “Those who have shaped and guided our path are preparing to retire” in record numbers“Those who have shaped and guided our path are preparing to retire” in record numbers By 2014, 31 million Gen Y’s will be in the workplace (outnumbering X’s)By 2014, 31 million Gen Y’s will be in the workplace (outnumbering X’s) Largest # college graduates entering workforce, 2013-14Largest # college graduates entering workforce, 2013-14 Reputation of business as “questionable”; scandals that have led public to question the integrity of the industryReputation of business as “questionable”; scandals that have led public to question the integrity of the industry Helps us to recruit and retain Gen Y’s to remain competitiveHelps us to recruit and retain Gen Y’s to remain competitive Deloitte & Touche USA, Generational Talent Management for Insurers, 2008 10

11. What are Our Similar Values? To be: RespectedRespected RecognizedRecognized RememberedRemembered To be: Coached Coached Consulted Consulted Connected Connected W. Stanton Smith, Decoding Generational Differences, 2008 11

12. What are Gen Y’s Additional Values? W. Stanton Smith, Decoding Generational Differences, 2008 FlexibilityFlexibility BalanceBalance RespectRespect AccessibilityAccessibility 12

13. How do the Dissimilarities Manifest At Work? 13

14. Relationship with organizationRelationship with organization Relationship with authorityRelationship with authority Relationship with information/feedbackRelationship with information/feedback Work styles / work ethicWork styles / work ethic Learning styles / technologyLearning styles / technology How the Dissimilarities Manifest At Work 14

15. Relationship with Organization VeteranBoomerGen XGen Y Loyal to one organization (employer) Loyal to the team; driven to succeed Loyal to the manager Career = My life Career = Self worth; an anchor in life Career = One part of me; looking for work-life balance 15

16. Relationship with Authority VeteranBoomerGen XGen Y Respect for authority and hierarchy Challenge authority; competitive Unimpressed by authority; pragmatic Seniority and job titles are respected Tell me what I should do Desire a flat, democratic organization Let me show you what I can do Competence and skills are respected Tell me what you can do for me 16

17. Relationship with Information VeteranBoomerGen XGen Y Shares on a “need-to- know” basis Seeks out info; communicates with others Very commu- nicative; has personal networks Feedback = “No news is good news” Feedback = Once a year, with lots of documentation Feedback= “Sorry to interrupt, but how am I doing?” 17

18. Work Styles / Work Ethic VeteranBoomerGen XGen Y LinearStructuredFlexible Follow the rules Challenge the rules Change the rules 18

19. Learning Preferences / Technology VeteranBoomerGen XGen Y Structured, traditional classroom Interactive / group learning through facilitation Fluid, OJT using technology Not very comfortable w/technology Fairly comfortable w/technology Very comfortable w/technology as a tool 19

20. What Has Shaped Generation Y? SITUATIONHOW IT PLAYS OUT AT WORK Trophy Children Over-programmed High expectations 20

21. What Has Shaped Generation Y? SITUATIONHOW IT PLAYS OUT AT WORK Generational Isolation Technology/ Simulations Disrupted families and communities 21

22. What can we do to appeal to them? WHAT WE CAN DO Recruiting Utilize available online tools to promote (schools’, your organization’s website) Tell them what our industry contributes to society Point out the balance between “profit” and “people” Bring Gen Y person with you to speak at Career Fairs Make PowerPoint professional & presentation interactive Specific examples of how people learn thru experience Utilize webinars to reach candidates (interactive) BE TOTALLY HONEST; don’t make promises you can’t keep Setting goals Be clear about goals (attire, deadlines, writing, Internet usage, how tasks fit in to the big picture) Let them drop in; hold roundtables to get their input Ask them about their skills & interests; build into the job Assess with them regularly (not just year end) & revamp their path Reward for progress, effort, not just results 22

23. WHAT WE CAN DO Developing Have them “tag along” with you to meetings, etc. “Hand them off” to another team member Do role plays (cold calling, client interface) Give variety of tasks & experiences (job rotation) Give them best tools & technology you can (get them on technology task force; have them teach YOU how to use) Managing & Motivating Think like a mentor/coach, not an authority figure Give frequent feedback (progress, effort, results) Communicate often (multi-channel); be transparent Make sure they know who to go to for answers If various offices, erase barriers (email, text, video, webinar); let them lead a meeting Help them build networks within organization Flexible work arrangements (virtual, telecommuting) Regularly ask for their suggestions and ideas (their job, how to reach consumers, how to communicate) What can we do to appeal to them? 23

24. “These kids are learning how to do things faster, smarter and better. They have the potential to be the most productive work force in history.” Dr. Carolyn Martin “Managing the Generation Mix” (HRD Press) 24

25. 2525 Understanding Four Generations in the Workplace YOUR QUESTIONS? If you do not have the opportunity to have your question addressed during the Seminar, you may contact the presenter directly: Patricia Pippert P 2 Enterprises Peesquared@aol.com www.P2Enterprises.com (773) 404-8960