1. Understanding the Generations Joan H. Evans, PT, MBA, CMC Lisa Withers EVP Innovation & Transformation ProActive Consulting Joan.evans@conehealth.com www.consultproactive.comwww.consultproactive.com lisa@consultproative.com Joan.evans@conehealth.com 1

2. Current Workforce Challenges: Increasingly diverse Older median age Multi-generational Increasing competition for employees Changing values & attitudes 2

3. What are perceptions others have of your generation? What signs of generational differences have you seen in your workplace? What impact do or could these examples have on your organization? 3

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8. 15% - 40% of the workforce may leave each year. Costs 100% - 287% of payroll each year to replace. Qualified replacement workers will become hard to find = Smart Gap. What’s the big deal? 8

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10. Each Generation's Perspective No intention to stereotype Common experiences and world events do share each generations views and value “Treating others as we wish to be treated” doesn't work when it comes to managing different generations. 10

11. 29 million 7 Trillion in Net Worth “Greatest Generation” Loyal, patriotic, financially conservative 50% Veterans Matures 11 Examples: Bob Hope Mary Kay Barbara Walters Bob Dole

12. 75 Million Strong Time “Man of the Year” 1967 Competitive, liberal spenders Named for the birthrate from ’53- ‘64 of 4 million per year Baby Boomers 12 Examples: President Bill Clinton Donald Trump Opra Winfrey

13. 66 Million Skeptical, independent, resourceful “Latchkey Generation” Novelist, D. Coupland, Gen X to describe his generation who defies labels Generation X 13 Examples: Lance Armstrong Faith hill “Friends”

14. 75 Million Optimistic, confident, civic minded “Internet Generation” aka Millennials, GenNext, Cyber Gen, 9/11 Generation Generation Y (aka Millennials) 14 Mark Zuckerberg Princess Kate and Prince William Kardashians

15. Activity From your generations point of view: – What are 5 world events that occurred while you were growing up that define your generation? – Describe the “typical” family and family life. – Who are the heroes of your generation? Who did you look up to growing up? – What is a song that represents your generation? – What are misconceptions others may have about your generation? 15

16. Matures WWII, Pearl Harbor, Fireside Chats with FDR, Great Depression FDR, Lindberg, Joe DiMaggio, Babe Ruth 94% of all women had 3+ babies, best and brightest women became teachers or nurses 16

17. Baby Boomers Civil Rights, Man on the Moon, Vietnam Heroes were inspiring 75% of families fit “Leave it to Beaver” Profile. 20% of boomers have no kids; 25% one child Good company=Good job, Lifelong employment, Job security in exchange for loyalty, Career choices for women 17

18. Challenger Explosion, HIV-AIDS, Scandal, Corruption Varied heroes Heroes 50% children of divorce, Single parents, Latchkey kids Witnessed the sacrifice at the alter of work, Told - “You better like what you do” Generation X-ers 18

19. Internet, Oklahoma City Bombing, Columbine, 9/11 Mia Hamm, Tiger Woods “Soccer mom”, Micro parented, Child protection era Most educated generation in history, “Do something meaningful” Generation Y 19

20. Greg Hammill, FDU Magazine, 2005 20

21. Activity Based on what we now know and understand about each generation, how does each generation show up in work and attitudes about work? What are 3-4 tips you can suggest for working and relating to each generation? 21

22. Matures Strong sense of loyalty to organization. Loyal to the “boss man” Value is measured by years worked Cautious about technology Job security from one employer Work ethic = work until its all done Authority tied to seniority

23. Tips for Working with Matures Flexible work schedules Minimal technology Fair wage “Your experience is respected here.” “It’s valuable to the rest of us to hear what has and hasn’t worked in the past.” 23

24. Baby Boomers Self worth is linked to what I do Achievement is movement up More team focused Work ethic = worth ethic Authority comes from position Face time = Quality of Work

25. Tips for Working with Boomers Increasingly focused on retirement “You’re important to our success” “We need you.” “Your contribution is unique and important.” Understand them when they give it up! 25

26. Generation X Nick-named the “WHY” generation Technologically literate Work ethic = means to an end Crave attention and want immediate rewards “Just in time” learners 26

27. Generation X May be perceived as impatient Casual about authority Entrepreneurial Thrive on learning Frequent job changes

28. Tips for Working With X-ers Focus on the WHY Provide personal connection with organization, supervisor Give them lots of Feedback! Vary rewards Provide on-going orientation and learni ng 28

29. Gen X-ers like to hear: There aren’t many rules here.” “We are willing to try new ways” “We’ll take whatever time you can give us.” 29

30. Tips for Managing X-ers “We want you to have a life.” Avoid micromanaging Manage by objective. Create choices about how & when work gets done. Promote development. Immediate and meaningful rewards. No BS. 30

31. Generation Y High aspirations, BUT… Lifestyle quota more important than work Loyal to what they connect with Casual about authority...want mentors, coaches 31

32. Tips for Working with Y-ers Make work meaningful AND Fun Supervise as coach, mentor, Provide independence and support Help with prioritizing and time management 32

33. Gen Y-ers Like to Hear: “You’ll be working with other bright, fun people.” “You can be a hero here; you can make a difference.” 33

34. Training & Development Work Life Balance Merit vs. Tenure Appreciation of Work Done The Emerging Workforce 34

35. Generational Rewards GenerationLife LessonsRewards style Matures Learned to sacrifice and not spend money on themselves Non cash incentives: health and fitness rewards, entertainment rewards Boomers Witnessed America become a superpower and wanted to reap their rewards of their work Recognition and Luxury and Health related rewards Gen X Valued freedom and responsibility and embrace a balanced lifestyle Gadgets /High Tech Rewards and Work Life Balance rewards Gen Y Grew up in increasing affluence and instantaneous feedback Relationship enhancers and personalized rewards

36. Everyone has something to add… Loyal to the company Gets the job done Willing to sacrifice Matures Baby Boomers Understands need for authority Works hard to succeed within the company Live to work Techno – literate Asks “Why” Works to Live Learns for “just in time” Creates personal relationship with Boss Gen X All for one, one for all Techno Savvy Work should be meaningful and fun Gen Y 36

37. Summary Generational Diversity is a challenge in our work place today. Leaders and colleagues need to know and recognize the impact this has on employee recruitment, retention and job satisfaction. Being successful requires being flexible and proactive. 37