A presentation on working with multigenerational leaders.

1. The Multigenerational Workforce
Julianna Hynes, PhD

2. Four Generations
• The Silent Generation
▫ Born before 1946
▫ 8% of workforce
• Baby Boomers
▫ Born between 1946 – 1964
▫ 41% of workforce
• Generation X
▫ Born between 1965 – 1977
▫ 30% of workforce
• Generation Y
▫ Born between 1978 – 1989 (some have the generation stopping at
2000)
▫ 21% of workforce

3. Big Picture
• Together Gen X and Gen Y now make up 50.5%
of workforce
• Baby Boomers make up 41% and still hold the
majority of leadership positions
• Because of the current economic downturn,
most boomers will forgo/have forgone
retirement and opt to continue to remain in the
workforce.
• The silent generation, those with the most
experience and institutional knowledge have
already left the workforce en mass.

4. An Older Workforce
• Today’s workforce is growing older.
• Currently there are 5 million workers aged 54
and over.
• There are 2.7 million workers between the ages
of 65 and 69.
• Gen X is a smaller generation in number,
providing a shrinking pool of prime-age workers.

5. Supply and Demand
• Currently 2 workers exit the workforce for every
1 entering.
• While demand for leaders will increase, the
supply will decrease (an estimated 10%).
• The number of workers aged 45 to 54 will grow
by about 21%.
• The number of workers aged 55 to 64 will grow
by 52%.

6. Leadership Deficit?
• As the supply decreases due to the smaller pool
of workers, the supply is also threatened by
▫ A shift away from traditional career paths
(especially amongst women and people of color –
corporate leavers)
▫ A shift away from traditional work values (e.g.
loyalty and work ethic).

7. Overview
• Members of each generation bring distinct sets
of values, attitudes, expectations and behaviors
to the workplace.
• If differences are ignored, they can grow into a
source of misunderstanding and conflict.

8. The Silent Generation
• Born 1925-1945 (mid-60’s to mid-80’s)
• 95% retired
• Slow to embrace anything new, distrusts change
and would prefer the status quo
• Work ethic is built on commitment, conformity
and responsibility
• Many are reconsidering how and if they will
integrate work with their personal time
• Lifestyle…

9. Baby Boomers
• Born 1946-1964 (late 40’s to mid-60’s)
• The “Me” generation; selfish, but optimistic and
idealistic
• Struggles with work-life balance
• Overachieving
• Believes the world can be changed
• Lifestyle…

10. Generation X
• Born 1965 – 1977 (mid-30’s to mid 40’s)
• Best educated generation in the US (40% have
earned a college degree or higher)
• Embrace risk and prefer free agency to loyal
corporatism
• Sometimes criticized as “slackers,” yet are widely
credited with a new growth of entrepreneurship.
• Jump from job to job, unwilling to conform to
organizational demands that do not suit them,
and leave jobs that bore them and are not “fun.”

11. Generation Y/Millenials
• 1978 – 1989 (ages mid-20’s to early 30’s)
• Raised in comfort with the internet
• Work on their own terms
• Want to be “paid volunteers” joining an
organization not because they have to, but
because they really want to, and because
something significant is happening there.
• Pragmatic and hard-working.
• Celebrate diversity – display a high degree of
tolerance towards different cultures, lifestyles
and behaviors.

12. • Source: Bersin & Associates, n.d. (http://joshbersin.com/2007/10/01/a-new-organizational-learning-model-learning-on-demand/)

13. • Source: Right Management, 2012 (
http://www.envoynews.com/philadelphia/e_article000780503.cfm?x=bb1dWMB,b3S4Ssdy,w)

14. The Retention Challenge
• Silent – keep them plugged in (mentorship)
• Baby Boomers – keep them on board for as long
as you can (work-life balance)
• Gen Xers – start developing them into leaders
for tomorrow, today (leadership development)
• Gen Yers – train and nurture them (training and
development)

15. References/Resources
• LHH Whitepaper: Managing Today’s Multi-Generational
Workforce, 2007.
▫ Located on Sydney: Learning and Development: Coaching
Conversations: Additional Insights
https://www.mwcareertools.com/MasteryWorksCMS/filestore/lhh/LH
• AARP Whitepaper: Leading A Multi-Generational Workforce, 2007.
▫ http://abog.ucsf.edu/ABOG/13133-
DSY/version/default/part/AttachmentData/data/AARP
%20Report%20Leading%20Multigenerational%20Wkforce.pdf
• IBM Center for the Business of Government Whitepaper:
Engaging the Multi-Generational Workforce, 2011.
▫ http://www.businessofgovernment.org/sites/default/files/Engag
ing%20a%20Multi-Generational%20Workforce.pdf