This document discusses aligning a multigenerational workforce by understanding the differences between generations currently in the workforce. It defines the four main generations - Silent, Baby Boomers, Generation X, and Nexters - and their defining events, characteristics, values, work styles, and assets/liabilities in the workplace. The document provides recommendations for organizations to activate careers, reduce job stress, provide social interaction, offer work-life balance benefits, and align the generations to build a high performing, diverse workforce.

1. ALIGNING A MULT-GENERATIONAL WORKFORCE WITH YOUR AGENCY’S GOALS Presented by: Cathy Peterson, MA Human Services Resource and Training Company

2. DISCLAIMER One Size Does Not Fit All!!

3. OBJECTIVES Increase knowledge and understanding of the four generations. Enhance comprehension of how generational differences affect the workplace. Expand the capacity to manage diverse working styles across the generations.

4. What is a generation?

5. What is a generation? A grouping of people typically by birth years, that are defined by the historical and sociological experiences they have shared.

6. WHY DISCUSS THE WORKFORCE?

7. Why Discuss the Workforce? Create and maintain a high performance workforce Four distinct age-based cohorts coexist in the workplace Dramatic shift in the workplace

8. Workforce Statistics Workforce will grow more diverse: 37% increase for Asians 36% Increase for Latinos 17% increase for African Americans 6% Increase for Caucasians

9. Workforce Statistics 50% of the workforce is age 40 and younger The fastest growing segment of employees are aged 27 and younger. Over the next 10 years, Another 10 million will enter the workforce.

10. Should Standards Change for Each Generation? Every employee should be held to the standard outlined for his/her job. No adaptations should be made that compromises the integrity of the organization or diminishes the effectiveness of the organization to carry out its mission. All employees should comply with policies and procedures set forth by the organization.

11. Workforce Silent ( 1922-1945) Baby Boomers (1946-1954) Generation Jones (1955-1965) Generation X (1965-1977) Nexters (1978-2000)

12. Who’s in Your Workforce?

13. Events Generation Icons Technology TV First Sex Silent Joe DiMaggio LP’s Payton Place Honeymoon Boomers Joe Namath 8 Tracks/ tape cassette Dallas Backseat Gen X Michael Jordan CD’s Melrose Place Online Nexters Lebron James IPods The OC Define Sex

14. Defining Events- Silent Great Depression World War II Cold War

15. Characteristics Work ethic= commitment, responsibility, conformity Between heroes of WW2 and youthful rebellions of the 1960’s. Suffocated children of the Great Depression Strong loyalty to the organization Don’t rock the boat

16. Core Values Dedication Sacrifice Hard Work Conformity Respect for authority Patience Delay reward Duty before pleasure

17. Workstyle Quickly rose to the top and became the superiors of the great mass of baby boomers Work ethic is based on commitment, Conformity Not likely to rock the boat

18. Liabilities and Assets to the workplace Liabilities Do not speak up when frustrated or see fault with superiors Lack technological skills and reluctant to use them Can be closed minded about any challenges to authority or patriotism. Assets Willing to wait for the big payoff Can be relied on to complete a task assigned. Extremely thorough High adherence to code of honor and ethics .

19. Heroes Eleanor Roosevelt President Franklin D. Roosevelt Babe Ruth Jackie Robinson Joe DiMaggio

20. Employee- Silent Make up approximately 5% of the workforce. Loyal– often found to have worked for only one employer. Very comfortable with a top-down management style May be motivated by a job well done. Believe in “paying your dues” Prefer a formal relationship with their manager Expect to arrive on time to work, work hard and in return receive steady paycheck and job security

21. Defining Events- Baby Boomers Vietnam War Woodstock Women Rights Watergate Civil Rights Movement Birth of Television Deaths of President Kennedy, Robert Kennedy, Dr. Martin Luther King Jr.

22. Characteristics Invented the 60-hour work week Passionately concerned about participation and spirit in the workplace Bringing heart and humanity to the workplace. Focus on team-based work Strong loyalty to an organization Driven Sacrificed career for children or vice versa

23. Core Values Optimism Team Orientation Personal Gratification Health and Wellness Growth Work Involvement

24. Workstyle Attitude toward work- a career Independent Work long hours Struggles with work-life balance Overachievers

25. Liabilities and Assets in the Workplace Liabilities Can be hung up on lines of supervision Can be indirect in their communication Require clearly define schedules and procedures Assets Loyal to the organization Willing to work hard in order to achieve success Enjoy input of teams Genuinely care about co-workers

26. Heroes Gandhi Martin Luther King Jr. Mother Theresa John and Jacqueline Kennedy Bobby Kennedy

27. Employee- Baby Boomers Currently 45% of the workplace. Willing to work long hours Expect others to work long hours Work is a high priority Innovative and challenges the rules Pay attention to relationship building Value Teamwork Prefer structured work style that includes regular communication.

28. Defining Events- Gen X Collapse of Communism Missing children on Milk Cartons Computers in Classroom Recession Persian Gulf War Rodney King Incident The Challenger

29. Characteristics Grew up quickly with increased divorce rates, violence and low expectations Entering workforce approached downsizing and recession Ambitious and independent May appear to be less driven General mistrust of politics and Government Bore the brunt of personal sacrifice

30. Workstyle Internet Savvy Embrace risk and prefer free agency Jump from job to job are unwilling to conform to organizational demands. Adopted the philosophy there are no guarantees Want to be immediately valued for their skills. Require more coaching and feedback than previous generations

31. Core Values Diversity Thinking Globally Balance Fun Informality Self-reliance Techno-literacy

32. Heroes Aren’t influenced by “real” heroes… Every time a hero emerged, skeletons from the closet surfaced

33. Liabilities and Assets Liabilities Give needy employees less attention than they require Show impatience with poor performers. They don’t give respect just based on titles Assets Hold a strong work ethic Bring a fresh perspective Have a less need to be liked

34. Gen X Comprise 40% of the nation’s employees Typically have little trust in the system Freedom is important. Credited with bringing work-life balance to the workplace. First generation of free agents Impatient with meetings. Value honesty and respect over authority. Are masters of multi-tasking

35. Workstyle Raised in the comfort of the internet Pragmatic and hardworking Want to be paid volunteers Want to join an organization because they want to Work on their own terms

36. Characteristics Baby on Board Beneficiaries of hands-off parenting Coddled and confident Technologically savvy Strong volunteerism Inclusive They like their parents

37. Core Values Optimism Civic Duty Confidence Achievement Sociability Morality Street Smart Diversity

38. Liabilities and Assets Liabilities Distaste for menial work Lack of skills for dealing with difficult people Impatience Assets Multitasking Goal Orientation Positive attitude Collaboration

39. Heroes Bill Gates NYC Firefighters The American Women’s Soccer Team

40. Employee- Nexters Comprised 10% of the workforce. Prefer a casual relationship with supervisor Wanting to make a difference and knowing their work has value. Adaptable and open Comfortable about diversity Expect to be treated as equals

41. What are the Commonalities? Everyone wants to succeed. Everyone wants to feel valued. People want to be kept in the know about matters that concern them. Communication

42. Activate Careers Encourage employees to talk freely and open about their career aspirations. Provide feedback Schedule career discussions with all team members Help build skills Provide feedback

43. Change the Organization to Prevent Job Stress Ensure that the workload is in line with worker’s capabilities and resources. Design jobs to provide meaning, stimulation, and opportunities for workers to use their skills. Clearly define worker’s roles and responsibilities. Provide opportunities for social interaction among workers.

44. How can you provide social interaction among staff?

45. Managing Multigenerational Employees Provide employees with opportunities to introduce new ideas. Strive to be flexible. Offer flexible ways for employees to learn. Understand that younger generations do not relate to what may be perceived as workaholics. Appeal to the need for self-reliance and meaning in their work.

46. Work/Life Balance Agency Benefits Studies on work/life balance programs have reported such benefits as: Attracts new employees Helps retain staff Builds diversity in skills and personnel Improves morale Reduces sickness and absenteeism Encourages employees to show more initiative and teamwork Decreases stress and burnout

47. Work/Life Examples On-site childcare centers An eldercare information and referral program An employee healthcare center Wellness programs ATM’s in your building Reduce prices for soda, juice, and bottled water Emergency Childcare Assistance Seasonal childcare programs Onsite seminars and workshops ( nutrition, stress, smoking, Etc.)

48. Aligning the Generations Understand your workforce. Build and maintain a balanced workforce. See how each generation fits into your current mission and goals and find ways to bring out the best in them.

49. Conclusion Seek to understand each generation. Develop generational sensitive styles. Develop the ability to flex a communication style to accommodate each group. Use the differences to enhance the work of the entire team.