A look at the impact of the five generations in the workplace and how they impact ech other.

1. CHAOS IN THE WORKPLACE:
FOUR FIVE MINDSETS, ONE
GOAL
Daniel T. Bloom SPHR Six Sigma
Black Belt
April 17, 2016

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PRESENTATION RESOURCES

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PRESENTATION RESOURCES
Authors:
Lynne Lancaster
David Stillman
Bridgeworks LLC
http://www.generations.com

4. 65% of employees say the generation gap makes it
harder to get things done at work
57% of employees stated that companies were not
creative enough in recruiting new employees
73% of traditionalists return to work in some capacity
after they retire
43% of Boomers say that there is not enough
opportunities to be mentored where they work
14% of managers chose Generation X as the
generation they felt most comfortable managing and
this includes the X’er’s themselves.
Millenials feel that their #1 concern is personal safety

5. 70% of Baby Boomers expect to work past retirement
age
70% of Millennials believe it is not necessary to work
in an office
87% of the Regeneration have “friended” their
parents
Gen X’ers spend as much time conversing
electronically as they do face-to-face
Gen X’ers belive they have a higher chance of seeing
a UFO then they do seeing a social security check

6. •Industrial Age Information Age
Evolutionary nature of the Workplace
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Competitiveness
Innovation
Human Capital
Expense
Non-Owned
Assets
From Presentation by Russ Moen of Express Personnel
Collabor
ation

7. Traditionalist
1900-1945
Baby Boomer
- 1946-1964
Gen X –
1965-1980
THE GENERATIONS

8. Gen X –
1965-1979
Gen Y -1980-
1996
Regeneration
1995- ?
THE GENERATIONS

9. •75,000,000 members
•Far flung in location
•Learned to do without
•Defining events such as World Wars
•Valued the dollar
•Era of Joe McCarthy, John Wayne, Edward R
Murrow
Traditionalists

10. •Loyal
•Top down approach most efficient way to get
things done
•Firm believer in chain of command
•Information provided on need to know basis
•Want to build a legacy
Traditionalist in the
workplace

11. •80,000,000 Members
•Changed every market they entered
•Places varied widely
•The era of JFK, Rosa Parks, the Beatles
Baby Boomers

12. •Optimistic
•Protest the status quo
•Competiveness
•Change of command
•Want to Build a Stellar Career
Baby Boomer in the workplace

13. •60,000,000 members
•Smallest generation
•Theme was show me the balance
• Influenced by Bill Clinton, Bill Gates, Al
Bundy
The New Nomads
Gen X

14. •Skeptics
•Most watched generation
•Extremely resourceful
•Independent
•Want to build a portable career
Gen X in the workplace

15. •82,000,000 members
•Most watched generation
•Influenced by Chelsea Clinton, Williams
sisters
• Most connected generation
Gen Y

16. •Techno-Savy Generation
•Never seen a gadget they did not want
•Feel empowered to take action
•Realistic
•Appreciate diversity
Want to build a parallel career
Extreme multi-taskers
Gen Y in the workplace

17. Imagine what they bring to the table
MEET THE RE-GENERATION
17

18. MEET THE FACE OF THE NEXT GENERATION
Generation Z or the Re-Generation

19. •U.S Census Bureau
•Based on the 2010 Census
•Ages 0-24 in 2017
•57,061,231 members
•What will they demand?
•Re-Generation or Gen Z
Gen Z or the
Edgers or the
ReGeneration

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© DANIEL BLOOM & ASSOCIATES, INC. HR STRATEGIST@NET-
SPEED
CLASHPOINTS
Authors define clashpoints as
those areas where the four
generations come together
with different views of the world
There are 7 main Clashpoints

21. Traditionalists – Reward
Baby Boomers – Retool
Gen X – Renew
Millennials - Recycle
CLASHPOINTS -
RETIREMENT

22. Traditionalists – Support me in shifting
the balance
Baby Boomers – Help me balance
everyone else and find meaning myself
Gen X -Give me the balance now, not
when I’m Sixty Five
Millennials – Work isn’t everything; I need
flexibility so I can balance all my activities
CLASHPOINTS -
BALANCE

23. Traditionalists – No news is good news
Baby Boomers – Feedback one a year,
with lots of documentation
Gen X –Sorry to interrupt, but how am I
doing
Millennials – Feedback whenever I want it at the
push of a button
CLASHPOINTS - FEEDBACK

24. Traditionalists – Carries a stigma
Baby Boomers – Changing puts you
behind
Gen X –is necessary
Millennials – is part of my daily routine
CLASHPOINTS – JOB CHANGES

25. •Traditionalists – Build a Legacy
•Baby Boomers – Build a Stellar Career
•Gen X –Build a Portable Career
•Millennials - Build a Parallel Career
CLASHPOINTS – CAREER GOALS

26. •Traditionalists – Satisfaction of job well
done
•Baby Boomers – Money, Title, Corner
office
•Gen X –Freedom
•Millennials - Work that has meaning
CLASHPOINTS – REWARDS

27. Traditionalists – I Learned it the hard way,
so can you
Baby Boomers – Train them too much and
they will leave
Gen X –The more they learn the more they
stay
Millennials - Continuous learning is a way of
life
CLASHPOINTS – TRAINING

28. April 17, 2016
Questions ?
Before my final thoughts
Chaos in the Workplace

29. April 17, 2016
• What is going on in your organization?
• Which generation is most dominant ?
• Where are the generational gaps?
• What are the generational gap costing
you?
YOUR ORGANIZATION

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GENERATIONAL SOLUTIONS
Generation focused messages
Speed up hiring process
Establish programs to encourage
traditionalists and boomers to stay in
workforce
Recruiting messages multi-lingual

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© DANIEL BLOOM & ASSOCIATES, INC. HR STRATEGIST@NET-
SPEED
GENERATIONAL SOLUTIONS
Look at alternative work relationships
Introduce flexibility
Go Where they Are
Ensure true diversity

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GENERATIONAL SOLUTIONS
Think of all the reasons why someone
would want to work at your company
Establish a employee value proposition
End one size fits all recruiting
messages
Train managers on generation
perceptions

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GENERATIONAL SOLUTIONS
Talk to each generation and find out
what they like about your organization
Explain your benefits in generational
terms
Make sure that your corporate
advertising matches your recruiting
message
Match recruiters with appropriate

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GENERATIONAL SOLUTIONS
Feedback goes in both directions
Train, train, train
Manage the 3S’s (setting, style ,
substance)
Implement lifetime learning

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GENERATIONAL SOLUTIONS
New workplace rules on etiquette and
language
Flexibility is in
Give benefit of the doubt
Don’t forget the little things

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CONCLUSION
EVERY organization is facing this
dilemma
EACH generation is searching for the
same end result
The difference is that they EACH have a
different path to get there
The choice is yours as whether you
embrace the diversity or allow the
opportunity to disappear

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THANK YOU
It has been my pleasure to
speak to your organization today
Embrace the generational
differences that will grow your
organization

38. MORE INFORMATION?
Daniel Bloom
SPHR, Six Sigma Black Belt
Chief Executive Officer
Daniel Bloom &Associates, Inc.
PO Box 1233
Largo, FL 33779
(727) 581-6216
dan@dbaiconsulting.com
http://www.dbaiconsulting.com