PowerPoint Presentation Content Slides Include: • Program objectives (6 points) • Definition of generations • Etymology of generations • Implications for organizations (5 points) • Benefits of understanding generational differences (6 points) • The case of understanding (2 points) • The four generations (5 points) • How the generations differ (3 slides) • Traditionalists/Veterans (4 points) o Who’s in the Traditionalist/Veteran generation? (4 points) o Social, political, and economic influences (6 points) o Familial structure and influence (3 points) o Education (2 points) o Values (9 points) o Work ethic (3 points) o Preferred leadership approach (3 points) o Communication style (3 points) o Style of interaction (3 points) o Approach to feedback (2 points) o View of the company (2 points) o Work vs. Personal life (3 points) o Desired rewards (2 points) o Financial behaviors (2 points) o Relationship with technology (2 points) o Expectations (4 points) o Motivational buttons (4 points) • Baby boomers (4 points) o Who’s in the Baby boomer generation? (3 points) o Social, political, and economic influences (6 points) o Familial structure and influence (2 points) o Education (2 points) o Values (8 points) o Work ethic (3 points) o Preferred leadership approach (3 points) o Communication style (3 points) o Style of interaction (3 points) o Approach to feedback (2 points) o View of the company (2 points) o Work vs. Personal life (3 points) o Desired rewards (2 points) o Financial behaviors (3 points) o Relationship with technology (3 points) o Expectations (5 points) o Motivation buttons (4 points) • Generation X (6 points) o Who’s in generation X? (7 points) o Political, social, and economic influences (6 points) o Familial structure and influence (2 points) o Education (3 points) o Values (7 points) o Work ethic (3 points) o Preferred leadership and approach (3 points) o Communication style (3 points) o Style of interaction (4 points) o Approach to feedback (2 points) o View of the company (3 points) o Work vs. Personal life (3 points) o Desired rewards (2 points) o Financial behaviors (2 points) o Relationship with technology (2 points) o Expectations (5 points) o Motivational buttons (4 points) • Millennials/generation y (4 points) o Who’s a millennial/generation y? (4 points) o Social, political, and economic influences (9 points) o Familial structure and influence (4 points) o Education (2 points) o Values (8 points) o Work ethic (3 points) o Preferred leadership approach (3 points) o Communication style (3 points) o Style of interaction (4 points) o Approach to feedback (2 points) o View of the company (3 points) o Work vs. Personal life (2 points) o Desired rewards (2 points) o Financial behavior (3 points) o Relationship with technology (3 points) o Expectations (6 points) o Motivational buttons (6 points) AND MORE*

1. GENERATIONS
AT
WORK
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2. readysetpresent.com
Program Objectives
( 1 of 2 )
Generations At Work
2
Understand the advantages of generational
diversity in the workplace.
Identify the impacts of generational differences.
Identify and understand each major generation.

3. readysetpresent.com
Program Objectives
( 2 of 2 )
Generations At Work
3
Understand the implications of different
generations in the workplace.
Learn the characteristics of different generations
and how to adapt to and leverage them.
Learn how to communicate effectively with
members of each generation.

4. TRADITIONALISTS/VETERANS
BORN 1922-1945

5. Traditionalists find
feedback unnecessary.
They seek to do their job, not
to win approval via feedback.
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Approach to Feedback
Generations At Work
30

6. Traditionalists are rewarded
by
their own knowledge that
they performed well.
They do not seek a lot of
hullabaloo, but like to receive
quiet approval of their work.
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Desired Rewards
Generations At Work
33

7. Having lived through the
Great Depression,
Traditionalists are
highly guarded spenders.
They prefer to save their
money and use cash in
transactions.
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Financial Behaviors
Generations At Work
34

8. readysetpresent.com
Motivational Buttons
Generations At Work
37
Appealing to their long time experience
Issuing clear, especially written, directives
Emphasizing the tradition and reputation of the company
Emphasizing financial rewards and job security

9. BABY BOOMERS
BORN 1946-1964

10. Baby Boomers do not value
constant feedback. They
prefer formal, documented
feedback at set time intervals.
They also prefer to be
recognized with promotions
and material gains instead of
feedback.
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Approach to Feedback
Generations At Work
52

11. Baby Boomers are looking
for
material recognition of their
work.
They want higher status within
the organization or increased
pay.
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Desired Rewards
Generations At Work
55

12. Emphasizing the importance of their roles and the impact they can have
Appealing to their desire to support worthy missions and causes
Putting them to work in teams
Emphasizing financial rewards and job security
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Motivation Buttons
Generations At Work
59

13. GENERATION X
BORN 1965-1982

14. Generation Xers want a lot
of feedback.
They like to check in on their
progress and ask for
feedback
of their own volition.
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Approach to Feedback
Generations At Work
76

15. Generation Xers want to be
rewarded with greater freedom
and flexibility to work the
way they please.
They are also looking to win
confidence and additional
responsibilities/professional
growth opportunities.
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Desired Rewards
Generations At Work
79

16. Emphasizing goals and results instead of process and hours worked
Offering additional training opportunities
Letting them try different roles in the workplace
Showing confidence in their abilities despite their age
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Motivational Buttons
Generations At Work
83

17. MILLENIALS/GENERATION Y
BORN 1983-1997

18. readysetpresent.com
Approach to Feedback
Generations At Work
99
Millennials like to receive
feedback for something
immediately after they do it
They are a generation known for
wanting instant gratification and
praise

19. readysetpresent.com
Desired Rewards
Generations At Work
102
Millennials prefer to receive
immediate rewards for their
achievements
Like Generation Xers, they want
more challenges and
opportunities to develop their
skills

20. readysetpresent.com
Motivational Buttons
(2 of 2)
Generations At Work
108
Offering additional
training
opportunities
Supporting
creativity and
diversity
Taking their ideas
into serious
account despite their
youth

21. GENERATION Z
BORN 1998 – PRESENT

22. Generation Z likes to receive
feedback early and often
Similar to Millennials, they prefer
immediate gratification and
praise
readysetpresent.com
Approach to Feedback
Generations At Work
124

23. Generation Z prefers to receive
prompt rewards and
acknowledgements for their
successes
Like Generation Xers and
Millennials, they want more
challenges and opportunities to
develop their skills
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Desired Rewards
Generations At Work
127

24. readysetpresent.com
Motivational Buttons
(2 of 2)
Generations At Work
133
Listening to their
ideas and taking them
seriously
Providing
opportunities to take
on additional
responsibilities
Supporting diversity of
identities in the
workplace

25. readysetpresent.com
Communication Tips: Veterans
Generations At Work
167
Use inclusive language such as “we” and “us.”
Use language that is more formal.
Use face-to face or written communication.
Rather than focusing on body language, focus on words.
Do not waste their time.
Allow them to warm up at their own pace

26. readysetpresent.com
Communication Tips: Baby Boomers
(1 of 2)
Generations At Work
168
Use body language to
communicate.
Have an open and direct
style of speaking.
Avoid language that is
controlling and
manipulative.

27. readysetpresent.com
Communication Tips: GenXers
(1 of 2)
Generations At Work
170
Learn their language, and speak it.
Use email as their main device.
Talk in short sound bursts.
Ask for feedback.

28. They will resent it if you belittle them.
Assure them that you do not take yourself too
seriously by using humor.
Encourage them to go against the norm and seek
alternate paths or options.
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Communication Tips: Millennials
(2 of 2)
Generations At Work
173

29. Remain honest and
transparent
Similar to Millennials,
do not belittle them—
they will resent it
Help them understand
the role their task
plays in the grander
scheme of things
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Communication Tips: Generation Z
(2 of 2)
Generations At Work
175

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