This document discusses generational characteristics of Gen-X and millennial employees and how to attract and retain both generations. It outlines that Gen-Xers grew up with divorced families and technology, are skeptical of authority, and prefer to work independently to live their personal lives. Millennials are racially diverse, identify with their parents' values, prefer group work, and have short attention spans. It recommends offering financial rewards, career development, job enrichment, technology skills, diversity, flexibility, feedback and growth opportunities to attract and retain both generations. Not having reward systems can lead to lower motivation and higher costs.

1. Toby Iloba
MGT 522 – Human Resources Seminar
Jacksonville State University
Hill Mayfield

2.  Characteristics of Gen-Xers
 Characteristics of Millennials
 How to attract and retain employees
 Impacts of not having reward systems
 Characteristics of employment
 Engaging and retaining all generations

3. • Born between 1960 and 1980
• Often children of divorce and
non-traditional family units
• Latchkey kids
• Raised on electronic media
• Use of newest technology is
a given
• Function well alone

4. • Tend to be pessimistic and
skeptical of authority and
institutions
• Have short attention spans
• “Work to Live” - GUPPIES

5. • Sometimes younger siblings of Gen-Xers
• Benefitted from parents’ later life success
• Often have at least one immigrant parent
• Are racially and ethnically diverse
• Identify with parents’
values

6. • Gravitate toward
group activities
• Believe it’s cool to be
smart
• New technology is a
given
• Short attention spans

7. • Money/Financial rewards
• Rewarding performance: group vs individual
• Facilitating the mentoring and career
development
• Job Enrichment
• Job Empowerment

8.  Lack of motivation
 Increase in long term cost such as training
and recruiting
 Loss in veteran work force
 Turnover rate and impact to brand image
 Decline in organizational culture

9.  Millennial workers are characterized by
◦ Technology skills
◦ Expectation of diversity
◦ Expectation of rapid results
◦ Flexible schedules
◦ Want balance of work and home life
◦ Need for independence in decision making
◦ Desire for challenge and growth
◦ Expect immediate feedback

10.  Generation X workers are characterized by
◦ Technology skills
◦ Entrepreneurial spirit
◦ Mobility and flexibility at work
◦ Focus on personal professional growth over
employer interests
◦ Perceived lack of loyalty

11.  Generation X workers are characterized by
◦ Want balance of work and home life
◦ Need immediate feedback
◦ Will balance end result with desire for quick
resolution

12. • Articulate all desired
outcomes
• Establish clear expectations;
communicate them early and
often
• Maintain technological
sophistication
• Offer opportunities for
personal involvement
From Generation Next Come to
College: 2006 Updates and Emerging
Issues by Mark L. Taylor

13. • Design “real world”
assignments
• End the “sage on the stage”
approach
• Provide transparency and
clear communication
• Address multiple learning
options
• Use meaningful assessments:
require demonstration rather
than the ability to memorize

14.  Key learning

15.  Carlson, Scott. “The Net Generation Goes to
College.”
 Epstein, Molly. (2007).
 Mouchayleh, Terry Stewart. (2009). “The More
Things Change, The More They Stay the Same:
Working With Generational Issues in our
Students.”
 ---. (2007). “Generational Differences Among
Higher Education Faculty.”
 Taylor, Mark L. (2006). “Generation Next Come
to College: 2006 Updates and Emerging
Issues.”