Erik Marsh is the president and CEO of DATIS, a company that provides human capital management software. He has over 25 years of experience in finance and software. The webinar discusses motivating today's modern workforce, which includes multiple generations from Traditionalists to Generation Z. Each generation values different factors for motivation such as money, work-life balance, feedback, and social rewards. The webinar recommends that companies recognize generational differences, empower employees, provide the necessary tools and recognition, and utilize talent management systems and communication platforms to engage workers.

1. Motivating Today’s
Modern Workforce
Coffee Break Webinar

2. About the Speaker
As president and CEO of DATIS, Erik's focus is on delivering value,
productivity, and efficiencies for organizations through Human
Capital Management software. Erik graduated from Indiana
University, Bloomington with a B.S. in Finance and a minor in
German. After graduation, Erik worked for 5 years in various
financial roles before joining Oracle, where he worked for 15 years.
With over 25 years of experience in finance and software, Erik
combines this knowledge to help organizations become leading
Talent Management organizations.

3. Session Overview
• Defining motivation
• Examining the modern workforce
• What factors drive motivation and engagement across different generations
• How to leverage technology to drive motivation

4. Defining Employee Motivation
• The internal drive and enthusiasm to accomplish tasks at work
• Providing the right motivation at work can help keep employees engaged and happy

5. Who Makes Up Today’s Workforce?
Traditionalists (ages 73 - 90)
Baby Boomers (ages 54-72)
Generation X (ages 38-53)
Generation Y / Millennials (ages 22-37)
Generation Z (up to age 21)
2%
25%
33%
35%
5%

6. What’s Most Important
to Each Generation?
• Traditionalists
• Motivated by money
• Respect is earned through experience

7. • Baby Boomers
• Value monetary rewards
• Want flexible retirement
• Peer recognition
• Extremely loyal to companies
What’s Most Important
to Each Generation?

8. • Generation X
• Bonuses and stock rewards
• Work-life balance
• Respect is earned through performance over experience
What’s Most Important
to Each Generation?

9. • Generation Y/Millennials
• Stock options
• Value feedback
• Flexibility
• Meaningful work
• Personal development
• Collaborative mindset
What’s Most Important
to Each Generation?

10. • Generation Z
• Social rewards
• Mentorship
• Constant feedback
• Competitive and independent
What’s Most Important
to Each Generation?

11. From Understanding Motivation
to Taking Action
• Recognize differences, play to individual strengths
• Empower employees within their roles
• Provide the tools they need to succeed
• Enable communication
• Provide recognition
From Understanding Motivation
to Taking Action
• Recognize differences, play to individual strengths
• Empower employees within their roles
• Provide the tools they need to succeed
• Enable communication
• Provide recognition

12. Some Tools That Can Help
• Talent management system
• Helpful for managers and employees alike
• Track credentials, certifications, licenses, degrees, and more
• Performance appraisals
• More frequent check-ins
• Organization-wide communication platform
• Collaboration and teamwork
• Sharing of information and resources

13. Summing Things Up
• The multi-generational workforce is a unique opportunity
• Upper management needs to take action
• Digital tools are our friends
• Your organization is unique

14. Questions?

15. Thank You
Erik Marsh
erik.marsh@datis.com
813-289-4451