This document discusses different generational traits of Baby Boomers, Gen X, and Gen Y employees and how businesses can retain them. It notes that Gen Y employees value meaningful work, diversity, and social responsibility and want to ensure mobility every two years with constant feedback. The document then discusses how economic slowdowns can impact employee morale and company affordability. It suggests strategies for managing people during slowdowns, including enhancing productivity, cost cutting, and retaining good talent through performance focus, leadership, optimizing expenses, and potentially restructuring non-performing businesses.

1. New Generation Employees and the
Business Slowdown

2. Gen Y
A snapshot
Month DD, Year | Slide 2
© ABB Group

3. Baby Boomer
Born 1945-1965
Gen X
Born 1965/6–1980
Gen Y
Born 1980–2000
Trait Paternalistic and Idealism Free agency and
independence
Empowered and hope about
future
Leadership Style Top-down Competence Non-hierarchical
Career Pay dues, build legacy Resourceful, self-manage Cutting-edge vs. experience
Value Loyalty Freedom Meaningful work, Diversity &
Social responsibility
Rewards Job security and recognition Transferable benefits, flexibility
and balance
High pay, interesting work and
work/life balance
Communication
Style
Build consensus. Need balanced
feedback
Informal feedback is
welcomed, but need efficiency
and candidness in delivery.
Communicate frequently.
Provide the big picture. They
use their networks for
information, so send consistent
messages.
Outlook They can be perceived negatively as
workaholics.
They can be perceived as
stressed or negative.
They can be perceived as
lacking respect for “protocol”
(e.g. expecting quick success)
How to Retain
Them
Provide stability, security, flexibility and
continued development. Recognize their
contributions and willingness to go the
extra mile
Provide them with flexible work
options (informal and formal)
and opportunities to work on
varied and interesting projects
and assignments. Provide
frequent feedback
Ensure they have
mobility/opportunity every two
years or so. Provide
customized and flexible career
options and constant feedback

4. Gen X Gen Y Security Conflicts
Month DD, Year | Slide 4
© ABB Group

5. What does slowdown mean for employees?
 Growth and Profits under Pressure
 Stock Prices fall
 Company affordability reduced
 Difference in ability between performers and non performer
 Employee morale declines
Month DD, Year | Slide 5
© ABB Group

6. Strategies for Managing people in a slowdown
Enhancing
Productivity
Cost
cutting
Retaining
good
talent
Month DD, Year | Slide 6
© ABB Group
 Identify Key focus
areas
 Performance
orientation
 Leadership focus
 Optimize expenses
 More focus on non
performing
businesses
 Rightsizing