The document discusses multigenerational awareness in the workplace, highlighting the distinct characteristics, values, and communication styles of four generations: Veterans, Baby Boomers, Generation X, and Millennials, shaped by their unique historical contexts. It emphasizes the importance of effective communication across these generations to enhance job satisfaction and reduce turnover. Furthermore, it explores the role of social media in fostering relationships and engagement while providing principles for both employers and employees to navigate this landscape successfully.

1. Multigenerational Awareness & the onslaught of Social Networking in the workplace.

2. Multigenerational Awareness

3. Every generation is influenced by its period's economic, political and social events--from the Great Depression to the civil rights and women's movements to the advent of television and advanced computer technologies— Traditionalists (born 1922-1943) Baby Boomers (born 1943-1960) Generation X (born 1960-1980) Millenials (born 1980-2000) Why Are We So Different?

4. The Power of Four This is the first time in American history that we have had four different generations working side-by-side in the workplace. These four generations often collide, as their paths cross. Each generation has distinct attitudes, behaviors, expectations, habits, and motivational buttons. They have different values, different ideas, different ways of getting things done, and different ways to communicating in the workplace.

5. Came into the world during the great depression. This generation is therefore conservative disciplined and view work as a privilege. Their strong work ethic, discipline, stability and experience make them invaluable employees. Veterans

6. Baby Boomers Grew up in the post-World War II era. Their formative years were marked by global rebuilding and recovering economies. The mood of the time was optimist and future oriented. Boomers arrive on the job committed to making things better.

7. Generation X Grew up in a time when their parents (Baby Boomers) devoted themselves to business and careers. Many were ‘latch key kids’ or raised by their grandparents (Veterans). They decided they would not sacrifice their families for the sake of a job.

8. Millennials Came of age in a world of layoffs and corporate scandals, fostering the belief that businesses in general, and big businesses in particular, value their own financial gain far above all else, and that business talk about the importance of people is largely insincere.

9. Generational Characteristics Just Do It Respect Authority Work to Live Linear Thinker Duty First VETERANS (over 60) Job Satisfaction Important Likes Informality Embraces Diversity Work Life Balance Generation X (25-40) Work hard/Get to Top Accepts Authority Results Oriented Maximum Effort BABY BOOMERS(40-60) Prefers written communication Flexibility Teamwork Technology Savvy Millenials (under 25)

10. We think differently: Veterans: Work comes first. It’s a privilege to work! Baby boomers: Work, work, work. It’s what we’re about. That’s how we get ahead! Gen Xers: Work more with flexibility. Need time for Family! Work even more? Let’s talk! Millennials: Work flexibly anywhere, but I need complete access to information and the answer to ‘Why?’ Work anytime … on my terms. Work even more? That is so lame. I’m texting all my friends to tell them how lame you are!

11. So What Makes Us Different? What we think is a good way to recognize excellence How we know if we are doing a good job Work processes we use to work better/more effectively How we think we should grow in our Jobs How we like to communicate and how we like to give/receive information

12. Questions to think about: How do you communicate effectively with different generations? How do you motivate? How do you recognize achievement? How do you take advantage of skill levels and get the most out of your staff? How do you deliver expectations and accountability?

13. When Generations Fail To Communicate May impact turnover rates May impact tangible costs (i.e. recruitment, hiring, training, retention) May impact intangible costs (i.e. morale) May impact grievances and complaints May impact perceptions of fairness & equity

14. How to Manage Communicating More Successfully Think Flexibly Realize that they want to work with friends – their colleagues with complementary skills Show them that you respect what they bring to the table Let them have fun Don’t take it all so seriously; show a sense of humor Challenge and stretch their minds with a variety of assignments Lead them as professionals, not as a know-it-all. Show them how to avoid mistakes Be a mentor

15. Is Social Media a fad?

16. Who’s Participating? Do you have a Myspace account? Facebook? Flickr or Picasa? Linked In? StumbleUpon? Digg? Reddit? Have you ever searched for something on Wikipedia? Yahoo? Google? Ask? Bing? Do you read blogs? Do you use a RSS reader like Google, Newsgator or Bloglines? Have you submitted content to a social network? Has your content become “popular” or hit the front page? Do you or a client of yours do social media marketing?

18. What is social media? “ Social media describes the online technologies and practices that people use to share content, opinions, insights, experiences, perspectives, and media themselves.” Social Media is… Editable Popular A conversation Fast Historical Ironic Source: http://en.wikipedia.org/wiki/Social_media

19. Great… but what IS Social Media? • It's about people • It's about community • It's about participation • The shift from monologue to dialog • It has changed traditional media and marketing • But, its more than media; it’s influence

20. What is a Social Network? A social network is a social structure made of nodes... In its simplest form, a social network is a map of all of the relevant ties between the nodes. The network determines the social capital of participants. Social capital explains how some people gain more success in a particular setting through their superior connections to other people.

21. How does Social Networking work? It’s about sociology and human behavior. Sociology is the “force” behind social media and technology simply provides the tools to facilitate conversations online. Technology also exasperates the ability to transcend word of mouth into viral marketing aka world of mouth.

22. Experiment With Social Networking Experiment personally before professionally Try a variety of social media tools Be yourself , make some friends , and share

23. Make Social Networking Central Spend time upfront planning how you will use social media Think POST : P eople O bjectives S trategy T echnology

24. Be Transparent & Honest Don’t be fake! Don’t manipulate! Don’t try to control the conversation. Don’t dominate. Don’t avoid.

25. Don’t be afraid to share. Corporations, like people, need to share information to get the value out of social media Make your content easy to share Incorporate tools that promote sharing: Share This, RSS feeds, Email a friend, ’Tweet’ Share Your Content Information Architecture Knowledge Management Systems Social Networks

26. Don't shout . Don't broadcast . Don’t brag . Speak like a human – not like corporate marketing, or a press secretary Relate your brand – give people something they can relate to. Be Personal and Act Like a Person

27. Think like a contributor , not a marketer Consider what is relevant to the community before contributing Don’t promote your product on every post Win friends by promoting other people’s content if it interests you Contribute in a Meaningful Way

28. Don’t respond to all negative criticism. Don’t delete or remove criticism Listen to your detractors Admit your shortcomings Work openly towards an explanation and legitimate solution Learn to Take Criticism

29. Don’t wait until you have a campaign to launch - start planning and listening now Build relationships so they’re ready when you need them Be Proactive

30. 10 Steps TO SOCIAL MEDIA Credibility

31. 10 Steps to Social Media Credibility 1. Read 2. Know what you are talking about 3. Participate 4. Contribute 5. Engage 4. Be a resource, but a used car salesperson 7. Listen 8. Learn 9. Respect your communities you engage 10. Connect with people

32. Social Web Guiding Principles for Employers : Lead by example. Build your policies around job performance, not fuzzy concerns about productivity. Encourage responsible use. Grant Equal Access. Provide Training. Begin from a Position of Trust.

33. Social Web Guiding Principles for Employees Listen before you talk. Say who you are. Show your personality. Respond to ideas not to people. Know your facts and cite your sources. Stay on the record. If you respond to a problem, you own it.

34. Thank you!