This document discusses generational differences in the workplace and provides strategies for managing a multi-generational workforce. It identifies five generations currently in the workforce - Traditionals, Baby Boomers, Generation X, Generation Y (Millennials), and Generation Z. For each generation, it outlines formative life events and characteristics. The document also provides a breakdown of employees at MCC by generation. Finally, it suggests coping strategies for each generation to relate effectively across generational differences and build cohesive teams.

1. Intern Brown Bag
Tom Wyche
4/2016

2. Agenda
 Statement of the Issue/Identifying the Generations
 Why They Are Who They Are
 MCC Generational Workforce Breakdown
 Personal and Lifestyle Characteristics
 Workplace Characteristics
 Interactive Exercise
 Coping/Success Strategies

3. The current workforce is composed of up to five
distinct generations:
1. Traditionals/Veterans
2. Baby Boomers
3. Generation Xers
4. Generation Yers/Millennials
5. Generation Zers/Plurals
To be successful you must relate to each
generation, building cohesive, effective
relationships and teams. To do so, you must
recognize the diverse needs of yourself as well as
those of each group.

4. Traditionalists
 Style and preferences clearly affected by WWII.
 Grew up in an environment of instability, personal sacrifice and significant
change in the roles of women.
Baby Boomers
 Once the largest demographic group, beginning to exit the workforce.
 Born into an abundant, healthy economy.
 Formative events: Development of the computer, personal computer,
internet and the birth control pill.
 Environment where women were able to enter more non traditional roles.
Generation X
 Grew up in the shadow of the Baby Boomers and is more focused on
work/life balance.
 Formative events: The internet and cellular technology as an integral part of
their life.
 Fully networked, utilizing all forms of communication technology to keep
in touch.

5. Generation Y
 Heavily influenced by the behavior of their Boomer parents.
 Formative events: Introduction of smartphone technology; grew up
with the IPhone and the Blackberry.
 Communicate, almost exclusively, through these devices using
Facetime, Skype and texting rather than talking.
 Loyalty is to their colleagues - those within their cohort - and they
believe everyone is equal.
Generation Z
 Comfortable with technology and social media.
 Formative events: Terrorist attacks; the Great Recession of 2008,
acceptance of diversity, and uncertainty of income status.
 Communicate, almost exclusively, through social media. Expect a job to
be an expression of their identity. Likely to try out a series of different
jobs or internships in their endeavor to find something they care about,
rather than settling for a stable career that is unfulfilling. Expected to be
be "more entrepreneurial and pragmatic about money"

6. MCC’s current workforce includes members of
each of the five distinct generations in the
following numbers:
1. Traditionals/Veterans - 1
2. Baby Boomers - 66
3. Generation Xers - 145
4. Generation Yers/Millennials - 66
5. Generation Zers/Plurals - 0
Many of you may be the first Gen Z employee in
your future employer

9. Interactive Exercise
Question:
What has been your experience in relating
someone of another generational group?
Were you able to find common ground?
What were benefits? What were challenges?

10. Coping/Success Strategies
Veterans/Boomers
 Listen, Don’t Lecture – ask questions with an open mind, compliment, support
 Don’t Pretend to Fit In – Be who you are and respect younger employees being who they are.
The two can coexist, happily.
 Keep Up With Pop Culture – make sure you are tuned into the present; even if you don’t use
them, know the social media networks and recent news topics
 Share Your Expertise – you have great stores of knowledge through experience, share it with
younger employees, the combined result will be the best of both worlds and success for the
team.
 Accept the Changing of the Guard – You won’t be in place forever, time waits for no person,
your legacy should be that of a mentor and one who moved things forward

11. Coping/Success Strategies
Gen Xers/Gen Yers
 Recognize That The Veterans and Boomers Can See the Big Picture – They have weathered a lot of business
storms and sunny days. Much to be said about long term perspective.
 Harvest Their People Skills – They know the value of a phone call, face to face conversation, “Good
Morning,” and personal congratulations. Technology is one thing but people are still people.
 Know That They Have Learned How To Work – They can often do so without supervision. Learn some of
their techniques. “Old School” may come in handy in the event of technology breakdowns or hiccups.
They almost always have a back-up plan.
 Recognize That They Can Make You Look Good – Give them the respect of being the experts that they are.
Learn from them and let them know you appreciate their willingness to share with you.
 If You Are the Manager of Older Workers – Don’t be afraid to show confidence and leadership. Most of
them respond to strong leadership that is decisive but not overbearing.

12. Coping/Success Strategies
Gen Zers
 You are the trailblazers for your own coping/success strategies
 You have blank canvas, draw a perfect picture!!!