Do you know what benefit Millennial employees want 3 TIMES MORE than cash bonuses?
Millennials, or the Gen Y workforce born between 1982 and 2002, are success-oriented but can be very high maintenance. They don’t adapt to corporate cultures. Your company must be “Millennial-friendly” or risk a high turnover rate with this not-so-tolerant generation.
With mass Boomer retirement starting, and the smaller number of Gen X workers replacing them, smart employers are currently scrambling to determine not only how to recruit their next generation of young employees, but how to retain the Millennials they have now.
Join us as Lisa Orrell, author of 2 best-selling books, Millennials Incorporated and Millennials into Leadership, explains the eight critical retention requirements Millennials seek from an employer. Lisa’s insight is backed by recent research into the Millennial generation and her years of experience working with multi-generations in organizations large and small.
In this presentation you will learn:
What makes the Millennial worker tick?
Where do you find and recruit this next generation worker?
How can you motivate, inspire and retain your Millennial workers?
Learn how your company can keep its best & brightest future leaders.
For more on recruiting and retaining Gen Y workers, visit
http://www.monsterthinking.com
Do you know what benefit Millennial employees want 3 TIMES MORE than cash bonuses?
Millennials, or the Gen Y workforce born between 1982 and 2002, are success-oriented but can be very high maintenance. They don’t adapt to corporate cultures. Your company must be “Millennial-friendly” or risk a high turnover rate with this not-so-tolerant generation.
With mass Boomer retirement starting, and the smaller number of Gen X workers replacing them, smart employers are currently scrambling to determine not only how to recruit their next generation of young employees, but how to retain the Millennials they have now.
Join us as Lisa Orrell, author of 2 best-selling books, Millennials Incorporated and Millennials into Leadership, explains the eight critical retention requirements Millennials seek from an employer. Lisa’s insight is backed by recent research into the Millennial generation and her years of experience working with multi-generations in organizations large and small.
In this presentation you will learn:
What makes the Millennial worker tick?
Where do you find and recruit this next generation worker?
How can you motivate, inspire and retain your Millennial workers?
Learn how your company can keep its best & brightest future leaders.
For more on recruiting and retaining Gen Y workers, visit
http://www.monsterthinking.com
Why Can't We All Just Get Along? Four Generations Working Side by Side in Har...Andrew Krzmarzick
Presentation delivered at the Training Officer's Consortium (TOC) Institute in Williamsburg, VA, on April 27, 2009. Facilitated by a Gen X'er and a Traditional. Objectives included:
1. Understand and better navigate the intergenerational differences in your office
2. Participate in several training modalities that reach a multi-generational audience
3. Experience a truly blended approach to training that addresses the learning preferences of all four generations.
By understanding the generations in our workplace and what drives each of us, you help create a work environment where we can all focus on providing the best services for our clients (internal and external) and get needs for respect and communication met.
People are products of their history, their environment and all of their experiences. As a result, people from different generations often have very different life experiences that shape how they think, what they value, and what drives them. These influences affect people’s values and attitudes throughout their lives.
Managing 5 Generations in the Workplace Noon Knowledge Session, November 18, ...Sandy Ratliff
From the Traditionalists to the Gen 2020, each generation brings great strengths to the table, but they also bring preconceptions and even judgements. This lively and interactive Noon Knowledge session will offer an overview of each generation, the context in which they grew up, the traits and expectations they bring to the workplace, and some thoughts on how to harness their collective strengths, while keeping warfare from breakout out. Lil Dupree, Director of Program Development, with People Incorporated provided insights to managing various generations in the workplace.
From Baby Boomers to Gen Y'ers: Managing Multiple Generations in the WorkplaceMultifamily Insiders
Produced by Multifamily Insiders: http://www.multifamilyinsiders.com
Most of us know the basics when it comes to generational gaps in the workplace, so now Alex is going to dig into these differences and explain how you can use this knowledge to manage your teams better! In this webinar, you will learn how to:
a. Define the four generations and their workplace characteristics
b. Define each generational personality
c. Recognize generational differences
d. Identify the common drivers and value systems of each generation and how those
drivers affect motivation and behavior in the workplace
Volunteer Wisconsin has compiled this information for organizations interested in targeting different generations for volunteer opportunities. Learn tips for effectively engaging different generations.
Managing Generational Differences in a Utility's WorkforceFrank Fletcher
This presentation aims to assist water utility managers (or any manager) by documenting the need for the industry to address the issues of a multigenerational workplace. It profiles the current demographic changes and their possible impact on a utility’s bottom-line. Then it explains the concepts of generations and the generation gap in today’s workplace. Multigenerational diversity as well as a system-wide approach for attracting and retaining workers from all generations is also explored. Specifically the issues of: motivation, communications and technology as well as knowledge transfer and management are addressed.
Why Can't We All Just Get Along? Four Generations Working Side by Side in Har...Andrew Krzmarzick
Presentation delivered at the Training Officer's Consortium (TOC) Institute in Williamsburg, VA, on April 27, 2009. Facilitated by a Gen X'er and a Traditional. Objectives included:
1. Understand and better navigate the intergenerational differences in your office
2. Participate in several training modalities that reach a multi-generational audience
3. Experience a truly blended approach to training that addresses the learning preferences of all four generations.
By understanding the generations in our workplace and what drives each of us, you help create a work environment where we can all focus on providing the best services for our clients (internal and external) and get needs for respect and communication met.
People are products of their history, their environment and all of their experiences. As a result, people from different generations often have very different life experiences that shape how they think, what they value, and what drives them. These influences affect people’s values and attitudes throughout their lives.
Managing 5 Generations in the Workplace Noon Knowledge Session, November 18, ...Sandy Ratliff
From the Traditionalists to the Gen 2020, each generation brings great strengths to the table, but they also bring preconceptions and even judgements. This lively and interactive Noon Knowledge session will offer an overview of each generation, the context in which they grew up, the traits and expectations they bring to the workplace, and some thoughts on how to harness their collective strengths, while keeping warfare from breakout out. Lil Dupree, Director of Program Development, with People Incorporated provided insights to managing various generations in the workplace.
From Baby Boomers to Gen Y'ers: Managing Multiple Generations in the WorkplaceMultifamily Insiders
Produced by Multifamily Insiders: http://www.multifamilyinsiders.com
Most of us know the basics when it comes to generational gaps in the workplace, so now Alex is going to dig into these differences and explain how you can use this knowledge to manage your teams better! In this webinar, you will learn how to:
a. Define the four generations and their workplace characteristics
b. Define each generational personality
c. Recognize generational differences
d. Identify the common drivers and value systems of each generation and how those
drivers affect motivation and behavior in the workplace
Volunteer Wisconsin has compiled this information for organizations interested in targeting different generations for volunteer opportunities. Learn tips for effectively engaging different generations.
Managing Generational Differences in a Utility's WorkforceFrank Fletcher
This presentation aims to assist water utility managers (or any manager) by documenting the need for the industry to address the issues of a multigenerational workplace. It profiles the current demographic changes and their possible impact on a utility’s bottom-line. Then it explains the concepts of generations and the generation gap in today’s workplace. Multigenerational diversity as well as a system-wide approach for attracting and retaining workers from all generations is also explored. Specifically the issues of: motivation, communications and technology as well as knowledge transfer and management are addressed.
Managing Multiple Generations in the Workforce - FICPADan Griffiths
This is really the first time in history where we have had four generations side-by-side in the workplace. It brings with it a certain set of challenges, but also tremendous opportunity for those that can see it. You'll learn practical steps you can take to improve cross-generational collaboration on your team. Most importantly, you'll come away with tools to help you in working with different leadership styles, particularly ones that may be different from your own.
How to Make Awesome SlideShares: Tips & TricksSlideShare
Turbocharge your online presence with SlideShare. We provide the best tips and tricks for succeeding on SlideShare. Get ideas for what to upload, tips for designing your deck and more.
From Working Across Generations to Daring to Lead harnessing multi-generational leadership is a clear and present priority. Four generations in the work place present a challenge for getting the most out of each generation to serve your mission.
Recruiting, Retaining and Engaging the Next Generation College StudentAerial Ellis
A revealing look at the intergenerational approach to higher education and what institutions must do to understand, recruit and engage millennial employees and generation Z students.
Managers and leaders who are able to understand, communicate, motivate, train, and retain four or five different generations at the same time is mission critical in every industry.
This cross-generation management skillset is not one that managers may naturally have, but it is one that can be developed through learning and practice.
The technocrats and communications with other generations in the workplaceRobin Sargent
This slide show is about the different generations and their communication issues with the technocrats. I made each slide move like a tabbed folder in the animations.
Simply put, much of what you think you know about the newest generation in the workforce is out of date. In this fast-paced update, Karl Ahlrichs will share some new and quite surprising information about the latest crop of employees that are arriving in our organizations, and impart his insight on generational challenges that may be causing problems. "Real world" experiences and direct advice on measuring and leveraging your biggest off balance sheet asset: people
In the new economy, we all are challenged by an aging workforce that is not retiring anytime soon. They may have planned to have financial and personal independence by now, but the economy has gotten in the way. The challenge now is to work a complex workforce, with a core of baby boomers that are grumpy and disaffected. This course will offers knowledge and understanding of the core motivational theories that work on boomers in particular and the modern workforce in general.
What does it mean to work with a generation? What is a generation? A generation is generally understood as people who were born in a similar time frame, who have experienced similar life situations, share similar views, attitudes and maybe values which differ from other generations. Great events, traumatic events and unique situations define our experiences and alter out thoughts, feelings and behaviors. Examples of such accounts can include WWI, Depression, bombing of Pearl Harbor, WWII, Korean War, Polio vaccination, assassinations of the Kennedys and King, Walk on the Moon, Vietnam War, computer revolution, Twin Towers, shootings in schools, Super bowls, Presidential elections, special New Year’s Eve parties and so on. My grandmother grew up in the depression and was concerned about such things as lights being on in a room that no one was in and running the water full blast – and to me, these seem inconsequential, even trivial. The events such as those listed above can influence us in positive and negative ways and in the way we think about other nationalities and religions, the workplace, values on how we parent, use of technologies, education, the value we place on others, and even how we try to protect ourselves.
Reaching across and between generations at workBernie McCann
The global workforce is evolving rapidly – driven by trends in both worker demographics and perhaps to a lesser extent by employer preferences. Millennials, defined as (those born between 1981-1995), now make up the largest generation in the workforce, already outnumbering both Baby Boomers and Generation Xers. And another generational wave – Generation Z - is now on the cusp of joining the workforce, and we are just beginning to learn about what that might mean for the world of work. To address these trends, my first objective is to provide an information update about contemporary and future demographic shifts in the workforce to better understand the generational context in employee values, expectations, communication styles, and mental health issues. Secondly, I will link this knowledge to improved EA practice by exploring potential challenges and opportunities to develop more nuanced services and communications to target and reach out to these various generations and their workforce cohorts. And thirdly, drawing from Positive Psychology and a strengths-based approach, we hope to help workplace professionals to become better positioned to promote and deliver services successfully across multiple generations currently at work, and those preparing to enter the workplace. One caution we must insert here is that generational differences are only one aspect of our diverse work environment. We should also consider: race, ethnicity, social class, gender, religion and culture – to name a few.
Generation Y - A New Identity in the English Teaching Community Evania Netto
Generation Y is the fastest growing segment of today’s workforce. However, what is the difference between this and the previous generation? What should professionals know to understand this new identity that has emerged in the teaching world? In this presentation, presenters talk about the characteristics of different generations and how they can be prepared to achieve common results.
A generation gap is widening in the workplace. As baby boomers (ages 51 to 69 or so) express reluctance about retiring, so-called millennials (roughly ages 18 to 34) have become the single largest demographic in the American labor force. Because of this, more older workers have found themselves being hired and managed by people much younger than they are.
Why Gen Y: Millennials outside the walls of NationwideLessing-Flynn
Gen Y and Millennials in 2014 have new challenges as they advance in the workforce along aging Baby Boomers and Gen Xers. As they move into management ranks, beating the entitlement label and growing as leaders will be crucial. Tips for managers of Gen Y included in this presentation given at the Nationwide Gen Y Associate Resource Group in November 2014.
WEBINAR INFORMATION:
In the contemporary U.S. workforce, four generations now often work side by side. They have had varied life experiences, are characterized by different levels of technological expertise and knowledge, and are often distinguished by racial, cultural, religious, and regional diversity. This webcast will address the implications of these differences for employers and managers. The primary focus is on the differences between generations and what they mean for managers who are trying to build teams and support the diverse needs of their employees. The webcast will also emphasize the technological divide that is at times a divisive element between generations in how they approach their work and personal lives. The effects of globalization and increasing diversity area also addressed.
By the end of this webcast participants will be able to:
• Identify the characteristics and work orientations of Traditionalists, Baby Boomers, Generation X’ers, and Millennials.
• Understand intergenerational dynamics and the technological and social media divide between generations
• Develop more cohesive, smooth functioning work teams
• Appreciate and capitalize on the value of multiple employee perspectives and capabilities
• Employ new strategies for overcoming differing generational perspectives at the workplace in order to increase productivity
ABOUT THE PRESENTER:
Bahira Sherif Trask, PhD., is a Professor and Associate Chair of Human Development and Family Studies at the University of Delaware and a Policy Scientist in the Center for Community Research and Service. She holds a PhD in Cultural Anthropology from the University of Pennsylvania and an undergraduate degree in Political Science with a concentration in International Relations from Yale University.
Dr. Trask is a leading expert on globalization, work and families in Western and non-Western contexts. She has authored and edited a number of books in this area, including Globalization and Families: Accelerated Systemic Social Change (Springer, 2010). Her latest book (to be released fall 2013) is Women, Work and Globalization: Challenges and Opportunities (Routledge).
Dr. Trask speaks on her research on work, family, and workforce development for the 21st century in a variety of venues including at the United Nations, corporations such as Gore and Microsoft, and academic institutions, including most recently Yale University.
Watch webinar- http://careerminds.com/webinar/working-successfully-with-a-multigenerational-diverse-workforce-in-the-21st-century/
So often you hear the mantra of "Find your passion and follow it", but that's only one part of the story. You passion may not be what pays your bills, but weaving it throughout your life can be critical to a holistic approach to your career and life balance. Jennifer will share her personal journey of following her passion both at work and in her life and offer tips on how you can do the same in your life.
Creating a solid internship program can be a win for your company and your future employees. Learn the elements that make a great internship program rock!
VAT Registration Outlined In UAE: Benefits and Requirementsuae taxgpt
Vat Registration is a legal obligation for businesses meeting the threshold requirement, helping companies avoid fines and ramifications. Contact now!
https://viralsocialtrends.com/vat-registration-outlined-in-uae/
Putting the SPARK into Virtual Training.pptxCynthia Clay
This 60-minute webinar, sponsored by Adobe, was delivered for the Training Mag Network. It explored the five elements of SPARK: Storytelling, Purpose, Action, Relationships, and Kudos. Knowing how to tell a well-structured story is key to building long-term memory. Stating a clear purpose that doesn't take away from the discovery learning process is critical. Ensuring that people move from theory to practical application is imperative. Creating strong social learning is the key to commitment and engagement. Validating and affirming participants' comments is the way to create a positive learning environment.
Event Report - SAP Sapphire 2024 Orlando - lots of innovation and old challengesHolger Mueller
Holger Mueller of Constellation Research shares his key takeaways from SAP's Sapphire confernece, held in Orlando, June 3rd till 5th 2024, in the Orange Convention Center.
3.0 Project 2_ Developing My Brand Identity Kit.pptxtanyjahb
A personal brand exploration presentation summarizes an individual's unique qualities and goals, covering strengths, values, passions, and target audience. It helps individuals understand what makes them stand out, their desired image, and how they aim to achieve it.
The world of search engine optimization (SEO) is buzzing with discussions after Google confirmed that around 2,500 leaked internal documents related to its Search feature are indeed authentic. The revelation has sparked significant concerns within the SEO community. The leaked documents were initially reported by SEO experts Rand Fishkin and Mike King, igniting widespread analysis and discourse. For More Info:- https://news.arihantwebtech.com/search-disrupted-googles-leaked-documents-rock-the-seo-world/
In the Adani-Hindenburg case, what is SEBI investigating.pptxAdani case
Adani SEBI investigation revealed that the latter had sought information from five foreign jurisdictions concerning the holdings of the firm’s foreign portfolio investors (FPIs) in relation to the alleged violations of the MPS Regulations. Nevertheless, the economic interest of the twelve FPIs based in tax haven jurisdictions still needs to be determined. The Adani Group firms classed these FPIs as public shareholders. According to Hindenburg, FPIs were used to get around regulatory standards.
B2B payments are rapidly changing. Find out the 5 key questions you need to be asking yourself to be sure you are mastering B2B payments today. Learn more at www.BlueSnap.com.
Improving profitability for small businessBen Wann
In this comprehensive presentation, we will explore strategies and practical tips for enhancing profitability in small businesses. Tailored to meet the unique challenges faced by small enterprises, this session covers various aspects that directly impact the bottom line. Attendees will learn how to optimize operational efficiency, manage expenses, and increase revenue through innovative marketing and customer engagement techniques.
Recruiting in the Digital Age: A Social Media MasterclassLuanWise
In this masterclass, presented at the Global HR Summit on 5th June 2024, Luan Wise explored the essential features of social media platforms that support talent acquisition, including LinkedIn, Facebook, Instagram, X (formerly Twitter) and TikTok.
Affordable Stationery Printing Services in Jaipur | Navpack n PrintNavpack & Print
Looking for professional printing services in Jaipur? Navpack n Print offers high-quality and affordable stationery printing for all your business needs. Stand out with custom stationery designs and fast turnaround times. Contact us today for a quote!
Enterprise Excellence is Inclusive Excellence.pdfKaiNexus
Enterprise excellence and inclusive excellence are closely linked, and real-world challenges have shown that both are essential to the success of any organization. To achieve enterprise excellence, organizations must focus on improving their operations and processes while creating an inclusive environment that engages everyone. In this interactive session, the facilitator will highlight commonly established business practices and how they limit our ability to engage everyone every day. More importantly, though, participants will likely gain increased awareness of what we can do differently to maximize enterprise excellence through deliberate inclusion.
What is Enterprise Excellence?
Enterprise Excellence is a holistic approach that's aimed at achieving world-class performance across all aspects of the organization.
What might I learn?
A way to engage all in creating Inclusive Excellence. Lessons from the US military and their parallels to the story of Harry Potter. How belt systems and CI teams can destroy inclusive practices. How leadership language invites people to the party. There are three things leaders can do to engage everyone every day: maximizing psychological safety to create environments where folks learn, contribute, and challenge the status quo.
Who might benefit? Anyone and everyone leading folks from the shop floor to top floor.
Dr. William Harvey is a seasoned Operations Leader with extensive experience in chemical processing, manufacturing, and operations management. At Michelman, he currently oversees multiple sites, leading teams in strategic planning and coaching/practicing continuous improvement. William is set to start his eighth year of teaching at the University of Cincinnati where he teaches marketing, finance, and management. William holds various certifications in change management, quality, leadership, operational excellence, team building, and DiSC, among others.
2. 1. Gain an understanding of different
generations in the workforce and what
makes each important on your team
2. Identify effective strategies for working
in multigenerational workplaces and
teams
3. Learn what Millennials are looking for
and how to mentor them appropriately
8. • Important events included:
– The Great Depression
– WWII
– Disney releases it’s first animated feature (Snow
White)
– The Korean War
– Sputnik went into Orbit
You might be a veteran if…
• You have the ability to entertain yourself without
a TV, in fact you remember the days before TV
• Popular Technology: Radio
15. • Important events included:
– Man walks on the Moon
– Civil Rights
– Woodstock
– Deaths of JFK and Martin Luther King
– Vietnam War begins
You might be a Boomer if you can complete these
sentences…
• When the Beatles first came to the U.S. in early 1964,
we all watched them on the ______show
• "Get your kicks, ________________”
• Popular Technology: Television
16.
17.
18.
19.
20.
21.
22.
23. • Important events:
– The Cold War (remember getting under your desk?)
– Challenger Shuttle Explodes on Takeoff
– Berlin Wall Dismantled
– Fall of Communism in Eastern Europe
– U.S. Troops go to Persian Gulf for the 1st time
– AIDS Identified
You might be a Gen Xer if…
• Schoolhouse Rock played a HUGE part in how you
actually learned the English language.
– I know what a Bill (sittin’ up on Capital Hill) is thanks to that
show!!
Popular Technology: Computers
24.
25.
26.
27.
28.
29.
30.
31. • Important Events:
– Death of Princess Diana
– Death of Mother Teresa
– Columbine
– 9/11
– World Center Attacks
– War begins in Iraq for a 2nd time
You might be a Millennial if…
• Blog, Facebook, Instagram, IM, text messaging, and
other social media are a regular part of your daily life
• Popular Technology: The internet, cell phones
48. • Looking for meaningful work
• Seeking challenge
• Chance to prove themselves and show they can
perform well
• Enjoys contact with people
• Desire to be in a position of responsibility
• Resents being looked at as though they have no
experience
• Tends to be more job mobile
• Less respectful of authority
Who does this describe?
49. Training and Development Journal
Sorry Boomers, the other generations in the workforce
didn’t like you when you started working!
Every generation that enters the workforce makes waves!
52. Veterans Boomers Gen Xers Millennials
Career
Goals
Build a legacy Build a stellar
career
Build a portable
career
Build parallel
careers
Rewards Satisfaction of a job
well done
Money, title,
recognition,
corner office
Freedom is the
ultimate reward
Work that has
meaning for me
Work-Life
Balance
Support me in
shifting the balance
Help me balance
everyone else and
find meaning
myself
Give me balance
now! Not when
I’m 65
Work isn’t
everything. Need
flexibility to
balance my other
activities
Job
Changing
Carries a stigma Puts you behind Is necessary Is part of the daily
routine
Training I learned the hard
way, you can too!
Train ‘em too
much and they’ll
leave
The more they
learn, the more
they’ll stay
Continuous
learning is a way
of life
Source: When Generations Collide
53.
54. Veterans
Assets: Experience, enhanced knowledge, dedication, focus,
loyalty, stability, emotional maturity, perseverance
Possible issues: Reluctant to buck the system, uncomfortable with
conflict, may want to keep things the way they are
Messages that Motivate: “Your experience is respected here”
Rewards: Tangible symbols of loyalty, commitment, and service
including plaques and certificates
Methods of Communication: Memos, letters and personal notes
55. Baby Boomers
Assets: Service orientation, dedication, team perspective,
experience, knowledge
Possible issues: May put process ahead of results
Messages that Motivate: “We need you”, “ Your opinion is valued”
Rewards: personal appreciation, promotion, and recognition
Methods of Communication: phone calls, personal interaction
56. Generation X
Assets: Adaptability, techno-literacy, independence, creativity,
willingness to buck the system
Possible issues: Skeptical, may distrust authority
Messages that Motivate: “Do it your way”, “there aren’t a lot of
rules around here”
Rewards: Free time, opportunities for development, certifications
to add to their resumes
Methods of Communication: Voice mail, email
57. Millennials
Assets: Collective action, optimism, ability to multi-task, and
technologically savvy
Possible issues: Need for supervision and structure, inexperience-
particularly when dealing with difficult people
Messages that Motivate: “Your work makes a huge difference
here”
Rewards: Awards, certificates, tangible evidence of credibility
Methods of Communication: texting, instant messaging,
58.
59. FOCUS: on the similarities of the
four generations.
We all want to be successful in our careers.
We all have hopes and dreams.
•
60. UNDERSTAND: the differences
between the way the generations
approach work.
• OPTIMIZE: the strengths of each group:
Traditionalists are loyal employees.
Boomers are highly optimistic.
X-ers value independence and flexibility.
Millennials value teamwork and personal connection.
61. REALIZE: the possible weaknesses of
each generation.
Younger workers may not see the potential
hazards and pitfalls of business. They don’t
have the knowledge of what has worked in
the past and what has been a total failure.
Older workers may be too focused on the way
things have “always been done” and thus be
resistant to accepting new procedures and
new technologies.
62.
63. Mentoring Program
Purpose
Value
Mentors/Advisors
Design
Method
Baby Boomer Run
Career Advancement
Mentee/learner gains understanding and skills
People with higher status and knowledge
One-to-one mentoring: Long-term relationships
Face-to-face
Millennial-Run
Primary Learning
Rapid dissemination of knowledge
Anyone with knowledge the learner needs
Networked relationships: Time determined by needs
Virtual
Know What Millennials think of
Mentoring!
Mentoring
Matters!
98% of Millennials believe working with a mentor is a
necessary component in development.
PowerhouseCoopers Global CEO Survey cited in “If You Want to Retain
Your Best Young Workers, Give Them a Mentor Instead of Cash Bonuses”
by Vivian Giang, July 2011
64.
65.
66.
67.
68.
69. Comparing Millennials with the
NEXT Generation
Millennials (1980-2000) Generation Z (2000-2021)
1. Adventurous 1. Cautious and safety preoccupied
2. Green friendly, but self-indulged 2. Green-biased; focus on conservation
3. Secure; high self-esteem 3. Insecure; seeking identity
4. Easy come, easy go 4. Calculated
5. Poor at finances 5. Frugal stewards of resources
6. Dependant upon parents/adults 6. Self-reliant
7. Optimistic and progressive 7. Realistic and pragmatic
8. Cause-oriented 8. Issue-oriented
9. I want it all 9. I seek balance; trade-offs
10. Naïve 10. Globally savvy and aware
70. Generation Z
• Want an active role in their communities, and families and will likely want
this from work. They are eager to have an impact
• Far more ethnic diversity. Caucasians may become a minority for this
generation
• In comparison to Millennials, their parents are more likely to be hands off
and provide opportunities for learning and growth
• There is a good chance they will be able to hit the ground running as
shifting education styles have focused more on soft skills
• Growing up in the worst economic conditions since the great depression,
they will likely be financially savvy, cautious, an frugal
• Strong likelihood they may become a strong entrepreneurial generation
• Will be the most technologically advanced generation in history
viewed as different from the previous generations who have been there. Each generation is seen as less disciplined, wanting more, and having different attitudes (often times seen as negative) than their predecessors