We are now working in environments with a mix of 5 or more generations making for dynamic workplaces. Learn the generational characteristics and what motivates them. How to resolve conflicts and create an innovative and positive working environment.
1. {{
Being in the Mix: Working With,Being in the Mix: Working With,
Managing and Serving MultipleManaging and Serving Multiple
GenerationsGenerations
2. Generational CharacteristicsGenerational Characteristics
Managing and motivating a mutigenerationalManaging and motivating a mutigenerational
staffstaff
Hiring a multigenerational staffHiring a multigenerational staff
Working with multigenerational colleaguesWorking with multigenerational colleagues
Mastering conflictMastering conflict
Challenges/Advantages to this environmentChallenges/Advantages to this environment
Class outlineClass outline
3. What generation do you identify with?What generation do you identify with?
PollPoll
4. Traditionalists: Born 1900-1945Traditionalists: Born 1900-1945
Baby Boomers: Born 1946-1964Baby Boomers: Born 1946-1964
Generation X: Born 1965-1977Generation X: Born 1965-1977
Generation Y: Born 1978-1989Generation Y: Born 1978-1989
Next-Gen: Born 1990-Next-Gen: Born 1990-
GenerationsGenerations
5. 7% of the workforce7% of the workforce
Worked longer than any other generationWorked longer than any other generation
Experienced two world wars and the GreatExperienced two world wars and the Great
DepressionDepression
LoyalLoyal
HardworkingHardworking
Financially conservativeFinancially conservative
Faithful to institutionsFaithful to institutions
Approaching retirement or are retired andApproaching retirement or are retired and
working part timeworking part time
TraditionalistTraditionalist
6. 41.5% of the workforce41.5% of the workforce
When started compelled to challenge status quoWhen started compelled to challenge status quo
Responsible for many current rights andResponsible for many current rights and
opportunitiesopportunities
Invented the 60 hour work weekInvented the 60 hour work week
Deeply connected to their career achievementsDeeply connected to their career achievements
LoyalLoyal
OptimisticOptimistic
Politically adept when it comes to navigatingPolitically adept when it comes to navigating
political minefields in the workplacepolitical minefields in the workplace
Respect based on achievementRespect based on achievement
Wait to be told what to doWait to be told what to do
Baby BoomersBaby Boomers
7. 29.5% of the workforce29.5% of the workforce
IndependentIndependent
Tech Savvy-having ushered in the era of videoTech Savvy-having ushered in the era of video
games and personal computersgames and personal computers
SkepticalSkeptical
ResourcefulResourceful
Hardworking but work is not the mostHardworking but work is not the most
important thingimportant thing
Change jobs easily and oftenChange jobs easily and often
Generation XersGeneration Xers
8. 22% of the workforce22% of the workforce
Enjoyed access to cell phones, pagers and pc’sEnjoyed access to cell phones, pagers and pc’s
all of their livesall of their lives
Eager to learn, enjoy questioningEager to learn, enjoy questioning
Confident, high self esteemConfident, high self esteem
Collaborators, favor team workCollaborators, favor team work
Reject the rigid confines of a job descriptionReject the rigid confines of a job description
Keep their career options openKeep their career options open
Generation YGeneration Y
9. % growing% growing
MultitaskersMultitaskers
Tech SavvyTech Savvy
They come firstThey come first
HardworkingHardworking
Clever and resourcefulClever and resourceful
Next GenNext Gen
10. Born around ’40-’45: Value the strong workBorn around ’40-’45: Value the strong work
ethic of the traditionalist but are also eager toethic of the traditionalist but are also eager to
challenge the status quochallenge the status quo
Born between ’60 and 65: witnessed theBorn between ’60 and 65: witnessed the
success of their older baby boomersuccess of their older baby boomer
counterparts but experienced the recessioncounterparts but experienced the recession
that plagued the early Xers. Computers notthat plagued the early Xers. Computers not
until after their graduationuntil after their graduation
Born around: ’75-’80: mix of Gen X skeptismBorn around: ’75-’80: mix of Gen X skeptism
and millenial optimism.and millenial optimism.
Value of cuspers: they identify with moreValue of cuspers: they identify with more
than one generationthan one generation
CuspersCuspers
11. Be wary of stereotypingBe wary of stereotyping
Not all traits apply to all members of aNot all traits apply to all members of a
generation.generation.
Certain characteristics may be attributed toCertain characteristics may be attributed to
more than one generation.more than one generation.
DisclaimerDisclaimer
12. Leverage generational differencesLeverage generational differences
Be aware of the differencesBe aware of the differences
Appreciate the strengthsAppreciate the strengths
Manage the differences effectivelyManage the differences effectively
Bridging the gap: Managing aBridging the gap: Managing a
multigenerational staffmultigenerational staff
13. Diffuse Misconceptions: understand theDiffuse Misconceptions: understand the
stereotype but recognize individual skillsstereotype but recognize individual skills
Allay unfounded anxiety and skepticismAllay unfounded anxiety and skepticism
Be aware of theBe aware of the
differencesdifferences
14. Develop two-way mentoring programsDevelop two-way mentoring programs
A tech savvy gen y with a administrativeA tech savvy gen y with a administrative
professional known to have excellent publicprofessional known to have excellent public
speaking skillsspeaking skills
Opportunity to eliminate shortcomings andOpportunity to eliminate shortcomings and
maximize strengthsmaximize strengths
Make Policies FlexibleMake Policies Flexible
Prepare to retain knowledge when a generationPrepare to retain knowledge when a generation
retiresretires
Appreciate the strengthsAppreciate the strengths
15. Build a culture founded on openBuild a culture founded on open
communicationcommunication
Help employees experience a sense ofHelp employees experience a sense of
ownershipownership
Frequent group collaborationFrequent group collaboration
Organize more frequent gatherings among staffOrganize more frequent gatherings among staff
Brownbag trainingsBrownbag trainings
Alumni networkAlumni network
Special projectsSpecial projects
CommitteesCommittees
Manage the differences effectivelyManage the differences effectively
16. Speak their languageSpeak their language
EmailEmail
Adapt management style to engageAdapt management style to engage
generations instead of expecting conformitygenerations instead of expecting conformity
Don’t micro manageDon’t micro manage
Provide opportunities to solve problemsProvide opportunities to solve problems
creativelycreatively
Life balance before bank balanceLife balance before bank balance
Implement trainingImplement training that will help their careerthat will help their career
not just their current job.not just their current job.
Create a communityCreate a community
Motivating a multigenerational staffMotivating a multigenerational staff
17. Understanding the priorities of differentUnderstanding the priorities of different
generationsgenerations
Be prepared to talk about your workplaceBe prepared to talk about your workplace
environmentenvironment
““Passing the Torch:” effectively retainingPassing the Torch:” effectively retaining
knowledge when a generation retiresknowledge when a generation retires
Hiring a MultigenerationalHiring a Multigenerational
StaffStaff
18. Baby Boomers and the generations that follow them may haveBaby Boomers and the generations that follow them may have
different levels of commitment to work, but all can be effectivedifferent levels of commitment to work, but all can be effective
contributorscontributors
Consider when to stress job security and when to stressConsider when to stress job security and when to stress
workplace flexibility when interviewingworkplace flexibility when interviewing
Appreciate the skills of the individual you are consideringAppreciate the skills of the individual you are considering
Understanding the Priorities ofUnderstanding the Priorities of
Different GenerationsDifferent Generations
19. ……means different things to people frommeans different things to people from
different generations.different generations.
Baby Boomers may have more questions aboutBaby Boomers may have more questions about
benefits and job securitybenefits and job security
Gen X and Y may need to hear more aboutGen X and Y may need to hear more about
opportunities for collaboration and personalopportunities for collaboration and personal
growth.growth.
The Desirable WorkplaceThe Desirable Workplace
20. Retaining the wisdom of older employees whoRetaining the wisdom of older employees who
are approaching the traditional retirement ageare approaching the traditional retirement age
is criticalis critical
Implement succession-planning systemsImplement succession-planning systems
Enhance mentoring programs and other internalEnhance mentoring programs and other internal
collaborative projectscollaborative projects
Invite retirees and future retirees to return as advisorsInvite retirees and future retirees to return as advisors
Build an alumni networkBuild an alumni network
Extend the tenure of top employees throughExtend the tenure of top employees through
telecommuting, part-time, or consultancytelecommuting, part-time, or consultancy
arrangements.arrangements.
Passing the TorchPassing the Torch
22. Often thought of as negativeOften thought of as negative
On Teams conflict is necessaryOn Teams conflict is necessary
Conflict indicates trustConflict indicates trust
Becomes a problem when differences becomeBecomes a problem when differences become
too bigtoo big
““I am a strong believer in strong personalitiesI am a strong believer in strong personalities
and strong opinions…I think that's how theand strong opinions…I think that's how the
best decisions are made.” President Obamabest decisions are made.” President Obama
Mastering ConflictMastering Conflict
23. Conflict is productive when:Conflict is productive when:
Positive outcome is reachedPositive outcome is reached
Learning occurs-clearing up a misunderstandingLearning occurs-clearing up a misunderstanding
Helps to understand yourselfHelps to understand yourself
Part of the organizational culture/healthy teamsPart of the organizational culture/healthy teams
Builds relationshipsBuilds relationships
Mastering ConflictMastering Conflict
24. 1.1. Share perceived issuesShare perceived issues
2.2. Identify needs of all partiesIdentify needs of all parties
3.3. Seek solutions to meet the parties’ goalsSeek solutions to meet the parties’ goals
4.4. Develop an action planDevelop an action plan
5.5. Follow upFollow up
The Conflict DiscussionThe Conflict Discussion
25. General strategiesGeneral strategies
Strategies for Gen Xers to use with BabyStrategies for Gen Xers to use with Baby
BoomersBoomers
Strategies for Baby Boomers to use with GenStrategies for Baby Boomers to use with Gen
XersXers
Tips for working with traditionalistsTips for working with traditionalists
Enhance your working relationships withEnhance your working relationships with
millenialsmillenials
Working with MultigenerationalWorking with Multigenerational
ColleaguesColleagues
26. Respect is key, and should be reciprocal betweenRespect is key, and should be reciprocal between
generations.generations.
Younger employees can learn to value theYounger employees can learn to value the
experience of older co-workersexperience of older co-workers
Older workers benefit from fresh perspectivesOlder workers benefit from fresh perspectives
and enthusiasmand enthusiasm
Appreciate and learn from the differencesAppreciate and learn from the differences
Compromise on small issues, discuss big issuesCompromise on small issues, discuss big issues
General StrategiesGeneral Strategies
27. Choose face-to-face conversation over email.Choose face-to-face conversation over email.
Avoid multitasking when talking to babyAvoid multitasking when talking to baby
Boomers. Give them your full attention.Boomers. Give them your full attention.
Learn to navigate workplace politics – play theLearn to navigate workplace politics – play the
game.game.
Know your history: find out what has workedKnow your history: find out what has worked
in the past, and what hasn’t, at your workplace.in the past, and what hasn’t, at your workplace.
Strategies for Gen Xers to use with BabyStrategies for Gen Xers to use with Baby
BoomersBoomers
28. Short and sweet: Gen Xers appreciateShort and sweet: Gen Xers appreciate
concise communications. Avoidconcise communications. Avoid
corporate jargon, buzzwords, and clichescorporate jargon, buzzwords, and cliches
as much as possible.as much as possible.
Use email: take advantage of technologyUse email: take advantage of technology
to communicate with a Gen Xer.to communicate with a Gen Xer.
Don’t micromanage. Gen Xers crave, andDon’t micromanage. Gen Xers crave, and
perform better with, autonomy.perform better with, autonomy.
Lighten up: remind yourself that it’s OKLighten up: remind yourself that it’s OK
for work to be fun.for work to be fun.
Strategies for Baby Boomers to Use with Gen XersStrategies for Baby Boomers to Use with Gen Xers
29. Hierarchy matters: Traditionalists respectHierarchy matters: Traditionalists respect
authority and they expect it in return.authority and they expect it in return.
Job security matters: Traditionalists value jobJob security matters: Traditionalists value job
security highly.security highly.
Value their experience: Traditionalists are aValue their experience: Traditionalists are a
valuable resource, because of the insightsvaluable resource, because of the insights
they’ve earned from years of experience.they’ve earned from years of experience.
Appreciate their dedication!Appreciate their dedication!
Tips for Working with TraditionalistsTips for Working with Traditionalists
30. Challenge and reward: offer Millenials moreChallenge and reward: offer Millenials more
responsibility when they meet goals.responsibility when they meet goals.
Ask their opinion: Millenials treasureAsk their opinion: Millenials treasure
collaboration, and respond lesscollaboration, and respond less
enthusiastically to hierarchical structures.enthusiastically to hierarchical structures.
Find them a mentor: Millenials andFind them a mentor: Millenials and
Traditionalists have an affinity. Both partiesTraditionalists have an affinity. Both parties
benefit from a mentoring relationship.benefit from a mentoring relationship.
Provide timely feedback.Provide timely feedback.
Enhance your working relationshipsEnhance your working relationships
with millenialswith millenials
31. Challenges/Advantages to being in aChallenges/Advantages to being in a
multigenerational environmentmultigenerational environment
Discussion?Discussion?
Older workers might be concerned that by sharing hard-earned resources or information they are helping to dig their own grave.
New hires might worry that more senior employees will resent their attempts to climb the corporate ladder.