This document discusses generational differences in the workplace and strategies for managing a multigenerational workforce. It covers the key characteristics and values of Traditionalists, Baby Boomers, Generation X, Generation Y/Millennials. The document also discusses clashes that can occur between generations and strategies for engaging and hiring young people, specifically Millennials. It provides a case study example of challenges in the nonprofit sector in attracting and retaining Millennials. Throughout the document, it offers recommendations for adapting management styles and workplace policies to be most effective in leading across multiple generations.

1. Young people, millennials and Generation Y by Toronto Training and HR September 2011

2. 3-4 Introduction to Toronto Training and HR 5-6 Traditionalists 7-8 Baby boomers 9-10 Generation X 11-12 Generation Y 13-14 Millennials 15-16 Canada v the US 17-20 Clashes 21-22 Comparing Generation X and Generation Y 23-24 The ethical debate 25-26 Getting young people off the streets in Canada 27-30 Example; the non-profit sector 31-39 Hiring Millennials 40-43 Engaging young people 44-45 Leading across the generations 46-47 Drill 48-49 Case study 50-51 Conclusion and questions Contents Page 2

3. Page 3 Introduction

6. Improving employee engagement & morale

8. Page 6 Traditionalists Definition Sometimes known as the Matures or The Silent Generation Traditionalists at work How to motivate them Implications and recommendations for managers

9. Page 7 Baby boomers

10. Page 8 Baby boomers Definition Baby boomers at work How to motivate them Implications and recommendations for managers

11. Page 9 Generation X

12. Page 10 Generation X Definition Generation X at work How to motivate them Implications and recommendations for managers

13. Page 11 Generation Y

14. Page 12 Generation Y Definition Generation Y at work How to motivate them Implications and recommendations for managers

15. Page 13 Millennials

16. Page 14 Millennials Definition Millennials at work How to motivate them Implications and recommendations for managers

17. Page 15 Canada v the US

18. Page 16 Canada v the US Stress Working hours and work-life balance Methods of relaxing after work Health Reward and recognition Culture

19. Page 17 Clashes

20. Page 18 Clashes 1 of 3 Baby Boomers tend to… Generation Y individuals tend to…

21. Page 19 Clashes 2 of 3 POINTS OF COMMON FRICTION Respect Decision-making Career perspective Feedback Work-life balance Performance management Dress code

22. Page 20 Clashes 3 of 3 POINTS OF COMMON FRICTION Meetings Fun at work Work ethic Communication Policies Loyalty

23. Page 21 Comparing Generation X and Generation Y

24. Page 22 Comparing Generation X and Generation Y How many people? Spending time with families Work-life balance Flexible work arrangements Loyalty to employers Society’s perceptions of women at work Role of women at work Changes for men Working hours

25. Page 23 The ethical debate

26. Page 24 The ethical debate Retaliation Observing misconduct Reporting misconduct Positive or negative view of culture Positive or negative view of ethics Length of tenure

27. Page 25 Getting young people off the streets in Canada

28. Page 26 Getting young people off the streets in Canada The exiting process The disengagement process

29. Page 27 Example; the non-profit sector

30. Page 28 Example; the non-profit sector 1 of 3 MILLENNIALS Issues facing the sector Recruitment and retention difficulties Interests, values, attitudes and behaviours What motivates? What do they want from the work environment? Who influences their career decisions? What do their career paths look like? What do they think of the non-profit sector? How do they feel about volunteering?

31. Page 29 Example; the non-profit sector 2 of 3 MILLENNIALS Experiences in the sector Work efficiency challenges Ageism Poor work-life balance Lack of career development MBAs need not apply Inattention to new hires

32. Page 30 Example; the non-profit sector 3 of 3 What advantages does the sector have over other sectors? Initiatives

33. Page 31 Hiring Millennials

34. Page 32 Hiring Millennials 1 of 8 TALKING ABOUT MILLENNIALS When Millennials take over the world Millennial myth-busting Make way for Millennials Millennials and IT Helping Millennials communicate more effectively Traits displayed and exhibited by Millennials

35. Page 33 Hiring Millennials 2 of 8 WHAT DO THEY WANT? From a boss… From an employer… To learn… Mentoring

36. Page 34 Hiring Millennials 3 of 8 PRIOR PREPARATION Take the lead in listening, learning and adapting Balance IT boundaries and freedoms Adapt IT policies to deal with generational diversity Accelerate experiments with social networks Bridge the generation gap

37. Page 35 Hiring Millennials 4 of 8 CHOICES TO MAKE IN ORDER TO PREPARE FOR THE FUTURE Getting the proper education Learning transferable skills Setting goals with their manager to prepare for the next level Actively networking Getting an internship, apprenticeship or vocational training Researching emerging careers that interest them Joining the armed services for job training, funding for a college education, etc. Joining a professional organization

38. Page 36 Hiring Millennials 5 of 8 FACTORS THAT INDICATE CAREER SUCCESS Meaningful work High pay Sense of accomplishment Challenging work High level of self-expression High level of responsibility

39. Page 37 Hiring Millennials 6 of 8 WEAKNESSES IDENTIFIED BY RECRUITING MANAGERS Inability to receive criticism from managers or leaders Impatience with established processes Ineffective communication Lack of political savvy Lack of independence

40. Page 38 Hiring Millennials 7 of 8 WAYS TO OVERCOME WEAKNESSES Seek mentorship from senior leadership to ask for advice Set goals with my manager to address my weaknesses Participate in company sponsored training opportunities Read books, journals and blogs which offer career advice Hire a life or career coach

41. Page 39 Hiring Millennials 8 of 8 GETTING THE VERY BEST TALENT Treat them like VIPs Co-recruit the parents Find them early Look after them Offer structure and teach them the basics Provide tight cycles of feedback Don’t offer low-status, high-turnover jobs Make them part of the group Be active in the community Take an interest in their success

42. Page 40 Engaging young people

43. Page 41 Engaging young people 1 of 3 Don’t manage; mentor Don’t assign; explain Don’t dictate; solicit Don’t ignore; respond Don’t conceal; communicate Other dos and don’ts

44. Page 42 Engaging young people 2 of 3 QUESTIONS TO ASK Why are you communicating with young people? What messages do you want them to take away? How can you craft your messages in a way that’s meaningful?

45. Page 43 Engaging young people 3 of 3 SOCIAL MEDIA Facebook Twitter YouTube Blogs Google

46. Page 44 Leading across the generations

47. Page 45 Leading across the generations Acknowledge Appreciate Flex Resolve Leverage

48. Page 46 Drill

49. Page 47 Drill

50. Page 48 Case study

51. Page 49 Case study

52. Page 50 Conclusion & Questions

53. Page 51 Conclusion Summary Questions