Engaging the Five Generations in the

WorkplaceElsa E. Velasco,

Norina L. Columbaro

Our Session Objectives

• Recognize– commonly held beliefs about the 5 generations

• Introduce– an intergenerational approach within your

organization

• Identify – specific and realistic ways to engage these

generations in two contexts: • Work within Your Association• Membership

Describe the 5 GenerationsMultigenerational v. IntergenerationalLet’s Get Engaged!Ready, Set, Engage Tactical PlanningQuestions & AnswersLearning Reflection and Application

Our Agenda

The Fabulous Five

Traditionalists

Baby Boomers

Gen X

Gen Y

Gen Z

• Break into groups of 5 generations • Create an overview of your assigned generation

on flip charts based on your own experience and knowledge as well as what was shared in the plenary

• Use pictures, words, descriptions, icons (Keep it clean – it’s a family show!!)

• You have 10 minutes to develop your overview and select a spokesperson

Generations Refresher Teach Back

Why Engage?

Highly engaged employees can improve business performance by up to 30%

Fully engaged employees are 2.5 times more likely to exceed performance expectations than disengaged employees

Remember, your members are also part of these 5 generations!

Let’s Talk About UsWhere does your association fall in the following

generational change spectrum?• Level 4:

– “The generation of people in the top boxes is the only one that matters…the rest just need to grow up or shut up.”

• Level 3: – “The generational change is an emerging issue within our organization

but we haven’t done much about it.”

• Level 2: – “We view generational change as an emerging opportunity.”

• Level 1: – “We’re actively changing the work culture to harness the power of

generational change.”

What does it mean for the future of association membership?

So What Can We Do?

Traditionalist Baby Boomer Gen X Gen Y Gen Z

Strengths & Assets

Strong work ethic, discipline, loyalty,

emotional maturity

Customer service oriented,

optimistic, dedicated, future

oriented

Adaptability, tech literacy, creative, willing to buck the system

Optimistic, tech savvy, global world view, team players

Digital native, service oriented,

receptive, culturally sensitive

Influences

Great Depression, WW II, G.I Bill, Eisenhower, Korean War

Suburbia, Civil Rights

Vietnam, Rock n’ Roll

Challenger, gangs,internet, AIDS, Sesame Street, latch-key kids

OK City bombing, rise of Facebook and MySpace,

9/11, high speed internet

social networking, mobile games,

Newton, Columbine, Boston Race

Information Source

Newspaper, books, Peers, TV

TV, websites, newspapers

Websites, TV, books

Emails, FB, Pinterest, Instagram, Hangouts

Chat rooms, Hangouts, You

Tube

Learning StylesTraditional, source

of institutional knowledge

Traditional learning +

Participation, Reflection, Feedback

Highly receptive to E-learning,

series of structured lectures

Integrate technology +

media

Personalized learning through

customized environments

Career Planning“I am happy to be

where I am.”

“My dedication and service should

be rewarded.”

“It’s about time I get a promotion!”

“I delivered the results. I’ll get

promoted.”

“I’m smart. I’ll get a job. I need a

job.”

Now that we know more about each of these generations and the intended

outcomes of engaging them,

How Do We Do It?

Ready, Set, ENGAGE! - Tactical Planning Session

• Get into your assigned generation group• Based on what we learned about each

generation, brainstorm tactics you could use to positively engage and motivate people from your assigned generation on flip charts

• Use pictures, words, descriptions, icons • 15 minutes to develop your flip chart and select a

spokesperson

Today, I Learned..

To recognize commonly held beliefs about the 5 Generations. I was introduced to the intergenerational approach within my organization. I identified specific, realistic ways to engage these generations in two contexts: Work within My Association and Membership

Examples

Reference ListClifton, J. (2013) Gallup’s State of the American Workplace: Employee Engagement Insights for U. S. Business Leaders.

Deal, J. (2007). Retiring the Generation Gap: How Employees Young & Old Can Find Common Ground (Center for Creative Leadership).

Gravett,L. & Throckmorton, R. (2007). Bridging the Generation Gap: How to Get Radio Babies, Boomers, Gen Xers, And Gen Yers to Work Together And Achieve More

Johnson, M. (2010). From Boomers to Linksters: Managing the Friction Between Generations at Work

Zemke, R. (2000). Generations at Work: Managing the Clash of Veterans, Boomers, Xers, and Nexters in Your Workplace. 

Engaging the Five Generations in the

WorkplaceElsa E. Velasco,

Norina L. Columbaro

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