Engaging the Multigenerational Workforce: Strategies for

Success International Hispanic Network

Regional SeminarBrighton, Colorado November 1, 2013

Dr. Abraham David Benavides

Professional Organizations

Networking Opportunities

Professional Development

Labor Statistics• Labor Force Participation: 155,558,000• Unemployed:11,255,000 2,228,000• Unemployment rate: 7.2% 9%• Employed: 144,303,000 22,598,000

– Traditionalist/Veterans : 6,521,000– Baby Boomers: 53,573,000– Generation X: 49,875,000– Generation Y/Millennials: 45,589,000

Bureau of labor Statistics September 2013 http://www.bls.gov/news.release/empsit.t01.htmhttp://www.bls.gov/news.release/empsit.t03.htm

Four Generations Currently In The Workforce:

• Traditionalists – Veterans (1922-1945)

• Baby Boomers (1946-1964)

• Generation X (1965-1980)

• Generation Y/Millennials (1981-1999)

Dangers of Categorization • Recognize differences without falling

into stereotypes. Though it helps to keep certain characteristics of the generations in mind, don't assume that all members of the group feel the same way about certain issues.

• A basic principle in management is to treat all people regardless of generation or ethnicity with respect.

Key Points About Generations• A generation is a group of people who

are born during a certain span of years

• A generation is defined by what it thinks, feels, and experiences together

• A generation typically shares certain values that result in typical patterns of behavior

Events that shaped them

Traditionalist/Veterans

• WWII• Great Depression• Social Security• Industrialization/Urbanization• Korean War

Managing Traditionalist/Veterans • Focus on organizational goals• Ask for their history (institutional

knowledge)• Describe steps/tasks• Reward with perks• Face to face communication• Hierarchy, Respect, Loyalty, Iron

glove leadership• Separation of work and home

Events that shaped them

Baby Boomers

• TV!!!!!• Protest• Fairness • Choice and Change• ____, ______ and Rock and Roll!• Charismatic Leadership• Optimistic. . . if we can put a man

on the moon. . .

Managing Boomers• DON’T!!• Consult• Give leadership opportunities• Emphasize team• “How are you feeling about…?”• Reward with everything• Acknowledge recognize • Retire or Rewire

Events that shaped them….

Generation X

• Latchkey upbringing• Challenger• Technology• AIDS• Leadership? What leadership? • Economy

Managing Generation X• Get to the point and be sincere• Use technology • Show me the money!!• Every (wo)man for (her)himself• Clear expectations.• Reward with flexibility.• Focus on results.• Manage your micro-management.• Keep it brief.

Events that shaped them

Millennials:Can’t we all be BFFN’s?

• Columbine, 9/11 (Katrina, Tsunami…)

• Internet (digital natives)• Convergence• Social networks• Branding• Approachable/accessible

leadership• Velcro Parents

Managing Millennials

• Enjoy!• Be kind, be there.• Offer coaching.• Ask for their ideas.• Build mentor relationships.• Make them famous.

Opportunity

Our multigenerational work environment can be a positive challenge, an

opportunity and significant source for growth if managed effectively and leveraged to meet the goals of our

organization

Six Trends Affecting the Workforce

• Increased use of new technologies to communicate

• Increased expectation for work-life flexibility• Increased expectation for continual development• Increased need for new ways to reward and

recognize employees• Increased need to engage the entire workforce• Increased emphasis on innovation

Generations at a GlanceTraditionalist Generation

b. 1922-1945

Population Size25-30 Million

Work CharacteristicsAdhere to AuthorityHard-Working DedicatedTop-Down Approach

StereotypesAutocratic & RigidAverse to RiskBehind the TimesSeek Respect

Baby Boomer Generation

b. 1946-1964

Population Size75-80 Million

Work CharacteristicsAnti-AuthorityPro-MentorshipTeam PlayerCompetitive

StereotypesPolitically-MindedPower-Driven WorkaholicsSelf-Centered

Generation Xb. 1965-1980

Population Size40-60 Million

Work CharacteristicsEntrepreneurialJob-HoppersWork Hard, Play Hard

StereotypesCynical & SarcasticImpatient & IntolerantSlack-Offs

Generation YMillennials

b. 1981-1995

Population Size65-80 Million

Work CharacteristicsAvid Job-HoppersCollaborativeExtremely Tech SavvyFamily-CentricMulti-Tasking

StereotypesFocus On ImmediacySpoiled Divas

Generation Characteristics • Note: Characteristics/stereotypes listed are perceptions and over-generalizations; not all

members of any particular generation fit within these categories

Communication Tips for the Multi-Gen Workforce

Susan Hannam, Dean, Slippery Rock College and Bonni Yordi, Director of Research, MRA February 2011

Some Practical Advice Communication Tips

Build awareness that the Four Generations bring different ideas, challenges, and opportunities to the workplace

Work-Life Balance TipsRethink what work is, and where it is done. Determine which jobs can have flexible arrangements, such as telework

Growth and Development TipsUse mentoring to develop new employees, and reverse mentoring to share tech skills

Tips for Providing Recognition and RewardsOffer a “menu” of rewards and recognition

Employee Engagement TipsFocus on the disengaged last

So What Now?

• Take your learning back to work• Create an environment of inclusion• Talk to your team about how to

accommodate differences• Learn more about the strengths of each

generation• Enjoy the differences that are found

generationally

Thank you! Gracias!

• Questions • Discussion

Engaging the Multigenerational Workforce: Strategies for Success

International Hispanic Network Seminar 2013City of Brighton, Colorado

Dr. Abraham David Benavidesbenavides@unt.edu