Engaging the Multigenerational Workforce

Inspire Transform Innovate

Opportunity

Our multigenerational work environment can be a source of positive challenge,

opportunity and significant growth

if managed effectively and leveraged to meet the business goals of our

organization.

Agenda

• Generational workplace influences

• Generational EAP issues

• Engagement goals, strategy, expected results

The Changing Workforce

• Generational influences and issues

– Values– Attributes– Work styles

The Workplace Influence of the Traditional Generation

• Values– Conformity– Rules– Authority– Logic– Loyalty

• Attributes– Disciplined– Historical perspective– Detail oriented– Dislike conflict

“These are the rules”

• Work style– Consistency and uniformity

– Technological advancement

– Past oriented

– Command and control leadership

– Hierarchical structures

The Workplace Influence of Baby Boomers

• Values– Individual choice– Community involvement– Prosperity– Ownership– Self-actualizing– Health and wellness

• Attributes– Adaptable– Goal oriented– Positive attitude– Focus on choice and

freedom

“Let’s talk about the rules”

• Work style– Confident– Team focused– Collaborative decision makers– Avoid conflict

The Workplace Influence of Generation X

• Values– Contribution

– Feedback, recognition

– Autonomy

– Time with manager

• Attributes– Adaptable

– Independent

– Creative

“Break all the rules”

• Work style– High-quality end results– Productive– Work/life balance– Flexible-work arrangements– Comfortable with authority –

not impressed with titles

The Workplace Influence of Generation Y

• Values– Self expression– Must earn respect– Fear living poorly– Brand self as commodity

• Attributes– Adapt rapidly– Crave change, challenge– Create constantly– Exceptionally resilient– Committed, loyal– Global perspectives

“Re-define the rules”

• Work style– Need to understand –

everything– View work as an expression of

self– Multi-taskers– Seek active involvement– Flexible workplaces– Team work– Expect corporate social

responsibility– Everything instant– Seek learning opportunities

The EAP Issues of Traditional Generation Workers

• Financial– Retirement– Long-term care– Managing income and expenses

• Mental health– Depression

• Medical issues– Chronic disease from lifestyle choices– Diseases of aging

The EAP Issues of Baby Boomers

• Work/family balance– Child and elder care– Marital/family

relationships

• Financial issues– Savings and debt

management– Retirement planning

• Workplace stress

• Medical concerns– Lifestyle issues– Chronic illness

• Substance abuse

- Disease progression

- Prescription medication abuse

The EAP Issues of Generation X Workers

• Family

- Career vs. family

- Parenting roles

- Frequent job changes

• Marital/relationship

- Commitment

- Cohabitation

• Legal issues

– Divorce

– Child custody and support

• Financial issues

- One-income families

- Savings

• Mental health issues

- Depression

- Anxiety

- Eating disorders

• Medical issues

- Pregnancy

- Smoking-related issues

• Substance abuse

- Marijuana

- Alcohol

The EAP Issues of Generation Y Workers

• Family– Communications

• Marital/relationship– Effective communication– Healthy relationships

• Legal– Traffic violations– Criminal offenses– DWI– Custody and support

• Financial– Debt management– Savings– Student and car loans

• Substance abuse– Binge drinking– Experimentation

• Mental health– Depression– Anxiety– Appearance of chronic

mental illness

• Medical issues– Pregnancy– Routine medical care– Accidents

Engagement Goals

• Recruitment

• Retention

• Employee satisfaction

• Manager satisfaction

• Employer of choice

Requirements for Success

• Strong support of senior leadership to ensure viability and attention

• Commitment from internal communications teams

• Participation at all levels of the organization

• Promotion through a variety of media

Strategy

• Engagement task force

• Mission and guiding principles

• Communications/promotions

• Management/employee skill-building training

Communications• Ongoing electronic and print EAP promotions,

matching the preferences of employees

• On-site skill-building seminars

• Web-based resources

• Traditional, telephonic and Web-based EAP coaching

• Policy review

• Community involvement and partnerships

Measurements• Turnover rates

• Absence rates

• Accident rates

• EAP utilization

• Employee satisfaction

• Manager/supervisor satisfaction

Expected Results

• Employer of choice

• Enhanced productivity

• Increased self-identification for support and prevention

• Increased rate of referral to the EAP