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Being in the Mix: Working Being in the Mix: Working With, Managing and Serving With, Managing and Serving Multiple Generations Multiple Generations

Generational CharacteristicsGenerational Characteristics Managing and motivating a Managing and motivating a

mutigenerational staffmutigenerational staff Hiring a multigenerational staffHiring a multigenerational staff Working with multigenerational Working with multigenerational

colleaguescolleagues Mastering conflictMastering conflict Challenges/Advantages to this Challenges/Advantages to this

environmentenvironment

Class outlineClass outline

What generation do you identify with?What generation do you identify with?

PollPoll

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

7% of the workforce7% of the workforce Worked longer than any other generationWorked longer than any other generation Experienced two world wars and the Experienced two world wars and the

Great DepressionGreat Depression LoyalLoyal HardworkingHardworking Financially conservativeFinancially conservative Faithful to institutionsFaithful to institutions Approaching retirement or are retired Approaching retirement or are retired

and working part timeand working part time

TraditionalistTraditionalist

41.5% of the workforce41.5% of the workforce When started compelled to challenge status When started compelled to challenge status

quoquo Responsible for many current rights and Responsible 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 navigating Politically 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

29.5% of the workforce29.5% of the workforce Independent Independent Tech Savvy-having ushered in the era of Tech Savvy-having ushered in the era of

video games and personal computersvideo games and personal computers SkepticalSkeptical ResourcefulResourceful Hardworking but work is not the most Hardworking but work is not the most

important thingimportant thing Change jobs easily and oftenChange jobs easily and often

Generation XersGeneration Xers

22% of the workforce22% of the workforce Enjoyed access to cell phones, pagers Enjoyed access to cell phones, pagers

and pc’s all of their livesand pc’s all 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 Reject the rigid confines of a job

descriptiondescription Keep their career options openKeep their career options open

Generation YGeneration Y

% growing% growing MultitaskersMultitaskers Tech SavvyTech Savvy They come firstThey come first HardworkingHardworking Clever and resourcefulClever and resourceful

Next GenNext Gen

Born around ’40-’45: Value the strong Born around ’40-’45: Value the strong work ethic of the traditionalist but are work ethic of the traditionalist but are also eager to challenge the status quoalso eager to challenge the status quo

Born between ’60 and 65: witnessed the Born between ’60 and 65: witnessed the success of their older baby boomer success of their older baby boomer counterparts but experienced the counterparts but experienced the recession that plagued the early Xers. recession that plagued the early Xers. Computers not until after their Computers not until after their graduationgraduation

Born around: ’75-’80: mix of Gen X Born around: ’75-’80: mix of Gen X skeptism and millenial optimism.skeptism and millenial optimism.

Value of cuspers: they identify with more Value of cuspers: they identify with more than one generationthan one generation

CuspersCuspers

Be wary of stereotypingBe wary of stereotyping Not all traits apply to all members of a Not all traits apply to all members of a

generation.generation. Certain characteristics may be attributed Certain characteristics may be attributed

to more than one generation.to more than one generation.

DisclaimerDisclaimer

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 a Bridging the gap: Managing a multigenerational staffmultigenerational staff

Diffuse Misconceptions: understand the Diffuse Misconceptions: understand the stereotype but recognize individual skillsstereotype but recognize individual skills

Allay unfounded anxiety and skepticismAllay unfounded anxiety and skepticism

Be aware of the Be aware of the differencesdifferences

Develop two-way mentoring programsDevelop two-way mentoring programs A tech savvy gen y with a administrative A tech savvy gen y with a administrative

professional known to have excellent professional known to have excellent public speaking skillspublic speaking skills

Opportunity to eliminate shortcomings Opportunity to eliminate shortcomings and maximize strengthsand maximize strengths

Make Policies FlexibleMake Policies Flexible Prepare to retain knowledge when a Prepare to retain knowledge when a

generation retiresgeneration retires

Appreciate the Appreciate the strengthsstrengths

Build a culture founded on open Build a culture founded on open communicationcommunication

Help employees experience a sense of Help employees experience a sense of ownershipownership

Frequent group collaborationFrequent group collaboration Organize more frequent gatherings among Organize more frequent gatherings among

staffstaff Brownbag trainingsBrownbag trainings Alumni networkAlumni network Special projectsSpecial projects CommitteesCommittees

Manage the differences Manage the differences effectivelyeffectively

Speak their languageSpeak their language EmailEmail

Adapt management style to engage Adapt management style to engage generations instead of expecting generations instead of expecting conformityconformity Don’t micro manageDon’t micro manage

Provide opportunities to solve problems Provide opportunities to solve problems creativelycreatively

Life balance before bank balanceLife balance before bank balance Implement trainingImplement training that will help their that will help their

career not just their current job.career not just their current job. Create a communityCreate a community

Motivating a multigenerational Motivating a multigenerational staffstaff

Understanding the priorities of different Understanding the priorities of different generations generations

Be prepared to talk about your Be prepared to talk about your workplace environmentworkplace environment

““Passing the Torch:” effectively retaining Passing the Torch:” effectively retaining knowledge when a generation retiresknowledge when a generation retires

Hiring a Hiring a Multigenerational StaffMultigenerational Staff

Baby Boomers and the generations that follow them may Baby Boomers and the generations that follow them may have different levels of commitment to work, but all can have different levels of commitment to work, but all can be effective contributorsbe effective contributors

Consider when to stress job security and when to stress Consider when to stress job security and when to stress workplace flexibility when interviewingworkplace flexibility when interviewing

Appreciate the skills of the individual you are Appreciate the skills of the individual you are consideringconsidering

Understanding the Priorities of Understanding the Priorities of Different GenerationsDifferent Generations

……means different things to people from means different things to people from different generations. different generations.

Baby Boomers may have more questions Baby Boomers may have more questions about benefits and job securityabout benefits and job security

Gen X and Y may need to hear more Gen X and Y may need to hear more about opportunities for collaboration and about opportunities for collaboration and personal growth. personal growth.

The Desirable The Desirable WorkplaceWorkplace

Retaining the wisdom of older employees Retaining the wisdom of older employees who are approaching the traditional who are approaching the traditional retirement age is criticalretirement age is critical

Implement succession-planning systemsImplement succession-planning systemsEnhance mentoring programs and other Enhance mentoring programs and other internal collaborative projectsinternal collaborative projectsInvite retirees and future retirees to return as Invite retirees and future retirees to return as advisorsadvisorsBuild an alumni networkBuild an alumni networkExtend the tenure of top employees through Extend the tenure of top employees through telecommuting, part-time, or consultancy telecommuting, part-time, or consultancy arrangements.arrangements.

Passing the TorchPassing the Torch

Possible Causes:Possible Causes: Shared resources: Space, equipment, staff, Shared resources: Space, equipment, staff,

budgetbudget Goal differencesGoal differences InterdependenceInterdependence Style differencesStyle differences Value differencesValue differences Organizational ambiguitiesOrganizational ambiguities Communication problemsCommunication problems

Mastering ConflictMastering Conflict

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 Becomes a problem when differences

become too bigbecome too big ““I am a strong believer in strong I am a strong believer in strong

personalities and strong opinions…I personalities and strong opinions…I think that's how the best decisions are think that's how the best decisions are made.” President Obama made.” President Obama

Mastering ConflictMastering Conflict

Conflict is productive when:Conflict is productive when: Positive outcome is reachedPositive outcome is reached Learning occurs-clearing up a Learning occurs-clearing up a

misunderstanding misunderstanding Helps to understand yourselfHelps to understand yourself Part of the organizational culture/healthy Part of the organizational culture/healthy

teamsteams Builds relationshipsBuilds relationships

Mastering ConflictMastering Conflict

1.1. Share perceived issuesShare perceived issues2.2. Identify needs of all partiesIdentify needs of all parties3.3. Seek solutions to meet the parties’ Seek solutions to meet the parties’

goalsgoals4.4. Develop an action planDevelop an action plan5.5. Follow upFollow up

The Conflict The Conflict DiscussionDiscussion

General strategiesGeneral strategies Strategies for Gen Xers to use with Baby Strategies for Gen Xers to use with Baby

BoomersBoomers Strategies for Baby Boomers to use with Strategies for Baby Boomers to use with

Gen XersGen Xers Tips for working with traditionalistsTips for working with traditionalists Enhance your working relationships with Enhance your working relationships with

millenialsmillenials

Working with Multigenerational Working with Multigenerational ColleaguesColleagues

Respect is key, and should be reciprocal Respect is key, and should be reciprocal between generations.between generations.

Younger employees can learn to value Younger employees can learn to value the experience of older co-workersthe experience of older co-workersOlder workers benefit from fresh Older workers benefit from fresh perspectives and enthusiasmperspectives and enthusiasm

Appreciate and learn from the differencesAppreciate and learn from the differencesCompromise on small issues, discuss big Compromise on small issues, discuss big issuesissues

General StrategiesGeneral Strategies

Choose face-to-face conversation over Choose face-to-face conversation over email.email.

Avoid multitasking when talking to baby Avoid multitasking when talking to baby Boomers. Give them your full attention.Boomers. Give them your full attention.

Learn to navigate workplace politics – Learn to navigate workplace politics – play the game.play the game.

Know your history: find out what has Know your history: find out what has worked in the past, and what hasn’t, at worked in the past, and what hasn’t, at your workplace.your workplace.

Strategies for Gen Xers to use with Strategies for Gen Xers to use with Baby BoomersBaby Boomers

Short and sweet: Gen Xers appreciate Short and sweet: Gen Xers appreciate concise communications. Avoid concise communications. Avoid corporate jargon, buzzwords, and corporate jargon, buzzwords, and cliches as much as possible.cliches as much as possible.

Use email: take advantage of Use email: take advantage of technology to communicate with a Gen technology to communicate with a Gen Xer.Xer.

Don’t micromanage. Gen Xers crave, Don’t micromanage. Gen Xers crave, and perform better with, autonomy.and perform better with, autonomy.

Lighten up: remind yourself that it’s Lighten up: remind yourself that it’s OK for work to be fun.OK for work to be fun.

Strategies for Baby Boomers to Use with Gen Strategies for Baby Boomers to Use with Gen XersXers

Hierarchy matters: Traditionalists Hierarchy matters: Traditionalists respect authority and they expect it in respect authority and they expect it in return.return.

Job security matters: Traditionalists Job security matters: Traditionalists value job security highly.value job security highly.

Value their experience: Traditionalists Value their experience: Traditionalists are a valuable resource, because of the are a valuable resource, because of the insights they’ve earned from years of insights they’ve earned from years of experience.experience.

Appreciate their dedication!Appreciate their dedication!

Tips for Working with Tips for Working with TraditionalistsTraditionalists

Challenge and reward: offer Millenials Challenge and reward: offer Millenials more responsibility when they meet goals.more responsibility when they meet goals.

Ask their opinion: Millenials treasure Ask their opinion: Millenials treasure collaboration, and respond less collaboration, and respond less enthusiastically to hierarchical structures.enthusiastically to hierarchical structures.

Find them a mentor: Millenials and Find them a mentor: Millenials and Traditionalists have an affinity. Both parties Traditionalists have an affinity. Both parties benefit from a mentoring relationship.benefit from a mentoring relationship.

Provide timely feedback.Provide timely feedback.

Enhance your working Enhance your working relationships with millenialsrelationships with millenials

Challenges/Advantages to being in a Challenges/Advantages to being in a multigenerational environmentmultigenerational environment

Discussion?Discussion?

THANK YOUTHANK YOU

Questions?Questions?