from boomers to millennials...motivating, engaging, and developing by generation from boomers to...
TRANSCRIPT
INTRODUCING BABY BOOMERS, GENERATION X, AND MILLENNIALS
LIFE EVENTS
WORK STYLE
MOTIVATION
BABY BOOMERS GENERATION X MILLENNIALS
1946
The Vietnam WarThe Civil Rights Movement
The AIDS crisisThe fall of the Berlin Wall
9/11The Oklahoma City bombing
In person or on the phone.
OLD SCHOOL TECH SAVVYSHORT AND SWEET
GIVE RESPONSIBILITY GIVE OPPORTUNITYGIVE INDEPENDENCE
TITLE RECOGNITION MEANINGFUL WORKMORE FREEDOM
WORKAHOLICS MULTITASKERSEXTRAORDINAIREHIGHLY INDEPENDENT
CONSTRUCTIVE CONSISTENTSELF-SUFFICIENT
ONE-ON-ONE DIGITALLYINDEPENDENTLY
APPRECIATION NETWORKINGACHIEVEMENT
1964 1965 1981 1982 2000
Let them know their contributions are valued. Foster authority by encouraging
them to train others.
Allow schedule flexibility and opportunities to collaborate and
network. Deliver constant feedback and praise.
Face to face, email, text messaging. Messaging technology must be
available 24/71, whether in meetings, in the job, or in the field.
Promote freedom, creativity, and independence.
Motivated by quality. E�cient workers.
Goal oriented, social, and entrepreneurial.
Appreciate hands-o� structure and direction.
Keep it positive. Boomers respond well to constructive, but not negative, feedback.2 Feedback should be delivered all at once.
On-demand feedback is absolutely necessary. Think weekly check-ins
rather than annual reviews.
Constant feedback is not necessary.3 GenXers are highly self-motivated. The best feedback is showing them they’re
doing well by rewarding them with more freedom.
In-person lectures and workshops, small group sessions.
eLearning (especially with mobile applications), collaborative learning using technology.4
eLearning, role play activities, self-study, in-the-field training.
Recognition from the public and peers, achieving career goals.
Achieving success faster, the opportunity to network.5
Achieving career goals, the opportunity to mentor.
Direct and immediate. This means short and to the point, whether face to face, email, or voicemail.
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THE TERM “GENERATION GAP” HAS NEVER BEEN SO RELEVANT.
AS BABY BOOMERS EXIT THE WORKFORCE, MILLENNIALS ENTER
IT, AND GENERATION X NAVIGATES UNCERTAIN — AND OFTEN
UNPLANNED—LEADERSHIP TRANSITIONS, YOUR EMPLOYEES’
GENERATIONAL AFFILIATIONS WILL CHANGE HOW YOU NEED TO
COMMUNICATE, DELIVER FEEDBACK, ENGAGE, AND DEVELOP.
MOTIVATING, ENGAGING, AND DEVELOPING BY GENERATIONFROM BOOMERS TO MILLENNIALS:
Managing different workforce generations on campus
Workaholics Highly social & collaborativeIndependent
Status in the workplace Freedom On-demand feedback
WEEKLY REVIEWS
Boomers work hard and diligently to eventually be known as Vice
President or Director.
Millennials want to know their contributions are valued and that
their skills are being used.
They work to live, not live to work. Gen X employees put in long hours, but do so to earn the right to travel,
among other perks.
GX MLBB
GX MLBB
GX MLBB
GX MLBB
GX MLBB
GX MLBB
GX ML
GX MLBB
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MOTIVATING, ENGAGING, AND DEVELOPING BY GENERATIONFROM BOOMERS TO MILLENNIALS:
1 “Communication Preferences for Attracting the Millennial Generation to Attend Meetings and Events,” Journal of Convention & Event Tourism, p. 331, accessed on March 17, 2014, at http://www.tandfonline.com/doi/abs/10.1080/15470148.2013.843480?af=R&#preview
2 “Traditionalists, Baby Boomers, Generation X, Generation Y (and Generation Z) Working Together,” United Nations Joint Sta� Pension Fund, p.6, accessed on March 17, 2014, at http://www.un.org/sta�development/pdf/Designing%20Recruit-ment,%20Selection%20&%20Talent%20Management%20Model%20tailored%20to%20meet%20UNJSPF%27s%20Business%20Development%20Needs.pdf.
3 Ibid.
4 “Generational Learning Styles,” Defense Centers of Excellence for Psychological Health and Traumatic Brain Injury, p. 2, accessed on March 17, 2014, at http://www.dcoe.mil/content/Navigation/Documents/Fact%20Sheet_Generational%20Learning%20Styles.pdf
5 Ibid, p. 3.
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HOW DO THEY PREFER TO COMMUNICATE?
HOW CAN YOU ENGAGE, MOTIVATE, AND INSPIRE THEM?
WHAT IS THE BEST REWARD FOR THEM?
HOW ARE THEIR WORK STYLES DIFFERENT?
WHAT KIND OF FEEDBACK DO THEY PREFER?
HOW DO THEY WANT TO LEARN?
WHAT MOTIVATES THEM TO LEARN?