Leading a Multi-Generational Workforce

06.18.2014 ©2014 Volt Information Sciences, Inc. All rights reserved. Proprietary & Confidential

WHY Improved Corporate Culture

Improved Competitiveness

More Effective Recruitment

Improved Engagement and Morale

Increased Employee Retention

Agenda

Individuals

Teams

Conflicts

3

Individual

The Multi-Generational Workforce

Generation Years Born Age Work Place

%

Traditionalists 1922-1945 69-92 4.2%

Baby Boomers 1946-1965 49-68 38.1%

Generation X 1965-1980 34-49 32.2%

Generation Y /Millennials

1981 – 2000 14-33 25.5%

5

Traditionalists

Assets

Institutional knowledge

Motivation

Connect contributions with organizational goals

Rewards

Trophies

Communication

Written

6

Traditionalists

Management Do’s

Be clear/direct

Set long-term goals

Be consistent

Be respectful

Management Don’ts

Be indecisive

Be vulgar

Be disorganized

Be indirect

7

Boomers

Assets

Dedication; experience

Motivation

Understand how they are making a difference

Rewards

Financial; growth

Communication

Personal Interaction

8

Boomers 9

Management Do’s

Treat them as equals

Be democratic

Define a mission

Show you care

Management Don’ts

Be closed-minded

Be bureaucratic

Be hands-off

Be competitive

Generation X

Assets

Question authority

Motivation

Autonomy

Rewards

Opportunity

Communication

Voice mail/email

10

Generation X

Management Do’s

Be direct

Demonstrate competency

Be genuine

Be flexible

Be supportive

Management Don'ts

Micro-manage

Talk-the-talk

Ignore results

Be bureaucratic

11

Millennials

Assets

Optimistic; tech savvy

Motivation

Connect contributions with personal goals

Rewards

Trophies

Communication

Instant

12

Millennials

Management Do’s

Ask about their goals

Be positive

Be a coach

Be collaborative

Be achievement-oriented

Management Don'ts

Be cynical

Be condescending

Be inconsistent

13

Teams

Workplace Trends

Build bridges across generations by focusing on these workplace trends

Increased need to communicate effectively

Increased expectation of work-life flexibility

Increased expectation for continual growth and development

Increased need for new ways to recognize/reward individuals

Increased need to engage the entire workforce

15

Conflicts

What Traditionalist Think

Baby Boomers

Self-absorbed

Gen Xers

Don’t respect experience

Millennials

Smart & have good manners

17

Traditionalists

Rigid and resistant to change

Gen Xers

Slackers/rude

Millennials

Need too much attention

What Baby Boomers Think 18

What Generation X Think

Traditionalists

Too set in their ways

Boomers

Don’t walk the walk

Millennials

Too self-absorbed

19

What Millennials Think

Traditionalists

Trustworthy and brave

Boomers

Work too much

Gen Xers

Always unhappy

20

Recognize …the generational aspects of the

conflict

Ignore …the generational aspects of the

conflict

Thank You