Generations in the Workplace

Segmenting the Generational Workforce Understanding Generational Preferences Managing Different Generations

Defining Generations

Birth Year % of Workforce

Post WWII Born before 1945

5% of today’s workforce, but common through the CEO ranks

Baby-Boomers

Born between

1945 and 1964

45% of today’s workforce, known to have invented the 60 hour work week

Generation X Born between

1964 and 1980

40% of today’s workforce, seeking a work/life balance

Generation Y Born between

1980 and 2000

10% of today’s workforce, eager to work and learn, educated and diverse

U.S. Workforce Demographics

5%45%

40%

10%Post WWII

Baby Boomers

Generation X

Generation Y

Workforce overall is getting older. Significant workforce shortage is predicted. Nearly half as many Xers as Boomers. Team members in their 30s are the most

mobile in history.

Trends

Contrasts Across Generations

Attitudes Comfort with Technology Communication Styles Expectations Work/Life Preferences Work Styles

Contrasts Across Generations

Mature Workers Younger WorkersDerive satisfaction from getting a job finished

Seek tangible rewards

Seek commitment and loyalty Remain with the company as long as it meets their needs

Place a great importance on life’s work

Value simplicity more than other employees and place lower importance on the value of life’s work

Do not trade off high compensation for increased quality of life

Prefer quality of life over compensation

The Post WWII Generation1933-1945

LoyaltyPride incountry

Respect forauthority

DedicationFinancially

conservativeDuty before

pleasureLearn from

the pastTradition

Recruiting, Retaining, and“Re-careering” Post WWII

Emphasize the integrity and values of the organization.

Demonstrate strong customer orientation.Discuss future opportunities.Discuss career planning.Offer options for flexible scheduling.

Leveraging the Post WWII

Acknowledge experience and expertise.Ask them to mentor.Discuss how their contributions affect the

organization.Develop long-term goals and relationships.Focus on the personal touch.

The Baby Boomer Generation1946-1964

IdealismChange-focused

Cause-driven

EqualityInvolvement Participation Spirit Competition

Recruiting the Baby Boomers

Emphasize organization’s values, people-focus, trustworthiness.

Communicate how they can excel and perform meaningful work.

Discuss promotion opportunities.Talk about status associated with the job.Be open to flexible scheduling.

Retaining the Baby Boomers

Show how they’re making significant contributions.

Help them find fulfillment and purpose.Assign challenging projects, particularly

ones involving process improvements.Recognize how they’re making a

difference.Communicate important issues in person.Provide work options to support and

accommodate multiple family demands.

Leveraging the Baby Boomers

Common attributes:– Driven, devoted to work– Service-oriented– Process-oriented– Ability to handle large-scale change– Willingness to take risks– Relationship-focused– Bring optimism, heart, and humanity to work– Interest in self-improvement

Independent SkepticalHighly

educated

Generation X1965-1978

Lowexpectations

Need foroptions

Technicallyliterate

Straight-forward

Competent

Recruiting Generation X

If applicable, talk about how the workplace is an informal, creative environment.

Provide opportunities for diverse work experiences.

Emphasize technology.Offer non-traditional scheduling options.Assure them of the organization’s

commitment to work/life balance.

Retaining Generation X

Do not micromanage!Give candid, timely feedback.Encourage informal, open communication.Use technology to communicate.Recognize that they may prefer individual

work to group work.Provide learning opportunities, particularly

leadership development.

Leveraging Generation X

Common attributes:– Entrepreneurial

– Pragmatic

– Results-oriented

– Creative problem-solving

– Technological savvy

– Adaptable

– Global thinking

– Comfortable giving feedback

– Critical thinking

“Can do”attitude

Generation Y1979-1989

Globaloutlook

Technologicallysophisticated

OptimisticCivic-

mindedChild-centric

familiesConfident Cooperative

Recruiting Generation Y

Make connections with them early on.Discuss learning opportunities.Overview long-term career paths.Talk about the possibility of mentoring.Emphasize stability of organization.Give technology highlights.Detail the appealing perks or discounts.Be friendly, welcoming, nurturing.

Retaining Generation Y

Provide good supervision and structure.Communicate clear objectives and

expectations.Emphasize team work and goals over

individual ones.Use technology to deliver information.Assign work that is interesting, meaningful,

and important.Assist them with planning a career path.

Managing the Clash…

Accommodate employee differences Create workplace choices Operate from a sophisticated style. Respect competence and initiative, and

provide feedback Encourage retention through flexibility and

training.

Key Management Tactics

Post WWII Generation Deliver long term goals Share organization’s history and make feedback

warm and personal Use and capitalize on their work ethicBaby Boomers Deliver information in person or through teams Focus on work content and their desire for

participation in tasks Provide personal rewards and public recognition

Key Management Tactics

Generation X Acknowledge the desire for work-life balance. Deliver information through technology and education Provide merit-based rewards Use Gen Xers entrepreneurial, problem solving abilitiesBaby Boomers Acknowledge the importance of meritocracy Deliver information through technology and education. Emphasize the assignment of a mentor Interaction opportunities with upper level management

Fact or Fiction?

1. To retain younger employees, all you need to do is give them more money; older employees are easy to retain because they have everything they want.

2. Older people want training in broader issues such as strategy and leadership; while younger people want training in specific areas such as business skills.

3. Older and younger people are different in how they want to learn; younger people want everything through the computer.

4. There is so much conflict between older and younger people that they find it difficult to work together.