ABOUT THE WEBINAR

• Lines Are Muted

• Use Arrow To

Minimize Menu

• View Slides in Full

Screen Mode

• Enter Questions for

Q&A Session

HRCI* & SHRM** PRE-APPROVED

*The use of this seal confirms that this activity has met HR Certification Institute’s (HRCI) criteria for recertification credit

pre-approval. This activity has been approved for 1 HR (General) recertification credit hours toward aPHR, PHR, PHRca, SPHR, GPHR, PHRi, and SPHRi recertification through HRCI.

In order to receive the HRCI & SHRM Credits:

• Must have signed in with your unique

registration link

• Must attend the entirety of the webinar

• Must answer the applicable polls for HRCI

credits

• An HRCI certificate with ID# will be sent to

you upon completion of all of the above

• Add crawfordadvisors.com to your safe

senders/white list to ensure delivery of our

emails

**Crawford Advisors is recognized by SHRM to offer Professional Development Credits (PDCs) for SHRM-CP or SHRM-SCP. This program is valid for 1 PDC for the SHRM-CP or SHRM-SCP. For more information about certification or recertification, please visit shrmcertification.org.

ABOUT OUR SPEAKER

Cindy Wagner, Director of HR Professional Services

Cindy possesses 30+ years of progressive and diverse human resources, compliance,

and leadership experience that spans from start-up to established organizations. She

has extensive hands-on experience leading HR initiatives including policy design,

performance management, recruiting, compliance reporting, compensation, benefits

administration, HRIS implementation, HR workflow development, leadership

development and training, safety management, mergers and acquisitions, and payroll

administration.

Cindy’s employment history includes positions in both the private and public sectors

supporting employers with employee populations of 100 – 7,500 employees. Her vast

level of expertise includes seven recent years as a Vice President of Human Resources

and Payroll Services in a leadership and operations role. She recently joined the

Crawford Advisors/HRtactix Team as Manager, HR Consulting Services and is focused

on providing human resources strategic based solutions and compliance support to our

clients. She is active in the HR business community and is a member of SHRM, CHRA,

CC SHRM and the Hunt Valley Business Forum.

AGENDA

Definition of Generations

Best Practices

Methods to Help Eliminate Conflict and Encourage Teamwork

Techniques to Help Inspire and Motivate Employees

Trends to Help Leadership Fill Organizational Gaps and

Increase:

Performance

Production

Profitability

WHAT IS A GENERATION?

A generation is defined as a

group of people who grow up in

the same era of history.

FOUR GENERATIONS REPRESENTED

IN THE WORKFORCE TODAY

World War II Generation (aka – Pre-

baby Boomers, Silents,

Traditionalists)

Baby Boomers

Generation X

Generation Y (aka – Millennials)

CHARACTERISTICS OF EACH

GENERATION

TRADITIONALIST GENERATION

Population: 29 million Americans

Values: Tangible rewards for service

Attitudes: Good team players

Behaviors: Loyal, hard workers

Expectations: Hard work pays off

Priorities: Homeownership

Approach: Traditional classroom learning

Work Style: Technology challenged

Communication Style: Formal letter

BABY BOOMER GENERATION

Population: 75.4 million Americans

Values: Job perks and promotions, tangible rewards for

service

Attitudes: Not afraid to challenge

Behaviors: Strong work ethic, competitive

Expectations: Generation X and Y should pay their dues

Priorities: Job security

Approach: Group discussions and interactive learning

Work Style: Teamwork and collaboration

Communication Style: Face-to-face, telephone

GENERATION X

Population: 66 million Americans

Values: Corporate training and investment

Attitudes: Independence, work-life balance

Behaviors: To be seen as leaders

Expectations: Doesn’t trust establishments

Priorities: Money

Approach: Real world assignments

Work Style: Technology savvy

Communication Style: Email and text

GENERATION Y

Population: 75.3 million Americans

Values: Making a difference and credit

Attitudes: Values new freedom and flexibility

Behaviors: Their work matters in the world

Expectations: Life revolves around work

Priorities: Make a difference

Approach: Web-based learning

Work Style: Always connected

Communication Style: Text and IMs

QUESTION #1

Which generation of our current workforce

represents 29 million Americans?

a. Generation X

b. Generation Y

c. Baby Boomers

d. Traditionalists

Traditionalists or

Pre-Boomers

represent the smallest

measured population

of our workforce.

EFFECTIVE COMMUNICATIONS

Understanding what makes

people tick

Differences between older

and younger generations

COMMUNICATION STYLE

Formal letters

In person, face-to-face

Telephone

Email

Text

IMs

NEGATIVE STEREOTYPES

Lazy

Entitled

Tech obsessed

Over eager

CULTURAL EXPECTATIONS

Changing technologies

Mobile work trends

Work life balance

Flexibility

QUESTION #2

Which generation is described as stubborn

and not willing to learn?

a. Generation X

b. Generation Y

c. Baby Boomers

d. Traditionalists

Baby Boomers are described

as the generation who

applies the “this is the way

we’ve always done it”

concept. They have also

been described as not being

open to input, being

bureaucratic, and often

practice the “one-upmanship”

trait.

HOW TO MANAGE A

MULTIGENERATIONAL WORKFORCE

TODAY’S WORKFORCE

Employees ranging in age from 18 to

80

Differing expectations and views of

the workplace

Training

Work life balance

TODAY’S WORKFORCE

Challenges

Negative Stereotyping

Entitled

Tech-obsessed

Eagerness to challenge the norms

Stuck in their ways

Difficult to train

TODAY’S WORKFORCE

Will negative stereotyping help create

positive opportunity for development?

Younger workers = enthusiasm for trying

new things …encourages innovation

Older workers = leverage experience and

broad perspective …encourages

education

TOMORROW’S WORKFORCE

New Generation: Generation Z

Currently under 16

years of age

BEST PRACTICES

So…what are we to do?

Manage

Coach

Communicate

QUESTION #3

Which generation prefers to work for Managers who are

positive, educational and know their personal goals,

collaborative, motivational, achievement-oriented, and

organized while creating a reasonable structure?

a. Generation X

b. Generation Y

c. Baby Boomers

d. Traditionalists

A Time Magazine poll

shows Generation Y or

Millennials want more

flexible work schedules,

more “me time” on the job,

and nearly nonstop

feedback and career advice

from managers.

AS HR PROFESSIONALS, WE MUST…

See each employee as an

individual

Coach employees to be open

minded and sensitive

Empower our managers

METHODS TO HELP ELIMINATE

CONFLICT & ENCOURAGE TEAMWORK

Awareness

Understanding

Establish clear expectations

Exploit strengths

Communicate

CREATING TEAMS OF

MULTIGENERATIONAL EMPLOYEES

QUESTION #4

Which popular technology is known in the era

that shaped Generation X?

a. The personal computer

b. The cell phone

c. The iPad

d. The iPod

Although Generation X

were the frontiersmen of the

computing era, Millennials

continue to overshadow

their predecessors when it

comes to all things

technology related.

COMPONENTS OF A SUCCESSFUL

MULTIGENERATIONAL TEAM Help each generation to understand each other

Publicly identify each team member’s skills

Develop clear goals and expectations for each

team

Maintain accountability on an individual and team

level

Praise often!!!

Meet regularly

TRENDS TO HELP LEADERSHIP FILL ORGANIZATIONAL

GAPS & INCREASE PRODUCTION & PROFITABILITY

Offer benefits to attract a diverse workforce

Create diverse teams

Review company policies and procedures

Provide opportunities for advancement

Create programs that encourage knowledge sharing

Conduct business in a variety of methods

Encourage transference of technology

Encourage flexibility among business leaders

TIPS TO HELP CREATE GROUND

BETWEEN 4 GENERATIONS

Traditionalists – The Privilege

Generation

They, as children of The Great

Depression, believe work is a privilege

and exemplify strong work ethic

translating into stability and experience.

TIPS TO HELP CREATE GROUND

BETWEEN 4 GENERATIONS

Baby Boomers – The Flexibility

Generation

They desire and need flexibility in their

work and home lives.

TIPS TO HELP CREATE GROUND

BETWEEN 4 GENERATIONS

Generation X – The Independent

Generation

They value their own personal and

professional development over job

security.

TIPS TO HELP CREATE GROUND

BETWEEN 4 GENERATIONS

Millennials – The Technological Team

Players

HR should employ the services of the

Millennials to assist with the recruitment

process (i.e., social media networks)

QUESTION #5

There are more differences than similarities

between generations.

a. True

b. False

There are more

commonalities between the

generations, but the

differences cause the

conflict and

misunderstandings.

Therefore, be aware of

both!

BABY BOOMERS…WORKING LONGER & CHANGING

THE LANDSCAPE OF EXPECTED WORKFORCE PLANS!

Why?

Economic conditions

Improved health

“Sandwich” generation

Financial instability

Enjoyment of social interaction

Achievement of work life balance

BABY BOOMERS…WORKING LONGER & CHANGING

THE LANDSCAPE OF EXPECTED WORKFORCE PLANS!

What does that mean for HR?

Increased retention

Succession planning

Cross training opportunities

Capitalization opportunities – bottom

line impact

MESSAGE TO HUMAN RESOURCES…

Embrace the Change

The workforce continues to evolve. HR

and talent management professionals

must take the lead to help their

organizations overcome potential

challenges as they leverage diversity in

the new and modern workforce.

THE INTERN

A DIVERSE

WORKPLACE

SUPPORTED BY

STRONG

LEADERSHIP AND A

TEAM-ORIENTED

WORKFORCE WILL

TRANSLATE TO:

Performance

Productivity

Profitability

If you have any further questions about the information discussed in this webinar

please feel free to contact us at:

Crawford Advisors, LLC

• HQ: 200 International Circle | Suite 4500 | Hunt Valley, MD 21031

• 1813 Sweetbay Drive | Suite 10 | Salisbury, MD 21804

• 201 King of Prussia Road | Suite 650 | Radnor, PA 19087

• 280 Granite Run Drive | Suite 250 | Lancaster, PA 17601

• 2975 W. Executive Parkway | Lehi, UT 84043

(800) 451-8519 | www.crawfordadvisors.com

Crawford HR Advisors – (443) 212-1630

Download Slides – www.crawfordadvisors.com/webinars/

Questions & Requests – info@crawfordadvisors.com

QUESTIONS…