EFFECTIVE STRATEGIES

FOR MANAGING MULTI-

GENERATIONAL TEAMS

Presented By: LaSonya Berry & Mike Powell

Why Play in the Sandbox?

Gallup estimates that actively disengaged employees (the least productive) cost the American economy up to $350B/Year in

lost productivity.

Over half of the American workforce is now unsatisfied with

their job. (IBM Center for the Business of Govt)

This will impact your organization results, customer & employee engagement, organization climate /culture, and leadership effectiveness.

Core Values: Respect for authority

ConformersDiscipline

Family:

TraditionalNuclear

Education:

A dream

Communications:

Rotary phonesOne-on-one

Dealing with Money:Put it away

Pay Cash

Core Values: Optimism

Involvement

Family: Disintegrating

Education: A birthright

Communications:

Touch-tone phonesCall me anytime

Dealing with Money:Buy now, pay later

Core Values: Skepticism

FunInformality

Family:

Latch-key kids

Education:

A way to get there

Communications:

Cell phonesCall me only at work

Dealing with Money:Cautious

ConservativeSave, save, save

Core Values: Realism

ConfidenceExtreme Fun

Social

Family:

Merged families

Education:

An incredible expense

Communications:

InternetPicture phones

E-mail

Dealing with Money:Earn to spend

Core Values: Connection

Social ResponsibilityTolerance

Family:

Smaller family sizes, Higher rates of one stay

at home parent

Education:

More homeschooling

Communications:

Online CollaborationTablet/Texting

Smartphone/Video

Dealing with Money:

Leery of investing

Traditionalist Baby Boomers Gen X Gen Y Gen Z

1922-1945 1946-1964 1965-1978 1979-1997 1998-Present

Source: Knoll

Dedicated

Grew up in a do without era

Believe in hard work and sacrifice

Uncomfortable with change

Follow the rules

Like structure

Team Oriented

Grew up in a healthy economic

era

Tend to be optimistic

Often defined by their job

Question Authority

Long termers

Self Reliant

Grew up in era of distrust for institutions

Tend to be cynical, pessimistic

Comfortable with change and

independent

Survivors doing it my way

Work / Life Balance

Tech Savvy

Grew up in an era of financial boom

Used to instant gratification and shared success

Comfortable with multitasking

Ask why

Need supervision

Connected

Grew up in war and uncertainty

Used to a constant stream of data

What they see is reality; structure

Seeing is believing

Need instruction

Traditionalist Baby Boomers Gen X Gen Y Gen Z

1922-1945 1946-1964 1965-1978 1979-1997 1998-Present

Work ethic and values:

Hard work

Respect authority

Sacrifice

Duty before fun

Adhere to the rules

Work is an obligation

Leadership Style: Directive

Command and control

Work ethic and values: Workaholics

Work efficiently

Crusading causes

Personal fulfillment

Desire quality

Question Authority

Work is an exciting adventure

Leadership Style: Consensual

Collegial

Work ethic and values:

Eliminate the task

Self-reliance

Want structure and discipline

Skeptical

Work is a difficult challengeA contract

Leadership Style: Everyone is the

sameChallenge others

Ask why

Work ethic and values:

What’s next

Multitasking

Tenacity

Entrepreneurial

Tolerant

Goal oriented

Work is a means to an end

Fulfillment

Leadership Style: Informal

Work ethic and values:

Transparency

Self-reliance

Flexibility

Strong work ethic

Work is a way to help society

Leadership Style:

Still to be determined but

likely will be more results driven, faster

paced and collaborative.

Traditionalist Baby Boomers Gen X Gen Y Gen Z

1922-1945 1946-1964 1965-1978 1979-1997 1998-Present

Sources: Getting Smart

The Generations At-A-Glance

Census Total Birth Years % of 2010 Workforce

Traditionalists 57 Million 1920 - 1945 7%

Baby Boomer 76 Million 1946 – 1964 38%

Generation X 46 Million 1965 – 1980 30%

Millennials 75 Million 1981 - 2000 25%

Tips for Millennials in the

Workplace• Answer their constant “why” questions or ignore

them to your own peril

• Give them your web address and be prepared for a website critique

• Emphasize positives of doing right rather than negatives of doing wrong

• Be positive, simple, rational, factual and friendly

• Respond quickly - “instant gratification”

• Mentor them and be realistic

• Be prepared to offer flexible scheduling

Tips for Gen X’ers in the Workplace

• Talk with them, not to them or at them

• Listen to them. You might learn something!

• Use hands-off supervision

• When delegating, describe outcomes, but leave results to them

• Don’t waste their time

• Provide immediate answers and feedback

• Value their need to keep learning in order for them to be marketable

• Give them challenges, not “busy work”

Tips for Baby Boomers in the

Workplace• Honor their experience

• Ask for their advice

• Value the “people side” of business

• Speak in an open, personal style

• Offer to partner and get the job done; don’t wait to be asked

• Support them; make them look good

• Don’t call them “older.” Use descriptors like “mature”, “experienced” or “prime”

• Put a priority on a business atmosphere and the relationships formed there

Tips for Traditonalists in the

Workplace• Show respect for their length of service and

experience

• Use more formal language

• Watch your language – no cursing allowed

• Take time when discussing technology

• Do your homework; prepare to be tested

• Respect their attention to formality

• Say “thank you” and “please”

• Don’t rush or pressure them

• Serve and honor them

PLAYING IN THE SANDBOX: EFFECTIVE STRATEGIES FOR MANAGING

MULTI-GENERATIONAL TEAMS

Marvy Moore, AVP Market Development

AT&T Advanced Solutions

Finding your voice

Young Professionals Mature Professionals

Marvy’s Family Marvy’s Career

PowerInnovation

Engagement Enthusiasm

1983

My voice, My relevance

History is the art and facts of past events interpreted in the light of the present in order to prepare for the future

1993 2003 2015

Advancing along the technology continuum

Call to Action…

Career Mentoring

Independence

Learn from the past

Loyalty

Interpersonal skills