Slide 1 of 43 ©2006

Understanding the Multi generational Workforce

Developed and Presented by Debra D Torres

Slide 2 of 43 ©2006

Understanding the Multi generational Workforce

Developed and Presented by Debra D Torres

Fact• For the first time in U.S. history

there are (4) generations working together in one workplace

Multi-generational Workforce

Debra D Torres

Fact• This widespan

of generations can lead to frustration and conflict.

• But it can also lead to stronger teamwork and creativity.

Multi-generational Workforce

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• Today’s reality: we as HR professionals must attract and retain the brightest of all four generations.

• We need to understand the different backgrounds and perspectives that shape each of these groups so that we can manage them at work.

Multi generational Workforce

Debra D Torres

Let’s look at the Four generations

Traditionalists (5%) ………… Born 1927-1945

Boomers (37%) ………..….… Born 1946-1964Gen Xers (33%) …………….. Born 1965-1980Millennials GenY (25%)……. Born 1981-1997Generation Z coming soon ………. Born 1998 - present

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Events that Define Them• Traditionalists

– Stock market crash

– Great Depression– FDR as President– Korean War

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Events that Define Them• Baby Boomers

– Post war babies– Civil rights for women and

minorities– Vietnam war– JFK Assassinated– Drafted to serve our country

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Events that Define Them• GEN Xers

– Man on the moon and Challenger explosion

– Energy crisis– Desert Storm– Auto safety (seatbelt)– Technology revolution

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Events that Define Them• Millennial (Gen Y)

– September 11, 2001 Terrorism

– Columbine shootings– Fall of the Berlin wall in

1989– Instant technology and

news– A Selfie Nation– Energy & Health

conscious

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Values that Define Them• Traditionalists

– Loyal, follow all the rules, go by the book

– Honor & respect authority

– Civic duty– Personal sacrifice

• Boomers– Loyal, responsible,

dedicated, team player

– Workaholic for personal gratification to get the job done (live to work)

• GEN Xer– Rules can be broken– Techno literate– Global mindset– Independent and adaptive

• Millennial– How to achieve the

results in the end– Techno savvy,

collaborate, social active, goals, impatient

– Achievements in ALL aspects of life (work to live)

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Family Life• Traditionalists

– 90% raised in a 2 parent home

– Parents felt children should be seen and not heard

• Boomers– 75% raised in a

“traditional home”– Parents spent quality time

with their children– Booming birthrate– Smoking social thing– Frowned upon pregnant

out of wedlock

• GEN Xers– 3% raised in a

“traditional” home– Grew up latchkey or in

daycare– Family structure single

parent, divorced parents, step parents, other.

• Millennials– Traditional home is a

nebulous term with alternate family lifestyles acknowledged and tolerated.

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Entertainment• Traditionalists

– Black and white TV– Sit around the radio and

listen to talk shows– Picnics, family gatherings

• Boomer– Played outside with the

kids in the neighborhood and used imagination

– Big box TV’s, long antennas with tin foil, get up to change the channel

– Family oriented shows– 8 Track, Rock and Roll

• GEN Xer– DVD’s, growth of video

games, Blockbuster video

– Growth of cell phones

• Millennial– DVD kiosks, Net flix,

apple tv, laptops, iPad, video games on all medium, smart phones

– Partying, socializing, online dating

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Diversity• Traditionalists

– Ethnically segregated

• Boomers– Integration began

• GEN Xer– Greater acceptance

of diversity, integration

• Millennial– No major race, great

acceptance of diversity

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• Provide multi generational and diversity training to all employees and especially those in leadership positions.

• Create a safe and friendly workplace that encourages various view points.

• Make everyone feel valued as part of the team.

How can HR manage the four generations?

How can HR manage the four generations?Modify our HR Programs

•Recruiting•Training & Development •Communication•Feedback•Benefits, Rewards and Recognition•Retention

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How can HR manage the four generations?The next several slides we will look at common perceptions of the four generations.

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Recruiting the Generations• Traditionalists

– Still read the newspaper classifieds or may inquire about work through word of mouth.

– Volunteer information about their family or hobbies in an interview.

• Boomer– Search career sites to

find employment.– Networking.

• GEN Xer & Millennials– Searching media

sites to find employment.

– They know all the laws on what HR can and cannot ask during the hire process.

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Training & Development• Traditionalists

– Happy with a job and appreciate companies who teach them.

– May have a long history with the company and make great trainers.

– HR needs to ask them how they learn best.

• Boomers– Workaholics and

embrace training to keep learning.

– Knowledge is power.

• GEN Xer & Millennials– Want a great onboarding

program that includes a mentor as part of their training.

– Need to understand their goals.

– They want ongoing courses and opportunities to learn and advance.

– Need to see a career path mapped out with options.

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Communicating with the Generations• Traditionalists

– Talk with them face to face.– Be polite, respectful.– Don’t expect them to use a

smart phone or check email every 5 minutes.

• Boomers– Talk with them face to face

or call them on the phone.– Voice mail is acceptable.– They may still use a fax vs.

scanning and emailing.– Be patient in getting them

to convert to technology.

• GEN Xer– Prefer electronic

communication i.e. email, text. They can teach the boomers and traditionalists.

– Involve them in teams

• Millennial– Instant communication– Text, snap chat, face

book, twitter, multimedia, digital

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Feedback on their Performance• Traditionalists

– Low maintenance.– No news is good

news.– Require little

feedback.– I’m still employed,

things are good.

• Boomers– An annual review

with documentation helps reinforce their work performance.

• GEN Xer– Want continuous

feedback and reassurance.

– Prefer management talks frequently to them instead of conducting documented performance reviews.

• Millennial– Constant feedback is

more important than a documented review.

– Give me $ and growth at a fast pace! I want it NOW!

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Recognition & Rewards• Traditionalists

– Happy with the self satisfaction of a job well done.

– Certificates and newsletter articles about them are appreciated.

– Health care and retirement.

• Boomer– Money, Job Title, the

Corner office.– Good maternity benefits.– Health care and

retirement important.

• GEN Xer– Want perks in addition to

pay, mentoring, training and development, pay for some tuition reimbursement, gym.

– Flex work schedule and working remotely important.

• Millennial– Opportunity for a career path

and knowledge of when they can get a promotion.

– Flex work schedule. Want time off to travel or do other things. Paternity pay and benefits

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Retaining each Generation• Traditionalists

– Respect them, make them feel valued, and offer good health care.

• Boomer– Respect them, make

them feel valued.– Offer a complete

benefit package.– Opportunities for

growth and increased earnings.

• GEN Xer– Provide continuous

feedback and reassurance.

– Benefits that include flexible work schedules.

– Competitive pay, 401k to pay off student loans.

• Millennial– Manage their career path

so they keep growing in responsibility and pay.

– The latest technology tools to do their work.

– Foster funDebra D Torres

Utilize the Strengths of each Generation• Traditionalists

– Loyal and dedicated– Long term employees– Will show up for work

every day– Respectful towards

others– Enjoy face to face

• Boomers– Loyal– Great team players– Productive at work– Hard working– Enjoy mentoring

• GEN Xer– Very Adaptable– Tech savvy– Revenue generators– Problem solvers– Collaborate well– Entrepreneurial

thinkers• Millennial

– Extremely Tech savvy– Use social media to

leverage opportunities– Enthusiastic about their

jobsDebra D Torres

Recognize the Challenges of each Generation

• Traditionalists– Set in their ways.– Fear of technology

and change.– Some are coasting

towards retirement.• Boomers

– Don’t adapt well to change.

– Don’t balance work and life very well. Expect everyone to work long days like them.

• GEN Xer– They switch jobs more

often.– Constantly checking email,

Facebook and other social media during work.

• Millennial– Not the best team players.– Will leave if they don’t

experience advancement and pay growth.

– Follow up skills are weak.– Not the best face to face

communicators. Happy with texting or emailing.

Debra D Torres

Summary

• It is estimated that 50% of the workforce will be comprised of millennials by the year 2020. That’s only 4+ years from now…

how scary!

• By fostering a culture of generational diversity and utilizing the strengths and recognizing the weaknesses that each brings to the table, our businesses will experience growth and be successful.

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Summary

TALKING ‘BOUT OUR GENERATIONS!

Millennials in the Workplace (You tube)

Thank you!

Debra D Torres