Success in a Multi-Generational

Workforce
 OBJECTIVES FOR TODAY:

• Identify “generational subgroups” in today’s workforce.

• Demonstrate origins of generational perspective – what makes each generation
‘tick’?
• Demonstrate how different perspectives affect workplace relationships.
• Identify how employers can value differences and appreciate contributions of
each generation.
 WHAT DEFINES A GENERATION?

“The events and conditions each of us experiences in our formative years

determines who we are and how we see the world”.

“As a result of these events and conditions, each generation has adopted its
own ‘generational personality’”.
Lynne Lancaster and David Stillman
When Generations Collide
WHO ARE WE? 5
GENERATIONS AT WORK
TRADITIONALIST BORN 1918-1945

Biggest
Influencers:
Great Depression
WWII
Pearl Harbor
Polio Vaccine
Pop Culture
Home Life Growing Up
Radio
Large Family (3-5 “Big Band” – Glenn
children) Miller
Frank Sinatra, Elvis
Grandparents in home
Casablanca
4-6 Hours per day with a Community Events
significant
adult role model
“Do Without” era
Raised in GI families
 TRADITIONALISTS

Values What to Expect at Work

Looks for a Company with a Good Reputation
Hard Work Loyal to the Organization
Duty Before Pleasure Views Work as an Obligation
Law and Order “Work is not supposed to be fun”
Wants to know Procedures and Rules
Adherence To Rules Age=Seniority
Conformity Prefers In-person, Formal Communication
Patriotism Detail Oriented
Hard Working, “Pay Your Dues”
Dedication, Sacrifice Stable
Respect for Authority Dislikes Change
Saving/Conserving Prefers a Clear Chain of Command
BABY BOOMERS BORN 1946-1964

Biggest Influencers
Television Invented
JFK Assassination
MLK/Civil Rights
Movement
Vietnam War
Space Race
Pop Culture
Nixon Resignation
The Beatles, Woodstock
Drive-In Movies
American Bandstand
Home Life Growing Up Westerns
Post War Babies I Love Lucy, Howdy Doody
Time of Social Change and
Optimism
Families living in suburbs
2 Parent Families
Mom Stays at Home
American Dream “Promised”
 BABY BOOMERS

Values What to Expect at Work

“Invented the 50 Hour Work Week”
Ethical Needs to be ‘Visible’
Idealistic Work Ethic=WORTH Ethic
Consumers – “Spend Work is the Anchor to Life
Values Team Collaboration
Now, Worry Later” Strives to do Their Best
Challenge Authority Wants a Flexible Route to Retirement
Lead by Consensus Wants Democratic Hierarchy
Work is “Exciting Adventure”
Anti-War, Anti- Anxious to Please but Challenges
Government Status Quo
“Workaholic” Dislikes Conflict and Change
Wants to Hear their Ideas Matter
Personal Gratification Motivated by Responsibility to Others
Doesn’tTake Criticism Well
GENERATION X BORN 1965-1980

Biggest Influencers
Personal Computers
Fall of the Berlin Wall
Challenger Disaster
End of Cold War
First Gulf War
Pop Culture
Atari, Nintendo
Star Wars, ET
Home Life Growing Up MTV
Increasingly both parents worked Michael Jackson, Madonna
“Latchkey” kids Sit-Coms – Who’s The Boss,
Increased single parent households Full House
Less parent/child time
“Tough Love” Parenting
 GENERATION X

What to Expect at Work

Values Desire for a Work-Life Balance
Balance Adaptable, Can Move Easily Between
Jobs
Diversity More Technically Savvy
Self Reliance Loyal to Manager
Informality “Work to Live”
Work Smarter
Independence Will Test Authority
Self Prefers a More Casual Work Environment
Sufficiency Work is “Just a Job”
Looking for a Forward Thinking
Fun Company
Good Task Managers
Want Feedback
Questions Institutions, Skeptical
Values Independence at Work
GENERATION Y (AKA MILLENIALS) BORN 1981-1995

Biggest Influencers
September 11th
Internet
Smartphones
Columbine Massacre
Pop Culture
OJ Simpson Trial
American Idol
Tattoos
Harry Potter, Lady Gaga
Ipods, Laptops, Internet, Facebook
Home Life Growing Up
Often Child of a Single
Parent
Sheltered
Home Life is Child Focused
“Over Parented”
Children with Schedules
 GENERATION Y

What to Expect at Work

Values Innovative – Think Out of the Box
Hotly Competitive Sociable- Makes Workplace Friends
Fun! At Ease in Teams
Digitally Savvy - Multitasker
Now! Strong Sense of Entitlement
Self Confidence Ambitious – What’s Next?
Spirituality Globally Minded
Wants to Balance Work with Life,
Civic Duty Community Involvement & Self
Achievement Development
Tech Savvy Likes Immediate Feedback
Wants Mentoring from Supervisors
Global Community Collaborative and Creative
Wants to Be Challenged
Consumer Mentality
GENERATION Z BORN 1996-PRESENT

Biggest Influencers
First AA President
Great Recession
Marriage Equality
Digital Natives
Climate Change
Pop Culture
Iphone, Youtube, Snapchat
Selena Gomez, Ed
Home Life Growing Up Sheeran
Families affected by Recession Modern Family, Hannah
Social Minded, Raised to “Make an Impact” Montana
Inclusive Classrooms Avengers, Marvel Movies
Non-”Traditional” Families Norm
Return of Extended Family Households
 GENERATION Z

Values What to Expect at Work

May Prefer Face to Face
Security Communication
Competition “Digital Native”
Independence Wants to be Catered To
Wants to Make a Difference, but
Entrepreneurship Motivated by a Secure Life
Positive Work Relationships
Significant Work Priority
Values Information “On Demand”
Strong Ability to Multi-Task
May Require Additional Training with
Customer Interactions
May Pick Up Tasks More Quickly
https://youtu.be/CVxbmWvYxYs

https://emplify.com/blog/multigenerational-workforce-benefits/
WAYS TO BRIDGE THE GAP
 FOCUS ON COMMONALITIES

A Majority of Workers Want:

A Positive Workplace Culture
To Feel Successful At Work
Recognition in Some Form
Career Development
Workplace Flexibility
A Sense of Personal Satisfaction While Being Fairly
Compensated
 CAPITALIZE ON THE ADVANTAGES

Better Decision Making

Faster Problem Solving
Diverse Talents
Happier Clients and Customers
Increased Innovation
Increased Profitability
Mutual Mentorship
 COMMUNICATE OPENLY ABOUT PREFERENCES

Acknowledge Each Generation’s Differences

Communication Preferences
Work Ethic
Feedback Expectations
Definition of Work/Life Balance
Ways of Resolving Conflict
 CREATE A POSITIVE WORKPLACE CULTURE

Avoid Stereotyping: Acknowledge common trends in a generation while

recognizing individual differences.
Provide Clear Communication
Reward Inclusive Behavior Among Employees
Zero Tolerance for Rejection and Discrimination
Encourage Cross-Generational Mentoring
Establish opportunities for employees to connect with one another on a personal
level in a neutral setting
Look at policies, recruitment strategies and organizational structure to ensure no
generation is excluded or sidelined
Cater Company Culture and Benefits to Everyone
Practice Self Assessment

https://www.cleverism.com/multigenerational-workforce /
THANK YOU
QUESTIONS?