Building Your Team for the Future

For: NLC-RISC General Session

Understanding the Multigenerational Workforce

The Four Generations

Traditionalists

•  Born: 1900-1945 •  Influenced by:

•  WWII

•  The Great Depression

•  Rise of corporations

•  Experienced hard times growing up which were followed by times of prosperity

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Traditionalists •  Values: Tangible rewards for service

•  Attitudes: Authority based on seniority and tenure

•  Behaviors: Loyal, hard workers

•  Expectations: Hard work pays off

•  Priorities: Homeownership

•  Approach: Traditional classroom learning

•  Work Style: Techno-challenged

•  Communication Style: Formal letter

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Baby Boomers •  Born: 1946-1964 •  Influenced by:

•  Civil Rights •  Vietnam War •  Sexual Revolution •  Post war babies who grew up to be the radicals of the

70s and yuppies of the 80s. •  As children, they were promised the “American Dream”

and they pursued it. As a result they are seen as greedy, materialistic, and ambitious.

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Baby Boomers •  Values: Job perks and promotions

•  Attitudes: Not afraid to challenge

•  Behaviors: Strong work ethic, competitive

•  Expectations: Gen X and Y should pay their dues

•  Priorities: Job security

•  Approach: Group discussion and interactive learning

•  Work Style: Teamwork and collaboration

•  Communication Style: Face-to-face, telephone

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Generation X

•  Born: 1965-1980

•  Influenced by:

•  Increased divorce rate

•  First generation of latchkey kids

•  Dual income families and single parents

•  Their perceptions are shaped by having to take care of themselves early, watching politicians lie, and their parents getting laid off.

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Generation X •  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: Techno-savvy

•  Communication Style: Email and text

Our Perception of Millennials

Millennials’ Perceptions of Us

Putting it into perspective…

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Who are Millennials?

•  Born between 1981-2000 (dates vary)

•  Sheltered/coddled upbringing

•  Shaped by technology

•  Highly educated

•  Many diverse experiences

•  Currently the largest generation in the workforce and growing

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What Millennials Have to Offer:

•  Millennials have skills prior generations do not

•  Technologically adept

•  Up to date on new trends

•  Adaptable and creative

•  Quick learners

•  Generation considered the best at key skills needed to keep businesses agile and innovative

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How Are Millennials Reshaping the Workplace?

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Changing of the Guard

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Millennials and Leadership

•  Millennials tend to be uncomfortable with rigid organizational structures.

•  They expect greater access to organizational information and more approachable leaders.

•  They are looking for mentorship rather than just direction.

•  They are likely to leave if they do not feel supported by their boss.

They want a coach, not a boss.

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What You Can Do…

•  Make important information accessible to all.

•  Ensure that high-level leaders are approachable.

•  Have regular check-ins with your millennials to offer them feedback and guidance.

•  Keep check-in meetings personal and informal.

•  Communicate through multiple channels.

Give them access and support.

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Millennials and Innovation

•  Outdated and inefficient procedures may cause millennials to leave an organization.

•  Millennials are adaptable and techno-ready.

•  They are constantly looking for ways technology can make work easier and more efficient.

•  They adopt the use of new tools and technology more quickly than previous generations.

They don’t like archaic procedures.

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What You Can Do…

•  Look for ways to automate tasks, processes, and procedures.

•  Be willing to let go of “the way we’ve always done things” in favor of more efficient processes.

•  Establish a “co-mentoring” program where an older employee shares their experience with a millennial who helps them learn to use new tools and technology.

Be open to using new technology.

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Millennials and Performance

•  Millennials want to make a meaningful impact on the organization and the world.

•  They want to be respected for the knowledge and skills they bring and to be treated as equals.

•  They want their voices to be heard.

Millennials want to contribute.

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What You Can Do…

•  Demonstrate respect for the knowledge, skills, and viewpoints that millennials bring.

•  Include them in decision making and give them opportunities to make a meaningful contribution to projects.

•  Be open to flexible work arrangements such as working from home or shifting hours.

Make room for Millennials.

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Millennials and Succession Planning

•  Millennials want to move up the career ladder quickly.

•  They are constantly on the lookout for professional development opportunities.

•  They are likely to change jobs if they do not believe they are receiving any personal benefit or growth.

Millennials want to grow.

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What You Can Do…

•  Recognize that their enhanced access to information and resources makes them more efficient problem solvers and critical thinkers than previous generations.

•  If they are looking for more advanced opportunities, give them more challenging work or encourage them to keep moving.

•  Investing in their personal growth will develop a stronger relationship and more loyalty to the organization.

Don’t slow them down.

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Mentoring for Success

•  Many Boomers enjoy an opportunity to pass on their years of knowledge and experience.

•  A Boomer mentor can help millennials learn about the organization’s values, priorities, and expectations.

•  Millennials can help the organization adapt, innovate, and keep up with changes in the industry.

Mentorship benefits all generations.

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How Can We Close the Gap? Action Planning for the Future

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Coming Soon… Generation Z •  Born: After 1995 •  Values: Instant gratification •  Attitudes: Fear of missing out •  Behaviors: Multiple channels/

activities simultaneously •  Expectations: Success comes from their network •  Priorities: Make their hobby their job •  Approach: Self-educated on YouTube •  Work Style: Digital connectivity •  Communication Style: Social Media

www.KJRConsulting.com

1239 Edgell Road, Suite LL Framingham, MA 01701

(860) 286-9557

(208) 545-8634

info@KJRConsulting.com

Thank You!

NLC-RISC - General Session