Generations 4
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Transcript of Generations 4
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Leading a Multi-Generational Workforce
06.18.2014 ©2014 Volt Information Sciences, Inc. All rights reserved. Proprietary & Confidential
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WHY Improved Corporate Culture
Improved Competitiveness
More Effective Recruitment
Improved Engagement and Morale
Increased Employee Retention
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Agenda
Individuals
Teams
Conflicts
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Individual
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The Multi-Generational Workforce
Generation Years Born Age Work Place
%
Traditionalists 1922-1945 69-92 4.2%
Baby Boomers 1946-1965 49-68 38.1%
Generation X 1965-1980 34-49 32.2%
Generation Y /Millennials
1981 – 2000 14-33 25.5%
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Traditionalists
Assets
Institutional knowledge
Motivation
Connect contributions with organizational goals
Rewards
Trophies
Communication
Written
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Traditionalists
Management Do’s
Be clear/direct
Set long-term goals
Be consistent
Be respectful
Management Don’ts
Be indecisive
Be vulgar
Be disorganized
Be indirect
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Boomers
Assets
Dedication; experience
Motivation
Understand how they are making a difference
Rewards
Financial; growth
Communication
Personal Interaction
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Boomers 9
Management Do’s
Treat them as equals
Be democratic
Define a mission
Show you care
Management Don’ts
Be closed-minded
Be bureaucratic
Be hands-off
Be competitive
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Generation X
Assets
Question authority
Motivation
Autonomy
Rewards
Opportunity
Communication
Voice mail/email
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Generation X
Management Do’s
Be direct
Demonstrate competency
Be genuine
Be flexible
Be supportive
Management Don'ts
Micro-manage
Talk-the-talk
Ignore results
Be bureaucratic
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Millennials
Assets
Optimistic; tech savvy
Motivation
Connect contributions with personal goals
Rewards
Trophies
Communication
Instant
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Millennials
Management Do’s
Ask about their goals
Be positive
Be a coach
Be collaborative
Be achievement-oriented
Management Don'ts
Be cynical
Be condescending
Be inconsistent
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Teams
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Workplace Trends
Build bridges across generations by focusing on these workplace trends
Increased need to communicate effectively
Increased expectation of work-life flexibility
Increased expectation for continual growth and development
Increased need for new ways to recognize/reward individuals
Increased need to engage the entire workforce
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Conflicts
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What Traditionalist Think
Baby Boomers
Self-absorbed
Gen Xers
Don’t respect experience
Millennials
Smart & have good manners
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Traditionalists
Rigid and resistant to change
Gen Xers
Slackers/rude
Millennials
Need too much attention
What Baby Boomers Think 18
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What Generation X Think
Traditionalists
Too set in their ways
Boomers
Don’t walk the walk
Millennials
Too self-absorbed
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What Millennials Think
Traditionalists
Trustworthy and brave
Boomers
Work too much
Gen Xers
Always unhappy
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Recognize …the generational aspects of the
conflict
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Ignore …the generational aspects of the
conflict
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Thank You