Four Generations Working Together
Puget Sound Business Travel Association
Seattle| Sept. 2012Juliann Wiese
Director Talent Management and Development
“Companies committed to staying on top of shifts in workplace attitudes and expectations need to recognize how inextricably intertwined the workforce and the information services of tomorrow will be.
Understanding the strategic implications that emerge from the evolution of both will enable organizations to position themselves better to innovate, attract top talent, and win in the marketplace.”
Daniel W. Rasmus
Director of Business Insights
Microsoft Corporation
RelevanceGenerational differences can significantly impact:
Recruiting and retaining talent
Knowledge transfer
Change management
Motivation and morale
Commitment and productivity
Innovation and technology
Where does your company fall in the following generational change spectrum?
Level 4:
“The generation of people at our organization isn’t an issue.”
Level 3:
“The generational change is an emerging issue within our organization but we haven’t done much about it.”
Level 2:
“We view generational change as an emerging opportunity.”
Level 1:
“We’re actively changing the work culture to harness the power of each generation.”
Does this look familiar?
http://www.youtube.com/watch?v=JugpV3jg0Cg
Today’s Workplace Demographic
Traditionalists or Pre-Boomers (pre-1946)
6% of work force
“I am my work”
Baby Boomers (1946–1964)
41.5% of work force
“I live to work”
Generation X (1965-1980)
29% of work force
“I work to live”
Millennial/Gen Y (1981-2000)
24% of work force
“I work to play”
Traditionalists Or Pre-BoomersBorn Pre-1946
Born in the Industrial Age
Respectful of authority
Sacrificed for the greater good
Conventional
Fiercely loyal
Strong work ethic
Boomers
http://www.youtube.com/watch?v=BLOUKnndjFc&feature=related
Baby BoomersBorn 1946 - 1964
Grew up in an era of reform
Questioned authority
Competitive
Defined by their professional accomplishments
Everyone should pay their dues
80 million could exit the workforce in next decade
Generation X – Born 1965 to 1980
Information Age Generation of “firsts” Self-reliant Friends became family Work/life balance
critical Work smarter, not
harder
Do You Know WHY they are called Generation Y?
Millennial or Gen Y Born 1981 to 2000
The “why” generation
Highly educated – least experienced
“Trophy” Kids
Confident
Technology Dependent
High expectations
Technology Dependent?
Pre-Boomer
Boomer Gen X Gen Y
Attire Formal Bus. Casual(smart)
Bus. Casual (relaxed)
Casual and comfortable
Work Environment
Office only Long hours office and home
Office, home, flex schedule
Mobile anywhere ROWE
Motivators Self-worth/Loyalty
Salary/Recognition
Security/Flexibility
Personal Life/Fun/ Relationships
Mentor Wisdom and Experience need to be utilized
Pay your dues, earn your place
Don’t Micromanage me
Coach me/Involve me/Support me
Communicate Formal – face to face
Face to Face Email/ phone/Web
IM/Text
Career One job for life
Excel at what you do
Transferable career
Goes where the fun is
SNAPSHOT
Pre-Boomers
Supporting Them Bring Out Their Best Working Together The Last Word
Ask questions
Respect their knowledge
Avoid techno-babble
Adapt the work (print size)
Reward publicly
Provide opportunities for knowledge transfer
Ask for their opinions
Harness their expertise
Demonstrate loyalty
Offer flexible work solutions
Consider using a more formal approach
Make and keep appointments
Face to face is preferred
Respect me
From the children are seen and not heard era
Command and control style
Work ethic is power
I am my work
Grew up in the Depression / WW2
Boomers
Supporting Them Bring Out Their Best Working Together The Last Word
Respect their knowledge
Upgrade their technology skills
Avoid techno-babble
Cross mentor
Encourage to challenge the status quo
Adapt work environment
Offer flexible work solutions
Support programs that bridge retirement
Socially conscious work opportunities
Allow telecommuting
Reward with title and position
Recognize and reward
Speak face to face
Counsel respectfully
Listen to their advice
Avoid age jokes
Get to know who they are not just what they do
Value me
Civil rights, women’s rights
Job opportunity abundant
Workaholic
Epidemic divorce
Work experience is power
I live to work
Gen X
Supporting Them Bring Out Their Best Working Together The Last Word
Help grow their resume
Be authentic – walk the talk
Provide career-paths
Informal approach
Guidelines vs. policies
Explain the what, not the how
Individualize training plans
Provide meaningful work
Create a fun environment
Relax the work settings
Create flexible benefits and rewards
Offer lateral moves
Let go of pay your dues thinking
Avoid micromanaging
Support life goals alongside career goals
Ask what do you think
Involve them in strategy and planning
Acknowledge efforts
Engage in open and honest dialogue
Be open minded to creative ideas
Be flexible with work hours
Manage less structurally
Invest in me
I work to live
Columbine
Global warming
Personal Computers
Realists
Loyalty to self
Values work life balance
Gen Y
Supporting Them Bring Out Their Best Working Together The Last Word
Provide stimulating work
Avoid micromanaging
Attach rewards to performance
Offer project based work
Embrace social media and technology
Offer career-paths
Educational reimbursement
Promote lateral moves
Offer individualized attention
Provide internet discussion groups
Leading edge training programs
Shortened training periods
Flexible benefit and work options
Promote autonomy with boundaries
Make work fun and build in humor
Ask about friends, families and hobbies
Give them real responsibility
Encourage input
Provide for coaching and mentoring
Avoid hierarchy
Informal communication
Show commitment to growth and development
Be transparent and honest
Follow policies that promote teamwork, diversity, inclusion
Open space office concepts for idea sharing
Show appreciation for tech-savvy skills
Mentor me
I work to play
9/11
Cell phones/internet/iPods
Blended families the norm
Environmentally and civically minded
Raised with limited rules
Desensitized
Key Actions!
Collaborate
Communicate
Educate
Accommodate
2020 Predicted Trends
Business decentralization trend will continue
Work day punctuated
Knowledge transfer critical
Just in time learning
Thinning of middle management
Blended workforce
Despite our differences…
We all want…
Respect
Appreciation
To Contribute
Thank you!
Juliann Wiese
Director Talent Management and Development