Managing Different Generations

©2015 ej4, LLC! 1

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course description

There’s no “one size fits all” approach to management. People have different experiences, different needs, and different styles. A lot of that comes from how and WHEN they were raised. In this program, we talk about how to adjust your management style based upon the generation of the person you’re trying to manage. This training will help you get the most out of each individual and maximize the performance of your entire team.

baby boomers

• Born 1946-1964 • 70 million from Baby Boomer generation will

retire by 2025 • Driven and committed to employer • Known for long tenure with companies (25-30

years) • Biggest fear: losing their jobs • Need to feel they can provide for families

baby boomer job needs

• A good cause • An established company • A chance to contribute • A place to fit in

baby boomer management needs

• Clear expectations • Team building and groups • Opportunity to shine • Path to promotion • Avoid conflict

notes

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Managing Different Generations

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!generation X

• Born 1965-1979 • Need income protection, family support, and

help with long-term savings • Financial security • “Work hard to play hard” mentality • Need schedule flexibility • Focused on enhancing skillset • Biggest fear: being overlooked for promotions • Also fear younger generation surpassing them

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generation X job needs

• Dynamic company • Fast-paced; newest technology • Good salary/bonus • Chance to give input • Evaluation • Engagement

generation X management needs

• Autonomy • Independence • Career advancement

generation Y

• Also known as “Millennials” • Born 1980-2000 • By 2020, 50% of workforce will be Millennials • Right out of school • Picky about their jobs • Don’t want boring • Want to match worldview and values

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Managing Different Generations

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!generation Y job needs

• Latest technology • Good pay • Management role • Engaging work

generation Y management needs

• Personal relationships • Fun/friends at work • Positivity and supportiveness • Training and mentoring • Fast track to rewards, recognition, and

promotion

common factors

• All want opportunities • All want recognition • All work for you and your company

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tips

• With baby boomers, make changes gradually. • When baby boomers need to learn something

new, train them in private. • With Gen X, the more they know the better

they feel. • Use Gen X folks as point people to bridge the

generations. • Millennials may still need some technology

training. • Offer wisdom to Gen Y a little at a time. • Listen to Gen Y’s ideas. !

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DRIVEN AND COMMITTEDLONG TENURE (25-30 YEARS)FEAR OF LOSING THEIR JOBSNEED TO PROVIDE

BABY BOOMERS 1946 - 1964

A GOOD CAUSEAN ESTABLISHED COMPANYA CHANCE TO CONTRIBUTEA PLACE TO FIT INJO

B NEE

DSCLEAR EXPECTATIONSTEAM BUILDING/GROUPSOPPORTUNITY TO SHINEPATH TO PROMOTIONMG

MT N

EEDS

INCOME PROTECTIONFAMILY SUPPORTLONG-TERM SAVINGSFINANCIAL SECURITY

GENERATION X 1965 - 1979

FLEXIBLE SCHEDULEGROWTH OF SKILLSVOLUNTEER OPPORTUNITIESPROMOTIONSJO

B NEE

DSAUTONOMYINDEPENDENCECAREER ADVANCEMENTPATH TO PROMOTIONMG

MT N

EEDS

RIGHT OUT OF SCHOOLPICKY ABOUT THEIR JOBSDON’T WANT BORING/STEADYWANT TO MATCH WORLDVIEW

GENERATION Y 1980 - 2000

LATEST TECHNOLOGYGOOD PAYMANAGEMENT ROLEENGAGING WORKJO

B NEE

DSPERSONAL RELATIONSHIPFUN/FRIENDS AT WORKPOSITIVITY AND SUPPORTTRAINING &MENTORINGMG

MT N

EEDS