1. Surviving and Thriving in a Multi-Generational Workforce 2. 1. Gain an understanding of different generations in the workforce and what makes each important on your team 2. Identify effective strategies for working in multigenerational workplaces and teams 3. Learn what Millennials are looking for and how to mentor them appropriately 3. 1st time in US History! 4. 1922-1944 1945-1964 1965-1979 1980-2000 5. Important events included: The Great Depression WWII Disney releases its first animated feature (Snow White) The Korean War Sputnik went into Orbit You might be a veteran if You have the ability to entertain yourself without a TV, in fact you remember the days before TV Popular Technology: Radio 6. Aging with Technology 7. Important events included: Man walks on the Moon Civil Rights Woodstock Deaths of JFK and Martin Luther King Vietnam War begins You might be a Boomer if you can complete these sentences When the Beatles first came to the U.S. in early 1964, we all watched them on the ______show "Get your kicks, ________________ Popular Technology: Television 8. Important events: The Cold War (remember getting under your desk?) Challenger Shuttle Explodes on Takeoff Berlin Wall Dismantled Fall of Communism in Eastern Europe U.S. Troops go to Persian Gulf for the 1st time AIDS Identified You might be a Gen Xer if Schoolhouse Rock played a HUGE part in how you actually learned the English language. I know what a Bill (sittin up on Capital Hill) is thanks to that show!! Popular Technology: Computers 9. Important Events: Death of Princess Diana Death of Mother Teresa Columbine 9/11 World Center Attacks War begins in Iraq for a 2nd time You might be a Millennial if Blog, Facebook, Instagram, IM, text messaging, and other social media are a regular part of your daily life Popular Technology: The internet, cell phones 10. What Makes Millennials Different? 11. 94% of Millennials state they respect older generations 12. Looking for meaningful work Seeking challenge Chance to prove themselves and show they can perform well Enjoys contact with people Desire to be in a position of responsibility Resents being looked at as though they have no experience Tends to be more job mobile Less respectful of authority Who does this describe? 13. Training and Development Journal Sorry Boomers, the other generations in the workforce didnt like you when you started working! Every generation that enters the workforce makes waves! 14. Every generation that enters the workforce makes waves! 15. Veterans Boomers Gen Xers Millennials Career Goals Build a legacy Build a stellar career Build a portable career Build parallel careers Rewards Satisfaction of a job well done Money, title, recognition, corner office Freedom is the ultimate reward Work that has meaning for me Work-Life Balance Support me in shifting the balance Help me balance everyone else and find meaning myself Give me balance now! Not when Im 65 Work isnt everything. Need flexibility to balance my other activities Job Changing Carries a stigma Puts you behind Is necessary Is part of the daily routine Training I learned the hard way, you can too! Train em too much and theyll leave The more they learn, the more theyll stay Continuous learning is a way of life Source: When Generations Collide 16. Veterans Assets: Experience, enhanced knowledge, dedication, focus, loyalty, stability, emotional maturity, perseverance Possible issues: Reluctant to buck the system, uncomfortable with conflict, may want to keep things the way they are Messages that Motivate: Your experience is respected here Rewards: Tangible symbols of loyalty, commitment, and service including plaques and certificates Methods of Communication: Memos, letters and personal notes 17. Baby Boomers Assets: Service orientation, dedication, team perspective, experience, knowledge Possible issues: May put process ahead of results Messages that Motivate: We need you, Your opinion is valued Rewards: personal appreciation, promotion, and recognition Methods of Communication: phone calls, personal interaction 18. Generation X Assets: Adaptability, techno-literacy, independence, creativity, willingness to buck the system Possible issues: Skeptical, may distrust authority Messages that Motivate: Do it your way, there arent a lot of rules around here Rewards: Free time, opportunities for development, certifications to add to their resumes Methods of Communication: Voice mail, email 19. Millennials Assets: Collective action, optimism, ability to multi-task, and technologically savvy Possible issues: Need for supervision and structure, inexperience- particularly when dealing with difficult people Messages that Motivate: Your work makes a huge difference here Rewards: Awards, certificates, tangible evidence of credibility Methods of Communication: texting, instant messaging, 20. FOCUS: on the similarities of the four generations. We all want to be successful in our careers. We all have hopes and dreams. 21. UNDERSTAND: the differences between the way the generations approach work. OPTIMIZE: the strengths of each group: Traditionalists are loyal employees. Boomers are highly optimistic. X-ers value independence and flexibility. Millennials value teamwork and personal connection. 22. REALIZE: the possible weaknesses of each generation. Younger workers may not see the potential hazards and pitfalls of business. They dont have the knowledge of what has worked in the past and what has been a total failure. Older workers may be too focused on the way things have always been done and thus be resistant to accepting new procedures and new technologies. 23. Mentoring Program Purpose Value Mentors/Advisors Design Method Baby Boomer Run Career Advancement Mentee/learner gains understanding and skills People with higher status and knowledge One-to-one mentoring: Long-term relationships Face-to-face Millennial-Run Primary Learning Rapid dissemination of knowledge Anyone with knowledge the learner needs Networked relationships: Time determined by needs Virtual Know What Millennials think of Mentoring! Mentoring Matters! 98% of Millennials believe working with a mentor is a necessary component in development. PowerhouseCoopers Global CEO Survey cited in If You Want to Retain Your Best Young Workers, Give Them a Mentor Instead of Cash Bonuses by Vivian Giang, July 2011 24. Comparing Millennials with the NEXT Generation Millennials (1980-2000) Generation Z (2000-2021) 1. Adventurous 1. Cautious and safety preoccupied 2. Green friendly, but self-indulged 2. Green-biased; focus on conservation 3. Secure; high self-esteem 3. Insecure; seeking identity 4. Easy come, easy go 4. Calculated 5. Poor at finances 5. Frugal stewards of resources 6. Dependant upon parents/adults 6. Self-reliant 7. Optimistic and progressive 7. Realistic and pragmatic 8. Cause-oriented 8. Issue-oriented 9. I want it all 9. I seek balance; trade-offs 10. Nave 10. Globally savvy and aware 25. Generation Z Want an active role in their communities, and families and will likely want this from work. They are eager to have an impact Far more ethnic diversity. Caucasians may become a minority for this generation In comparison to Millennials, their parents are more likely to be hands off and provide opportunities for learning and growth There is a good chance they will be able to hit the ground running as shifting education styles have focused more on soft skills Growing up in the worst economic conditions since the great depression, they will likely be financially savvy, cautious, an frugal Strong likelihood they may become a strong entrepreneurial generation Will be the most technologically advanced generation in history 26. Jennifer Fisher jennifer@jenthreepointzero.com Download this presentation from: Twitter: Jenfisherfw www.jenthreepointzero.com