Recruiting & Retaining Multi-Generational Providers

1. Recruiting & Retaining Multi-Generational Providers Alysa Bostick Director of Physician Relations & Marketing Wilmington Health

2. Who Are They?4 GENERATIONSSIDE-BY-SIDE • 50 years between the oldest and youngest employees • Each of Four Generations • diverse perspectives, -motivations, • attitudes and -needs • They have changed the dynamics of the workforce • Insight into the differences among the generations can help you • better understand the needs and expectations of your team in an age-diverse workforce. • Learn the motivations and generational footprint of each segment to leverage your talents

3. Who are they? • The Traditionalists - Born between 1927 and 1945 • The Baby Boomers - Born between 1946 and 1964 • Generation X – Born between 1965 and the early 1980s • Generation Y – Born in 1980 or later

4. The Traditionalist LEADERS IN DOING IT THE WAY IT HAS ALWAYS BEEN DONE • Hardworking: • Consider Working a Privilege • Believe you “earn your way” • Loyal: • Civic-minded, Loyal to country and employer • Less likely to change • Submissive: • Raised to respect authority -Team Players • Not likely to initiate conflict • Traditional: - Prefer traditional education - Favor conventional business models - Prefer top-down chain of command • Tech-Challenged: • Slow to change their work habits • Less technologically adept Struggle to learn new processes

5. Baby Boomers • Work-Centric: • Hard working, motivated by position, perks and prestige • Define themselves by their accomplishments • Often criticize younger generations for a lack of work ethic and commitment to the workplace • Independent: • Confident, independent and self-reliant • Grew up in an era of reform and believe they can change the world • Not afraid of confrontation and challenge established practices • Goal-Oriented: • Achievement-oriented, dedicated and career-focused. • Welcome exciting, challenging projects and strive to make a difference. • Competitive: • Equate work and position with self-worth • Clever, resourceful and strive to win. • Potential difficulty adjusting to workplace flexibility trends. • Believe in "face time" at the office

6. Generation X • Individualistic: • Independent, resourceful and self-sufficient. • Values freedom and responsibility. • Many display a casual disdain for authority and structured work hours. • Dislike being micro-managed and embrace a hands-off management philosophy. • Technologically Adept: • First generation to grow up with computers • Technology is woven into their lives • Comfortable using PDAs, cellphones, e-mail and laptops • Flexible: • Less committed to one employer and more willing to change jobs to get ahead than previous generations. • Adapt well to change and are tolerant of alternative lifestyles. • Ambitious and eager to learn new skills • Want to accomplish things on their own terms • Value Work/Life Balance: • Work to live rather than live to work. • Appreciate fun in the workplace • Work hard/play hard mentality

7. Generation Y • Tech-Savvy: • rely on it to perform their jobs better • plugged-in 24 hours a day, 7 days a week • prefers to communicate through e-mail and text messaging rather than face-to-face contact • prefers webinars and online technology to traditional lecture-based presentations • Family-Centric: • willing to trade high pay for fewer hours, flexible schedules and a better work/life balance • prioritize family over work • Achievement-Oriented: • high expectations of their employers, seek out new challenges and are not afraid to question authority • want meaningful work • Team-Oriented: • value teamwork and seek the input and affirmation of others • loyal, committed and wants to be included and involved • Attention-Craving: • crave attention in the forms of feedback and guidance • appreciate being kept in the loop and seek frequent praise and reassurance. • benefit greatly from mentors

8. What do you think? • Which of the following is important for a Baby Boomer (Born 1946-1964)? • Build parallel careers. • Build a stellar career. • Build a legacy. • Build a portable career. • Which of the following is important to Generation Xers (Born 1965-1980)? • Give me balance now, not when I'm sixty-five. • Support me in shifting the balance. • Help me balance everyone else and find meaning myself. • Work isn't everything; flexibility to balance my activities is. • Your response? _______________________ • Which of the following feedback do Millennials (Born 1981-1999) prefer? • Sorry to interrupt, but how am I doing? • Once a year, with lots of documentation. • No news is good news. • Feedback whenever I want it, at the push of a button.

9. Recruiting • Traditionalists: • Not going anywhere-by choice • Baby Boomers: • Interest ignited by • Title -Balanced Schedule • Control -Safety • Generation X: • Looking for something better • Increased income -Title/Promise of title • Positive Enviroment • Millennials: • Always looking • More $ -Sign-on bonus • Affirmation of Importance

10. Career Goals • Traditionalists: • One lifetime career with one employer • Loyal, Bricks & Mortar Folks • Baby Boomers: • Followed Traditionalist- Successful but becoming wary • Tired-Questioning where they’ve been and where they’re going • Generation Xers: • Becoming Concerned with Healthcare Reform • Focusing on building skills and expertise to take with them-if they need to • Millennials: • Multi-taskers, pursue more than one line of work at the same time • Will stay or go… not if-when

11. Retaining -Balance • Traditionalist: • Support me in shifting the balance. • Reduced Work hours with continued involvement/support • Baby Boomers: • Help me balance everyone else and find meaning myself. • Clear Economic Expectations for work produced/frequently provided • Control to work 4 or 4.5 days -call factoring • Generation X: • Give me balance now, not when I'm sixty-five. • Economic achievement for hard work-demonstrated numbers • Reduced work schedules based on life demands/fluctuate to 4 days/comp time • Millennials: • Work isn't everything; flexibility to balance my life is priority. • Control over work schedule- 3-5 days, Comp time

12. Retaining-Communication & Feedback • Traditionalists: • No news is good news • Assume they will be consulted on major events given their knowledge of history in the profession • Baby Boomers: • Expect to hear they are anchoring the boat • Prefer to know details • Generation X: • Just need to know they are valued/verbally is fine • Want to understand their impact on the mission • Millennials : • Feedback whenever I want it at the push of a button • Advantageous to keep engaged or may wander