Intergenerational Workforce

1. Intergenerational Workforce

2. Why it Matters Baby Boomers Generation X Intergenerational Workforce Millennials Harmony & Success

3. Why it Matters People are living longer Workers are staying in the workforce longer Workers are reentering the workforce after reaching retirement eligibility

4. Why it Matters Millennials are now the largest generation in workforce Different generations want different things No longer enough to talk about being good – you need to be good.

5. Why it Matters

6. Activity How well do you know yourselves?

7. Activity Work Motivators 1 Allowed to be creative 2 Rewarding experiences at work 3 Growth opportunities 4 Doing something you care about 5 Let you choose your own rewards 6 Opportunities to grow on the job 7 Freedom to use your judgement 8 Having a mentor 9 Position and power 10 Being a mentor 11 Attending conferences 12 Challenging work 13 Democratic decision making 14 Fair policies & procedures

8. Activity Pre-conceptions about: Baby Boomers Set in their ways Workaholics Out of touch Stingy/cheap Old-fashioned Digital amateurs Typical work motivators are. . . Position and power Being a mentor Attending conferences Challenging work Democratic decision making Fair policies/procedures

9. Activity Pre-conceptions about: Generation X Slackers Skeptical Rebellious Tech savvy Selfish Over-educated Only care about money Typical work motivators are. . . Opportunities to grow on the job Freedom to use your judgement Having a mentor

10. Activity Pre-conceptions about: Millennials Not loyal Entitled Lack ambition Need constant praise Goal-oriented Social media experts Always job-hopping Typical work motivators are. . . Allowed to be creative Rewarding experiences at work Growth opportunities Doing something you care about Let you choose your own rewards

11. Why it Matters U.S. Workforce Composition by Generation

12. Why it Matters

13. Why it Matters Velocity of Change in the Workplace

14. Why it Matters Velocity of Change in the Workplace Then In the past clients would get a product when it was completed. Model generations were expected to last 1 calendar year.

15. Why it Matters Velocity of Change in the Workplace NowProduct life cycles is measured by an “Internet Year” or approximately 90 days. The exponential increase of this change is driven by new customer expectations.

16. Baby Boomers Changing Trends

17. Baby Boomers Influences

18. Baby Boomers Attitudes • Optimistic • Strong belief in individual rights, equal rights • Strong work ethic • Value education • Loyal to career and employer • Value experience • Appreciate the value of a job • Consensus leadership • Challenge authority • Competitive

19. Baby Boomers Strengths • Confident • Ability to handle a crisis • Ambitious • Ethical • Hard-working • Collaborative • Teamwork • Experienced • Educated

20. Baby Boomers Weaknesses • Too opinionated • Reluctant to change • Adapts to new technology slowly • Judgmental if disagree • Workaholics • Expect everyone to be workaholics • “This is the way we’ve always done it”

21. Baby Boomers What they Want • Individual choice • Recognition • Security • Good Health • Commitment – Career and Personal

22. Baby Boomers What Skills they Need to Learn • Recognize their limitations (e.g. technology) • Be appreciative of others skills

23. Baby Boomers How to Work with Us • Identify problems while they are small • Provide recommendations as how best to proceed • If you do not know something, don’t be afraid to ask • Need to know their contributions are valued • Speak openly – direct style, in person or over the phone

24. Baby Boomers Gen X • Treat Gen X’ersas equals • Be appreciative of their skills

25. Baby Boomers Millennials • Recognize that Millennials are eager to learn • Don’t ‘baby’ or parent them • Be gracious

26. Generation X Changing Trends

27. Generation X

28. Generation X How We See Ourselves

29. Generation X How We Think Millennials See Themselves

30. Generation X How We Think Baby Boomers See Themselves

31. Generation X How We see Millennials

32. Generation X How We see Baby Boomers

33. Generation X How We think Millennials See Us

34. Generation X Smaller generation sandwiched between 2 larger generations

35. Generation X Key Influences • Energy Crisis • Dual income families and single parents • Y2K • Activism • End of Cold War • Mom works • Increase in divorce rate Divorce Lay-offs AIDS Personal computer MTV & Cable TV The Challenger Missing children on milk cartons 24 hour media

36. Generation X Family Values Latch-key kids The first “day care” generation More likely to fit work around family time Women widely expected to work outside the home Dual income families Moms have a high level of education, marry later, and have children later Dads work to be involved in the daily lives of their children

37. Generation X Volunteer Rate

38. Generation X Attributes Independent Resourceful Entrepreneurial Adaptive to change Skeptical Work/life balance Self-reliance

39. Generation X Weaknesses Cynical; skeptical Dislike authority Dislike rigid work requirements Impatient, lack people skills No long-term outlook Mistrusts institutions Rejects rules Dark side

40. Generation X Strengths Reliable Survivors Technology Savvy Works well independently

41. Generation X What We can Teach Each Other

42. Generation X What We Want Dynamic leaders Cutting-edge systems/tech Forward-thinking company Flexibility in scheduling Input evaluated on merit, not age/seniority

43. Generation X Career Advancement Pro-active approach to career development through more degrees and experiences. Training enhances their versatility in the marketplace and investment in their future. Not necessarily loyal to the company who trained them. Balance is important. Will sacrifice balance, but only occasionally. Work to live, not live to work.

44. Generation X Ethics Balance Work smarter and with greater output, not work longer hours. Self-reliant Want structure & direction Skeptical

45. Generation X How to Work With Us Allow the Gen X employee to work on multiple projects, of their choosing if possible, and prioritize their time Allow independent work Confirm that you understand and appreciate life outside of work and help your employee balance work and home Provide feedback often Be consistent in administering policies and providing rewards and recognition Show Gen Xers how they can leverage office politics to obtain their goals

46. Generation X What Skills we need to Learn We are perfect

47. Generation X Technology

48. Generation X Gen X-Millennial Communication Issues “Used to be that when I needed something done, I’d ask someone face-to-face.” “I remember the days when people started a conversation, they finished the conversation.” “Once upon a time, people would come talk to me rather than shoot me an instant message.”

49. Millennials

50. Millennials Influences Death of the land line The Internet Helicopter Parents Student Debt Crisis “Trophy Kids” Most Scheduled Childhood in History Social Media