Four Generations Working Together

Four Generations Working Together Puget Sound Business Travel Association Seattle| Sept. 2012 Juliann 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

Relevance • Generational 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 • Definedby 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?

SNAPSHOT

Pre-Boomers

Boomers

Gen X

Gen Y

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

Four Generations Working Together

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