Handling Your Multi-Generational Workplace!

TRAINING PROGRAM FOR COMPANIES

Learning Objectives

Top Myths Regarding Generations

Definition of Generational Cohorts and Conflict

Who are the Generations in the Workplace?

Generational Values and Expectations

Generations by Major Country

Managing Younger and Older Bosses

Implications of a Multi-Generational Workforce

Management Best Practices for Each Generation2

Generations Defined

A generational cohort is defined by common tastes, attitudes, and experiences which is a product of its times.

Those times encompass a myriad of circumstances—economic, political, social and of course, demographic.

People resemble their times more than they resemble their parents.

All members of a generation are deeply affected by the personality of their cohort group—their generation!

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21st

Century - Generations

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• 1927 – 1945

• 70- 88 years oldMatures

• 1946 – 1964

• 51 – 69 years oldBaby

Boomers

• 1965 – 1980

• 35 – 50 years oldGeneration

X

• 1981 - 1999

• 16 – 34 years oldGeneration

Y

• 2000 and later

• 15 years and youngerGeneration

Z

Median Ages:

US - 36.82010 Census

The Future is Gen Y!

42%

31%

15%

28%32% 32%

30%

35%

49%

2%4%

0%

10%

20%

30%

40%

50%

60%

2010 2015 2020

Boomers Gen X Gen Y Gen Z Linear (Gen Y)

By 2025, Gen Y will account for +50% of the Global Workforce!

Source: Bureau of Labor Statistics, 2015 5

Generation Y

Approx. 35% of current

workforce

Age 16 to 34

Also known as• Millennials

• The Net Generation

• The Digital Generation

• Yers

• Digital Natives

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“No child left behind”

– George W. Bush

Major Events Shaping Gen Y

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What Millennials

Expect From

Employers

1. Work/Life

Balance/Integration

2. Employee Recognition

3. Loyalty – Career

Development

4. Respect

5. Open Communication

– Feedback!

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“43% of Gen Yers Will Look for New Employment in 2015!”--Aon/Hewitt Survey

Management Best Practices

Gen YVeterans Boomers Gen XersPosition yourself as a

dynamic source of learning,

providing resources, tools

and learning goals as

needed. Establish coaching

relationships.

Show Yers you genuinely

care about their success in

your organizations—and in

life. Create the culture of

fun and productive but

provide structure as well.

Encourage their self-

assuredness and “can-

do” attitude.

Treat Yers as

colleagues. Leverage

their comfort of teams.

Encourage cross

functional teams.

Provide Gen Yers with a

continuous sense of

ownership in their tasks and

increased sense of

responsibility so they know

your organization trusts

them. Remember Gen Yers

are used to loving parents

and events as children. Do

not ignore them.

Deliver praise, recognition

and rewards for good

performance immediately.

Let Yers know what they

are doing well today and

how they can improve

today.

Provide managerial

direction in detail.

Be sure to make work

ethic, customer service

skills and time

management skills the

focus on Yers initial

training.

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Lyndon B. Johnson

“If future generations are

to remember us more with

gratitude than sorry, we

must achieve more than

technology. We must also

leave them a glimpse of

the world as it was

created, not just as it

looked when we got

through with it.”

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Di Ann Sanchez, PhD, SPHR, SHRM - SCP

729 Grapevine Hwy., Ste. 434Hurst, TX 76054

~ By Appointment Only ~

800-254-8505 (Phone)

817-900-8648 (Fax)

diann@diannsanchez.com

www.diannsanchez.com

www.dashrconsulting.com

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Questions?

Call or email for a confidential telephone consultation.

Solutions:

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References:

“Does The Boss Know Best?: A study in performance management reactions by generation.”

• Sanchez, D (2013)

“Generational differences in psychological traits and their impact on the workplace.”

• Journal of Managerial Psychology, 23(8), 862-877

• Twenge, J. M. & Campbell, S. M. (2008)

“A review of the empirical evidence on generational differences in work attitudes.”

• Journal Business Psychology, 25, 201-210

• Twenge, J.M. (2010)

“Generational differences in personality and motivation.”

• Journal of Managerial Psychology, 23(8), 878-890

• Wong, M., Gardiner, E., Lang, W. & Coulon, L. (2008)

“Generations at work: Managing the clash of Veterans, Boomers, Xers, and Nexters in your workplace.”

• Saranac Lake, NY: AMACOM

• Zemke, R., Raines, C. & Fliipcak, B. (2013)

“Generations and Geography. Understanding the Diversity of Generations around the Globe.”

• Erickson, T. J. & Bevins, T. (2011)

“Managing the Generation Mix”

• Martin, C.A. & Tulgan, B. (2006)

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