TABLE OF CONTENTS

ARE YOU READY FOR THE NEXT CULTURAL SHIFT? PAGE 2

WHY DO GENERATIONS MATTER? PAGE 3

HOW DO I STAY ON TOP OF THE CHANGING WORKFORCE? PAGE 4

HOW DO I MANAGE DIFFERENT GENERATIONS? PAGE 5

HOW DO GENERATIONAL DIFFERENCES IMPACT THE

WORKPLACE? PAGE 6

IS THERE AN UPSIDE TO GENERATIONAL DIFFERENCES? PAGE 7

GENERATIONAL STEREOTYPES EXERCISE PAGE 7

GENERATIONAL SELF-EVALUATION PAGE 9

GENERATIONAL TRIVIA ACTIVITY PAGE 11

For the first time in American history, the workforce will soon be comprised of five generations— The Silent Generation, Baby Boomers, Gen Xers, Millennials and the emerging Generation Z. For over 30 years, the Baby Boomer generation has defined and shaped much of the workplace. However, things will shift over the next few years as the Baby Boomers start to retire and the hyper-connected, tech-savvy generations enter the workforce. Their culture will soon define how work is done.

ARE YOU READY FOR THE NEXT GREAT GENERATIONAL SHIFT?

A generation is a group of people who have shared the same events through news, music, social tone, education, parenting styles, pop culture and more during their formative years. Generations matter because they help shape a person’s core beliefs, including their feelings toward work. Understanding generational differences allows you to gain additional insight into the interpersonal attitudes of your team members, helping you determine how you should approach leading. The following table is a breakdown of the formative life experiences that each generation has encountered.

WHY DO GENERATIONS MATTER?

Organizations that implement successful generational programs position themselves to attract Gen Xers and Millennials while retaining the valued knowledge of experienced workers. The following are a few ideas to consider: • Leadership coaching: Establishing a one-on-one coaching relationship will

provide important insight on how team members prefer to be managed. This will allow a leader to adapt to some generational preferences and significantly increase employee engagement.

• Communication methods: Miscommunication or lack of communication is a common concern for all generations. While some employees may prefer verbal communication, others may prefer emails, instant messages, or e-newsletters. Use all methods to communicate to your team, and ask about their preferences to understand how you can make your communication more effective.

• Mentoring programs: Mentoring programs can be established using a variety of models and methods that appeal to all generations. The mentor role appeals to the Silent Generation and Baby Boomers, allowing them to be the experts while providing the development opportunities the emerging generations need and expect. If you are concerned with one-on-one time commitments or limited resources, think creatively to implement the plan that best fits your business and your culture. Some ideas include group programs, discussion panels, and informative roundtable discussions with subject matter experts.

• Inclusive culture: Involve employees by making them a part of decisions and solutions. Including all generations in important decisions will allow leaders to learn from and adapt to employees’ styles and preferences, as well as decrease resistance to organizational changes. All generations want to be included and are more invested when they are.

• Flexible work schedules: Allowing employees to choose a schedule that best suits their personal life appeals to all generations. While not all work environments can accommodate flexible work schedules, examining ways to accommodate this demand positions you to be a favored workplace.

HOW DO I STAY ON TOP OF A CHANGING WORKFORCE?

Although expectations and approaches toward work might be different for each generation, all generations have similar values. Focus on strengthening the shared values of:

HOW DO I MANAGE DIFFERENT EXPECTATIONS?

• Respect. Everyone wants respect, but different generations define respect

differently. For example, the Silent Generation and Baby Boomers characterize respect in terms of “my employer gives my opinions the weight they deserve.” By contrast, Gen Xers and Millennials characterize respect as “paying attention to what I have to say.”

• Learning/Education. Every employee wants to learn and be sure they have the training to do their jobs well and grow professionally.

• Feedback. According to research, most people want to know what they are doing well and learn what they can do better.

• Trust. All generations want to work with leaders they can trust. • Family. Family tops the list of values for each the generation. Family dynamics and

what constitutes family may have differing definitions, but time with their loved ones is important for each generation.

TOP WORK MOTIVATORS FOR EMPLOYEES BY AGE

AGES 25-44 AGES 45-64 1) Doing exciting/challenging work 1) Doing exciting/challenging work 2) Working with a successful organization

with a strong future 2) Doing work with a lot of variety

3) Having regular promotions up a defined career ladder

3) Working primarily on my own

4) Receiving formal recognition from my company for my work efforts

4) Working with a successful organization with a strong future

Source: Towers Watson Global Recognition Study Both age groups above are motivated by doing exciting challenging work. If you have that covered for your team members, notice the difference between the generations. What can you do to align their work motivators with your team dynamics and the work you are doing in your organization?

GENERATIONAL TEAM LEADER

LEADING A TEAM

MEMBER WHO IS A…

SILENT GENERATION BOOMER GEN X MILLENNIAL

SILENT GENERATION

As long as policy and

procedures are clear, this is a well-

oiled team who will

get the job done right the first

time.

Begin your work session

by defining how the project fits into the

“bigger picture” of the organization. Then set clear goals and

procedures to accomplish the final

project.

The team will excel by first

establishing a clear goal. Allow

room for flexibility in the

manner in which the project is completed.

Ensure success by establishing a

mentoring relationship and

sharing your knowledge. Be prepared for a product that incorporates institutional

knowledge with a creative twist.

BOOMER

Start by looking for ways to incorporate

logic, order, and structure as you plan your final

product. Be sure you understand the details before

defining how the project satisfies the “greater good” of the

organization.

Begin by connecting with your teammate and discussing the

overall impact of the assignment. This team may be less

motivated when given an unstructured

assignment without a clear tie to the “bigger

picture.”

Begin with an open dialogue about how to carry out the

project. Set clear goals to ensure a

product that’s consistent with

the agency’s needs, then step back and allow

flexibility in how the project is

executed.

Define the importance of the

project, then look for innovative ways to make a difference.

Create an agreement for providing

consistent feedback and evaluation of

progress.

GEN X

Begin by working with your teammate

to ensure a clear understanding of

processes and procedures. Then,

establish an agreement for areas

of the project that can be completed in

a more flexible manner.

This team thrives on the greater good of

the project, especially how it will benefit

them in the long run. Ensure time spent

working together is complemented with

portions of the project that can be completed

alone.

Give this team an assignment, step back and allow

them to perform. This team prefers to have fun while

they work and will thrive

with a clear understanding of what’s in it

for them.

Expect the Millennial’s

achievement-oriented personality to be a complement

to your desire to have fun while working. Before

jumping in, be sure to discuss specifics to establish a goal.

Regular feedback is key to success.

MILLENIAL

With an appreciation for

gaining road-tested institutional

knowledge, you will thrive in this

relationship. New ideas and creativity

should be interjected only after you have a

clear understanding of policies and

procedures.

Look for creative ways to incorporate

the “bigger picture” in your processes. Begin by establishing a good

relationship, then work as a team toward the final

product.

Give this team clear guidelines

and they will have fun while

producing an innovative

product. This team may feel constrained by

too many policies and procedures — allow them space to add creativity.

This is a team that will take on new

responsibility and excel. The sky is the limit for this team - it may be helpful to

give clear boundaries on a

project to stay on track. Be careful not

to jump in before you understand the

details!

HOW DO GENERATIONS IMPACT THE WORKPLACE?

Organizations that embrace change and diversity, improve retention while remaining competitive in today’s job market. Small businesses in particular should strive to empower people-focused leaders that are considerate of each team members’ generational needs. Your employees are investors in your organization. Leaders who demonstrate an appreciation of employees who choose to invest their knowledge, skills, abilities, time, and effort in the organization will resonate with all generations.

To help your team better understand and appreciate the differences between the four generations, take them through the following Generational Stereotypes Exercise to discuss the stereotypes and strengths of each generation. Divide team members into four groups. The size of each of the four groups will depend on the size of your team—four to five team members per group is ideal, but you can have larger or smaller groups if necessary. Assign a generation to each group (Silent Generation, Baby Boomers, Gen Xers and Millennials).

GENERATIONAL STEREOTYPES EXERCISE \

IS THERE AN UPSIDE TO GENERATIONAL DIFFERENCES?

Ask each group to identify the perceived traits; strengths and weaknesses; the best and worst things about your assigned generation. Encourage each team to come up with a comprehensive list within the given timeframe. Noted below are some examples you may want to share to get the groups thinking:

• The Silent Generation is afraid to switch careers. The Silent Generation has a strong work ethic. The Silent Generation is rigid in their time management approach.

• Baby Boomers are cautious about change. Baby Boomers are not up on technology. Baby Boomers feel very loyal to the organizations they work in.

• Gen Xers are always seeking work-life balance. Gen Xers are cynical.

• Millennials are young. Millennials are tech-savvy. Millennials are lazy. Millennials are entitled.

Review the stereotypes for each generation. Many stereotypes arise because there is some element of truth. Next, ask each group to place a positive spin on each of the stereotypes they noted. For example: Stereotype: Millennials are lazy. Positive spin: Millennials like shortcuts and applications that auto-update, driving efficiency and decreasing the time spent on manual work.

Bring the larger group back together to debrief. Pick one or two of the stereotypes and positives spins from each group to discuss as a larger group. Here are some questions to ask the group:

• Was it easy to quickly list the traits, strengths and weaknesses along with the best and worst of your assigned generation? Were negative or positive traits easier to come up with?

• Was it easy to come up with a positive spin for each stereotype? Why or why not?

• What benefits do you see from a multi-generational workforce?

• What insights did you gain from this exercise that will impact how you communicate with and view other employees?

To help team members better understand which generation they relate to best, administer the following Generational Self-Evaluation.

Step 1: Using the evaluation form on the next pages, circle the description that best describes your perception of work in each row. Step 2: Add up score in each column and then add those together to get your total score. Step 3: Determine which generation you identify with most using the information below.

If you scored 14-16, you think like the Silent Generation. If you scored 10-12, points you think like a Baby Boomer. If you scored 6-8 points, you think like Generation X. If you scored below 6 points, you think like a Millennial (Generation Y).

Step 4: Debrief with the team. Some questions to ask:

What was your score? What does this mean for our team? How should we balance things if we are all like-minded thinkers? How do we embrace our differences if we don’t have similar scores?

GENERATIONAL SELF-EVALUATION

4 3 2 1

ATTITUDE TOWARD WORK ASSIGNMENTS

If they say “jump,” I say “how high?”

If they say “jump,” I think

about doing it a better way, then I

jump.

If they say “jump,” I want to know what’s in it

for me.

If they say “jump,” I say

“why?”

ROLE OF WORKING WOMEN

Women should stay home and raise children.

Women have come a long way. Some women are even capable of

high level positions within an organization.

Women should have the same

opportunities as men in the workplace.

Is there a difference

between women and men?

PERCEPTION OF WORK LIFE

I’ll work at the same company from cradle to

grave.

I’ll work at the company into

my 60’s and then maybe do

something else.

I’ll work at a job until something

better comes along. More

money is always better, but

opportunity for quick

advancement is best. I don’t want to jump through endless hoops to

get promoted.

Work? I thought we were

supposed to have fun and

experience all we could. If it

feels like work, I don’t want any

part of it.

ATTITUDE TOWARD WORKING

HOURS

Working long hours every day

shows your commitment to

the organization. My family will

always be there, but the company may fail if I don’t

work hard.

It’s hard to balance work

and family, but work should come before

family if a choice needs to be

made.

I’ll work 8-5, unless

something very important comes up. Flexibility on the job is really

important to me.

Standard working hours?

If there’s nothing interesting to do at work, I should be able to come

home. Coming in early is also a

problem.

TOTAL

GENERATIONAL SELF-EVALUATION

GENERATIONAL TRIVIA ACTIVITY

TRIVIA CARDS

1940’s

To great fanfare, this man became the leader of Great Britain in 1940.

___________________________________

1940’s

In 1948, this man became the first African American to break the color

barrier in Major League Baseball.

____________________________________

1940’s

In 1945, the atomic bomb was first tested in which U.S. state?

___________________________________

1940’s

This was invented in 1948 in Switzerland by George de Mestral.

____________________________________

This activity is designed to create a human connection with team members from varying generations to convey that you are listening and want to learn from them. Print off and cut out the trivia cards and then pass them out to your team members. Have them answer their cards independently first. Next, have them move around the room to discuss and compare answers. Finally, share answers and debrief the exercise with the following questions:

What was the purpose of this exercise? What did you learn? How can we take these learnings back to our work?

1950’s

Which American civil rights leader refused to give up her seat?

___________________________________

1950’s

In 1954, what words were added to the Pledge of Allegiance?

____________________________________

1950’s

What popular toy came out in 1958?

___________________________________

1960’s

What was the Coca-Cola Company's first diet drink? (Hint: it launched in 1963.)

____________________________________

1940’s

What classic novel dystopian future came out in 1949?

___________________________________

1950’s

What year did Disneyland open?

___________________________________

1960’s

What TV series debuted in 1966, letting us boldly go where no man has gone before?

___________________________________

1960’s

Who sang "Doo Wah Diddy Diddy?"

___________________________________

1960’s

What event ended with the statement: "Good wishes, good day and a good life?"

___________________________________

1960’s

What was the name of the event where CIA-trained forces of Cuban exiles

attempted to invade southern Cuba in an effort to overthrow Fidel Castro in 1961?

____________________________________

1970’s

What is the highest grossing film of the 1970s?

___________________________________

1970’s

Who defeated Muhammad Ali at Madison Square Garden in March 1971?

____________________________________

1970’s

Who resigned as Vice President of the Unite States in October 1973?

___________________________________

1970’s

What is the title of Stephen King's first published novel in 1974?

___________________________________

1970’s

What group named their popular band after the lead singer’s high school gym

teacher?

___________________________________

1980’s

What album released in 1982 is still the best-selling album of all time?

____________________________________

1980’s

What 80s band got their name from the 1960s movie "Barbarella?"

___________________________________

1980’s

Who won four gold medals in the 1984 Olympics?

____________________________________

1980’s

What football team had the rap music hit "The Super Bowl Shuffle?"

___________________________________

1980’s

What speed did Marty in “Back to the Future” have to reach to activate the flux

capacitor?

___________________________________

1990’s

What was the name of the first cloned sheep?

___________________________________

1990’s

Which hockey superstar announced his retirement in 1999?

____________________________________

1990’s

Which political leader voted for the first time in his life in 1994?

___________________________________

1990’s

What was the name of the handheld digital pet that was popular with children

in the 1990s?

____________________________________

2000’s

Who jumped on Oprah's couch because he was in love?

___________________________________

2000’s

Which game show was Ken Jennings playing on when he won over $2.5

million?

___________________________________

2000’s

Who was elected Governor of California in

2003?

___________________________________

2000’s

What is the name of the final Harry Potter book published in 2007?

____________________________________

ANSWER KEY

1940’s Q: To great fanfare, this man became the leader of Great Britain in 1940. A: Winston Churchill

Q: In 1948, this man became the first African American to break the color barrier in Major League Baseball. A: Jackie Robinson

Q: In 1945, the atomic bomb was first tested in which U.S. state? A: Nevada

Q: This was invented in 1948 in Switzerland by George de Mestral. A: Velcro

Q: What classic novel dystopian future came out in 1949? A: 1984

1950’s Q: What year did Disneyland open? A: 1955

Q: What popular toy came out in 1958? A: The Hula Hoop

Q: In 1954, what words were added to the Pledge of Allegiance? A: “Under God”

Q: Which American civil rights leader refused to give up her seat? A: Rosa Parks

1960’s Q: What was Coca-Cola Company's first diet drink? (Hint: it launched in 1963.) A: TaB

Q: What TV series debuted in 1966, letting us boldly go where no man has gone before? A: Star Trek

Q: Who sang "Doo Wah Diddy Diddy?" A: Manfred Mann

Q: What event ended with the statement: "Good wishes, good day and a good life?" A: Woodstock

Q: What was the name of the event where CIA-trained forces of Cuban exiles attempted to invade southern Cuba in an effort to overthrow Fidel Castro in 1961? A: The Bay of Pigs Invasion

1970’s Q: What group named their popular band after the lead singer’s high school gym teacher? A: Lynard Skynard

Q: Who defeated Muhammad Ali at Madison Square Garden in March 1971? A: Joe Frazier

Q: Who resigned as Vice President of the US in October 1973? A: Spiro Agnew

Q: What is the title of Stephen King's first published novel in 1974? A: Carrie

Q: What is the highest grossing film of the 1970s? A: Star Wars

1980’s Q: What album released in 1982 is still the best-selling album of all time? A: Thriller

Q: What 80s band got their name from the 1960s movie "Barbarella?" A: Duran Duran

Q: Who won four gold medals in the 1984 Olympics? A: Carl Lewis

Q: What football team had the rap music hit "The Super Bowl Shuffle?" A: The Chicago Bears

Q: What speed did Marty in “Back to the Future” have to reach to activate the flux capacitor. A: 88 mph

1990’s Q: What was the name of the first cloned sheep? A: Dolly

Q: Which hockey superstar announced his retirement in 1999? A: Wayne Gretzky

Q: Which political leader voted for the first time in his life in 1994? A: Nelson Mandela

Q: What was the name of the handheld digital pet that was popular with children in the 90s? A: Tamagotchi

2000’s Q: Who jumped on Oprah's couch because he was in love? A: Tom Cruise

Q: Which game show was Ken Jennings playing on when he won over $2.5 million? A: Jeopardy

Q: Who was elected Governor of CA in 2003? A: Arnold Schwarzenegger

Q: What is the name of the final Harry Potter book published in 2007? A: "Harry Potter and the Deathly Hallows"

CONCLUSION Learning how generational differences impact the workplace and what you can do as an employer to maximize the benefits and minimize the challenges will help you take advantage of your diverse workforce. If you have further questions, please feel free to reach out to our Human Resources team at 1-800-748-5102 or humanresources@helpside.com. The PDF versions documents and forms in the toolkit can be found at: www.helpside.com/gen-management-toolkit