Four Generations Working Together Puget Sound Business Travel Association Seattle| Sept. 2012 Juliann Wiese Director Talent Management and Development.

Four Generations Working Together

Puget Sound Business Travel Association

Seattle| Sept. 2012Juliann 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

RelevanceGenerational 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

Defined by 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?

Pre-Boomer

Boomer Gen X Gen Y

Attire Formal Bus. Casual(smart)

Bus. Casual (relaxed)

Casual and comfortable

Work Environment

Office only Long hours office and home

Office, home, flex schedule

Mobile anywhere ROWE

Motivators Self-worth/Loyalty

Salary/Recognition

Security/Flexibility

Personal Life/Fun/ Relationships

Mentor Wisdom and Experience need to be utilized

Pay your dues, earn your place

Don’t Micromanage me

Coach me/Involve me/Support me

Communicate Formal – face to face

Face to Face Email/ phone/Web

IM/Text

Career One job for life

Excel at what you do

Transferable career

Goes where the fun is

SNAPSHOT

Pre-Boomers

Supporting Them Bring Out Their Best Working Together The Last Word

Ask questions

Respect their knowledge

Avoid techno-babble

Adapt the work (print size)

Reward publicly

Provide opportunities for knowledge transfer

Ask for their opinions

Harness their expertise

Demonstrate loyalty

Offer flexible work solutions

Consider using a more formal approach

Make and keep appointments

Face to face is preferred

Respect me

From the children are seen and not heard era

Command and control style

Work ethic is power

I am my work

Grew up in the Depression / WW2

Boomers

Supporting Them Bring Out Their Best Working Together The Last Word

Respect their knowledge

Upgrade their technology skills

Avoid techno-babble

Cross mentor

Encourage to challenge the status quo

Adapt work environment

Offer flexible work solutions

Support programs that bridge retirement

Socially conscious work opportunities

Allow telecommuting

Reward with title and position

Recognize and reward

Speak face to face

Counsel respectfully

Listen to their advice

Avoid age jokes

Get to know who they are not just what they do

Value me

Civil rights, women’s rights

Job opportunity abundant

Workaholic

Epidemic divorce

Work experience is power

I live to work

Gen X

Supporting Them Bring Out Their Best Working Together The Last Word

Help grow their resume

Be authentic – walk the talk

Provide career-paths

Informal approach

Guidelines vs. policies

Explain the what, not the how

Individualize training plans

Provide meaningful work

Create a fun environment

Relax the work settings

Create flexible benefits and rewards

Offer lateral moves

Let go of pay your dues thinking

Avoid micromanaging

Support life goals alongside career goals

Ask what do you think

Involve them in strategy and planning

Acknowledge efforts

Engage in open and honest dialogue

Be open minded to creative ideas

Be flexible with work hours

Manage less structurally

Invest in me

I work to live

Columbine

Global warming

Personal Computers

Realists

Loyalty to self

Values work life balance

Gen Y

Supporting Them Bring Out Their Best Working Together The Last Word

Provide stimulating work

Avoid micromanaging

Attach rewards to performance

Offer project based work

Embrace social media and technology

Offer career-paths

Educational reimbursement

Promote lateral moves

Offer individualized attention

Provide internet discussion groups

Leading edge training programs

Shortened training periods

Flexible benefit and work options

Promote autonomy with boundaries

Make work fun and build in humor

Ask about friends, families and hobbies

Give them real responsibility

Encourage input

Provide for coaching and mentoring

Avoid hierarchy

Informal communication

Show commitment to growth and development

Be transparent and honest

Follow policies that promote teamwork, diversity, inclusion

Open space office concepts for idea sharing

Show appreciation for tech-savvy skills

Mentor me

I work to play

9/11

Cell phones/internet/iPods

Blended families the norm

Environmentally and civically minded

Raised with limited rules

Desensitized

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