INTRODUCING BABY BOOMERS, GENERATION X, AND MILLENNIALS LIFE EVENTS WORK STYLE MOTIVATION BABY BOOMERS GENERATION X MILLENNIALS 1946 The Vietnam War The Civil Rights Movement The AIDS crisis The fall of the Berlin Wall 9/11 The Oklahoma City bombing In person or on the phone. OLD SCHOOL TECH SAVVY SHORT AND SWEET GIVE RESPONSIBILITY GIVE OPPORTUNITY GIVE INDEPENDENCE TITLE RECOGNITION MEANINGFUL WORK MORE FREEDOM WORKAHOLICS MULTITASKERS EXTRAORDINAIRE HIGHLY INDEPENDENT CONSTRUCTIVE CONSISTENT SELF-SUFFICIENT ONE-ON-ONE DIGITALLY INDEPENDENTLY APPRECIATION NETWORKING ACHIEVEMENT 1964 1965 1981 1982 2000 Let them know their contributions are valued. Foster authority by encouraging them to train others. Allow schedule flexibility and opportunities to collaborate and network. Deliver constant feedback and praise. Face to face, email, text messaging. Messaging technology must be available 24/7 1 , whether in meetings, in the job, or in the field. Promote freedom, creativity, and independence. Motivated by quality. Efficient workers. Goal oriented, social, and entrepreneurial. Appreciate hands-off structure and direction. Keep it positive. Boomers respond well to constructive, but not negative, feedback. 2 Feedback should be delivered all at once. On-demand feedback is absolutely necessary. Think weekly check-ins rather than annual reviews. Constant feedback is not necessary. 3 GenXers are highly self-motivated. The best feedback is showing them they’re doing well by rewarding them with more freedom. In-person lectures and workshops, small group sessions. eLearning (especially with mobile applications), collaborative learning using technology. 4 eLearning, role play activities, self-study, in-the-field training. Recognition from the public and peers, achieving career goals. Achieving success faster, the opportunity to network. 5 Achieving career goals, the opportunity to mentor. Direct and immediate. This means short and to the point, whether face to face, email, or voicemail. ! ! ! 24 THE TERM “GENERATION GAP” HAS NEVER BEEN SO RELEVANT. AS BABY BOOMERS EXIT THE WORKFORCE, MILLENNIALS ENTER IT, AND GENERATION X NAVIGATES UNCERTAIN — AND OFTEN UNPLANNED—LEADERSHIP TRANSITIONS, YOUR EMPLOYEES’ GENERATIONAL AFFILIATIONS WILL CHANGE HOW YOU NEED TO COMMUNICATE, DELIVER FEEDBACK, ENGAGE, AND DEVELOP. MOTIVATING, ENGAGING, AND DEVELOPING BY GENERATION FROM BOOMERS TO MILLENNIALS: Managing different workforce generations Workaholics Highly social & collaborative Independent Status in the workplace Freedom On-demand feedback WEEKLY REVIEWS Boomers work hard and diligently to eventually be known as Vice President or Director. Millennials want to know their contributions are valued and that their skills are being used. They work to live, not live to work. Gen X employees put in long hours, but do so to earn the right to travel, among other perks. GX ML BB GX ML BB GX ML BB GX ML BB GX ML BB GX ML BB GX ML GX ML BB BB MOTIVATING, ENGAGING, AND DEVELOPING BY GENERATION FROM BOOMERS TO MILLENNIALS: Your workforce is evolving. Discover more ways that Cornerstone can help you meet the challenges head-on! Learn More VIEW SOURCES YOU MIGHT ALSO BE INTERESTED IN: © 2015 Cornerstone OnDemand, Inc. All Rights Reserved. Cornerstone OnDemand is a leader in cloud-based applications for talent management. Our solutions help organizations recruit, train, manage and connect their employees, empowering their people and increasing workforce productivity. To learn more visit csod.com Employees Have Spoken View Toxic Employees in the Workplace View An Engaging Employee Experience View HOW DO THEY PREFER TO COMMUNICATE? HOW CAN YOU ENGAGE, MOTIVATE, AND INSPIRE THEM? WHAT IS THE BEST REWARD FOR THEM? HOW ARE THEIR WORK STYLES DIFFERENT? WHAT KIND OF FEEDBACK DO THEY PREFER? HOW DO THEY WANT TO LEARN? WHAT MOTIVATES THEM TO LEARN?