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Understanding Generational Differences

Keys to Managing and Communicating with a Multigenerational Workforce

Jim Sorensen Consulting

Learning Objectives• Ident i fy the chal lenges of managing a

mul t i -gener at ional wor k for ce.• Under stand how each gener at ion

needs/wants di f fer ent th ings in the wor k place – and how you can wor k mor e ef fect ively wi th these di f fer ences.

• Mak e avai lable the gener al t r ai ts, values and wor k place desi r es for each gener at ion and suggest ions on how to r ecr u i t , t r ain and r etain them.

For the first time in history, four generations are in the workplace

at the same time

Is Your Context Working

Each generation imagines itself to be more intelligent than the one that went before it, and wiser than the one that comes after it.

George Orwell

Context

AttitudesBeliefs

Truths

Opi

nion

s

Context Creates Results

Context

Emotions

Behavior

Results

Setting Your Context

Compassionate Explorer Mode

• Honors Differences—sees the value of different perspectives (open minded)

• Inclusive of others and their perspectives• Listens to learn• Actively engages with others

And the opposite mode would be?

Veter ans

Veteran Motivation Strategy

Potential Benefits?Potential Problems?

DO HAVE

Veterans• 15% of the wor k for ce. • Dedicated to wor k and fami ly. • St r ong job loyal ty and usual ly r et i r e af ter

30 year s.• Respect fu l to author i ty, they fol low

leader ship by author i ty. • Mak e a lot of per sonal sacr i f ices in

r elat ionships. • Wi l l do whatever i t tak es to get ahead. • A l though r ecogni t ion is not ex pected, i t i s

appr eciated.• Main tur nof f is vu lgar i ty.

Baby Boomers

Boomer Motivation Strategy

Potential Benefits?Potential Problems?

DO BEHAVE

Baby Boomers• Almost hal f of the act ive labor for ce. • Bel ieve that mor e ex per ience br ings r ewar ds.• Dedicat ion and loyal ty is not as evident as wi th the

Veter ans as they need to move ar ound to k eep happy.

• They have a har d t ime balancing wor k and l i fe issues.

• K eep themselves on a schedule by car r y ing day t imer s or palm pi lots.

• Mor e center ed on per sonal needs, values and per sonal gr at i f icat ion.

• Out look is opt imist ic. • Dr iven in thei r wor k .• Love/hate view of author i ty. • Main tur nof f is pol i t ical incor r ectness.

GENX'ERS

GenX Motivation Strategy

Potential Benefits?Potential Problems?

HAVE BEDO

GENX'ERS• About one-third of the U.S. workforce. • Generally this group's main focus is to be on top.• They are constantly educating themselves to stay ahead of the game.• They believe stability equals boredom; In relationships they are

reluctant to commit. • Outlook is skeptical; especially of authority and large organizations.• Want a voice in what’s going on.• Want autonomy - less direction.• Their work ethic is balanced; no sacrifice is acceptable. • Want more praise and rewards – Need much more motivation.• They are unimpressed in their view of authority; they follow leadership

by competence. • Want fewer regulations that “stifle individuality” in expression and

dress.• Want flexibility.• Less loyal.• Main turnoff is cliché/hype.

Mil lennials

Mil lennial Motivation Strategy

Potential Benefits?Potential Problems?

HAVEBE DO

Mil lennials• They wi l l eventual ly r ival the Baby Boomer s in sheer

number s. • Seems to have pul led i t together and found a good

balance. • Pol i t ical ly awar e and pr ove i t by r eg ister ing to vote in

lar ger number s. • Would r ather spend qual i ty t ime wi th fami ly and

f r iends play ing boar d games than going out clubbing and par ty ing.

• Bel ieve less is mor e.• Tend to put mor e focus on fami ly l i fe.• Mor e posi t ive compar ed to the pr evious thr ee gr oups. • Thei r out look is hopefu l .• They ar e deter mined in thei r wor k eth ic.• Pol i te in thei r view of author i ty ; they fol low leader sh ip

by pu l l ing together.• In r elat ionships they ar e inclusive.• Main tur nof f is inauthent ici ty

Leadership Dilemma

Direct & Decisive Inclusive & Collaborative

For additional questions or course feedback, contact Jim at:

[email protected]

Thank You

Jim Sorensen Consulting