Workforce Generations
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1 Workforce Generations
2 Workforce Generations: Five Classifications Traditional/Silent Generation Baby Boomers Generation X ers/the Lost Generation Millennials/Generation Y ers Generation Z 2
3 Workforce Generations: Factors and Influences Economy Religion Politics Family/Friends Media/Social Media World Events Socio-Economic Status Technology Values Culture 3
4 Workforce Generations Traditional/Silent Generation: Age 70+ Hard working, loyal Formal Communication Style Respect Authority and Rules 4
5 Workforce Generations Baby Boomers: Age: 50 s 60 s Ambitious Informal Communication Style Respect Freedom and Hard Work 5
6 Workforce Generations Generation X/ The Lost Generation : Age: Late 30 s Mid 40 s Comfortable with Technical Communication Respect Freedom and Independence Work Life Balance 6
7 Workforce Generations Millennials/Generation Y: Age: Under 30 Very comfortable with Technical Communication Respect Relationships/ Autonomy Work Life Balance 7
8 Workforce Generations Generation Z: Age: Under 21 Click Generation 8
9 9 Workforce Generations
10 Workforce Generations Traditionalists/ Baby Boomers/ Generation X My Paycheck My Satisfaction My Boss My Annual Review Conversations My Weaknesses My Job Millennialls My Purpose My Development My Coach My Ongoing My Strengths My Life Source: Gallup Millennials Summit,
11 Workforce Generations Millennials Key Research Findings As Employees: - Change jobs more often than other generations, 6 in 10 are looking for new jobs - Opportunities to learn and grow is the most important job satisfaction factor - Millennials are the second largest generation in the workforce - Least engaged generation Engagement Millennials Gen X Baby Boombers Traditionalists Source: Gallup Millennials Summit,
12 Workforce Generations Millennials Key Research Findings As People: - Identify as politically independent and are the least likely group to be registered voters - 30% do not identify with a particular religion - Highly educated and more heavily in debt than older generations - Racially diverse Millennials Gen X White Black Hispanic Asian Other Baby Boombers Traditionali sts Source: Gallup Millennials Summit,
13 Workforce Generations Millennials Key Research Findings As Consumers: - View economy positively - Tend to disengage from traditional institutions (Financial & Marriage) - Look for fun and entertaining experiences - Not engaged as consumers Consumer Engagement Millennials Gen X Baby Boombers Traditionalists Source: Gallup Millennials Summit,
14 Workforce Generations: Culture Clash What types of have you experienced in your workplace? 14
15 Workforce Generations: How do we manage them? Traditional/Silent Generation: Preferred Management Style: Directive Value: Respect and Recognition of Knowledge and Expertise Ask what has worked/hasn t worked in the past Public recognition for service/work Coaching: Work Life Balance/ Technology, Change Management 15
16 Workforce Generations: How do we manage them? Baby Boomers: Preferred Management Style: Collaborative Value: Status, Compensation, Title Involvement in decision making Public recognition for contributions Coaching: Work Life Balance/ Change Management, Results Focused 16
17 Workforce Generations: How do we manage them? Generation X ers: Preferred Management Style: Informal, Flexible Value: Freedom, Autonomy and Feedback Many best ways of doing work, let them decide Remove obstacles/bureaucracy Regular feedback Coaching: Respect and Patience 17
18 Workforce Generations: How do we manage them? Millenialls/Generation Y ers: Preferred Management Style: Inspirational, Flexible and Informal Value: Collaboration, Results Oriented, Diverse, Meaningful Work Coaching Recognize their needs and Strengths/Weaknesses 18
19 Workforce Generations: How do we manage them? Millennials Recognize their need for: 1) Transparency - On going feedback, expectations, career path 2) Adaptation - Scheduling, flexibility, work/life balance 3) Innovation - Opportunities, rewards 19
20 Workforce Generations: How do we manage them? Millennials Build on their Strengths: 1) Empathy - Customer service, teamwork 2) Purpose/Making a difference - Customer service, corporate social responsibility, shared vision & mission 20
21 Workforce Generations: How do we manage them? Millennials Coach on their Weaknesses: 1) History - Understand where we have been - Core Values 2) Wisdom - Understand the rationale behind decisions - Respect for knowledge/experience 21
22 Workforce Generations: Other Considerations - Legal - Organizational Culture - Policies and Procedures 22
23 Workforce Generations: Summary - Unique contributions - Unique challenges 23
24 Workforce Generations Q & A? 24
25 References: nding_and_managing_different_generations.pdf 25
26 A private, non-profit institution founded in 1966, Bellevue University is accredited by the Higher Learning Commission through the U.S. Department of Education. For general information, please call College of Continuing and Professional Education: On the Web at:
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