Four Generations Working
Together
Puget Sound Business Travel
Association
Seattle| Sept. 2012
Juliann 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
Relevance
Generational 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 (pre1946)
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-Boomers
Born 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 Boomers
Born 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?
SNAPSHOT
PreBoomer
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
Pre-Boomers
Supporting Them
Bring Out Their Best
Working Together
The Last Word
Ask questions
Ask for their opinions
Respect me
Respect their
knowledge
Harness their expertise
Consider using a more
formal approach
Avoid techno-babble
Adapt the work (print
size)
Demonstrate loyalty
Offer flexible work
solutions
Make and keep
appointments
Face to face is
preferred
From the children are
seen and not heard era
Command and control
style
Work ethic is power
Reward publicly
I am my work
Provide opportunities
for knowledge transfer
Grew up in the
Depression / WW2
Boomers
Supporting Them
Bring Out Their Best
Working Together
The Last Word
Respect their
knowledge
Adapt work
environment
Recognize and reward
Value me
Speak face to face
Upgrade their
technology skills
Offer flexible work
solutions
Civil rights, women’s
rights
Avoid techno-babble
Cross mentor
Encourage to challenge
the status quo
Support programs that
bridge retirement
Socially conscious work
opportunities
Allow telecommuting
Reward with title and
position
Counsel respectfully
Listen to their advice
Avoid age jokes
Get to know who they
are not just what they
do
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
Create a fun
environment
Ask what do you think
Invest in me
Involve them in
strategy and planning
I work to live
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
Relax the work settings
Create flexible benefits
and rewards
Acknowledge efforts
Offer lateral moves
Engage in open and
honest dialogue
Let go of pay your
dues thinking
Be open minded to
creative ideas
Avoid micromanaging
Be flexible with work
hours
Support life goals
alongside career goals
Manage less
structurally
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
Provide internet
discussion groups
Encourage input
Mentor me
Provide for coaching and
mentoring
I work to play
Avoid micromanaging
Attach rewards to
performance
Offer project based work
Embrace social media
and technology
Offer career-paths
Educational
reimbursement
Leading edge training
programs
Shortened training
periods
Flexible benefit and work
options
Promote autonomy with
boundaries
Promote lateral moves
Make work fun and build
in humor
Offer individualized
attention
Ask about friends,
families and hobbies
Give them real
responsibility
Avoid hierarchy
9/11
Informal communication
Cell
phones/internet/iPods
Show commitment to
growth and development
Blended families the
norm
Be transparent and
honest
Environmentally and
civically minded
Follow policies that
promote teamwork,
diversity, inclusion
Raised with limited rules
Open space office
concepts for idea sharing
Show appreciation for
tech-savvy skills
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