1. Engaging the Multigenerational Workforce: Strategies for Success International Hispanic Network Regional Seminar Brighton, Colorado November 1, 2013 Dr. Abraham David Benavides

2. Professional Organizations Networking Opportunities Professional Development

3. Labor Statistics Labor Force Participation: 155,558,000 Unemployed:11,255,000 2,228,000 Unemployment rate: 7.2% 9% Employed: 144,303,000 22,598,000 –Traditionalist/Veterans : 6,521,000 –Baby Boomers: 53,573,000 –Generation X: 49,875,000 –Generation Y/Millennials: 45,589,000 Bureau of labor Statistics September 2013 http://www.bls.gov/news.release/empsit.t01.htmhttp://www.bls.gov/news.release/empsit.t01.htm http://www.bls.gov/news.release/empsit.t03.htm

4. Four Generations Currently In The Workforce: Traditionalists – Veterans (1922-1945) Baby Boomers (1946-1964) Generation X (1965-1980) Generation Y/Millennials (1981-1999)

5. Dangers of Categorization Recognize differences without falling into stereotypes. Though it helps to keep certain characteristics of the generations in mind, don't assume that all members of the group feel the same way about certain issues. A basic principle in management is to treat all people regardless of generation or ethnicity with respect.

6. Key Points About Generations A generation is a group of people who are born during a certain span of years A generation is defined by what it thinks, feels, and experiences together A generation typically shares certain values that result in typical patterns of behavior

7. Events that shaped them

8. Traditionalist/Veterans WWII Great Depression Social Security Industrialization/Urbanization Korean War

9. Managing Traditionalist/Veterans Focus on organizational goals Ask for their history (institutional knowledge) Describe steps/tasks Reward with perks Face to face communication Hierarchy, Respect, Loyalty, Iron glove leadership Separation of work and home

10. Events that shaped them

11. Baby Boomers TV!!!!! Protest Fairness Choice and Change ____, ______ and Rock and Roll! Charismatic Leadership Optimistic... if we can put a man on the moon...

12. Managing Boomers DON’T!! Consult Give leadership opportunities Emphasize team “How are you feeling about…?” Reward with everything Acknowledge recognize Retire or Rewire

13. Events that shaped them….

14. Generation X Latchkey upbringing Challenger Technology AIDS Leadership? What leadership? Economy

15. Managing Generation X Get to the point and be sincere Use technology Show me the money!! Every (wo)man for (her)himself Clear expectations. Reward with flexibility. Focus on results. Manage your micro-management. Keep it brief.

16. Events that shaped them

17. Millennials: Can’t we all be BFFN’s? Columbine, 9/11 (Katrina, Tsunami…) Internet (digital natives) Convergence Social networks Branding Approachable/accessible leadership Velcro Parents

18. Managing Millennials Enjoy! Be kind, be there. Offer coaching. Ask for their ideas. Build mentor relationships. Make them famous.

19. Opportunity Our multigenerational work environment can be a positive challenge, an opportunity and significant source for growth if managed effectively and leveraged to meet the goals of our organization

20. Six Trends Affecting the Workforce Increased use of new technologies to communicate Increased expectation for work-life flexibility Increased expectation for continual development Increased need for new ways to reward and recognize employees Increased need to engage the entire workforce Increased emphasis on innovation

21. Generations at a Glance Traditionalist Generation b. 1922-1945 Population Size 25-30 Million Work Characteristics Adhere to Authority Hard-Working Dedicated Top-Down Approach Stereotypes Autocratic & Rigid Averse to Risk Behind the Times Seek Respect Baby Boomer Generation b. 1946-1964 Population Size 75-80 Million Work Characteristics Anti-Authority Pro-Mentorship Team Player Competitive Stereotypes Politically-Minded Power-Driven Workaholics Self-Centered Generation X b. 1965-1980 Population Size 40-60 Million Work Characteristics Entrepreneurial Job-Hoppers Work Hard, Play Hard Stereotypes Cynical & Sarcastic Impatient & Intolerant Slack-Offs Generation Y Millennials b. 1981-1995 Population Size 65-80 Million Work Characteristics Avid Job-Hoppers Collaborative Extremely Tech Savvy Family-Centric Multi-Tasking Stereotypes Focus On Immediacy Spoiled Divas Generation Characteristics Note: Characteristics/stereotypes listed are perceptions and over-generalizations; not all members of any particular generation fit within these categories

22. Communication Tips for the Multi-Gen Workforce Susan Hannam, Dean, Slippery Rock College and Bonni Yordi, Director of Research, MRA February 2011

23. Some Practical Advice Communication Tips Build awareness that the Four Generations bring different ideas, challenges, and opportunities to the workplace Work-Life Balance Tips Rethink what work is, and where it is done. Determine which jobs can have flexible arrangements, such as telework Growth and Development Tips Use mentoring to develop new employees, and reverse mentoring to share tech skills Tips for Providing Recognition and Rewards Offer a “menu” of rewards and recognition Employee Engagement Tips Focus on the disengaged last

24. So What Now? Take your learning back to work Create an environment of inclusion Talk to your team about how to accommodate differences Learn more about the strengths of each generation Enjoy the differences that are found generationally

25. Thank you! Gracias! QuestionsDiscussion Engaging the Multigenerational Workforce: Strategies for Success International Hispanic Network Seminar 2013 City of Brighton, Colorado Dr. Abraham David Benavides benavides@unt.edu