Building Your Team for the Future For: NLC-RISC General Session Understanding the Multigenerational Workforce

The Four Generations

Traditionalists Born: Influenced by: WWII The Great Depression Rise of corporations Experienced hard times growing up which were followed by times of prosperity

4 Traditionalists Values: Tangible rewards for service Attitudes: Authority based on seniority and tenure Behaviors: Loyal, hard workers Expectations: Hard work pays off Priorities: Homeownership Approach: Traditional classroom learning Work Style: Techno-challenged Communication Style: Formal letter

5 Baby Boomers Born: Influenced by: Civil Rights Vietnam War Sexual Revolution Post war babies who grew up to be the radicals of the 70s and yuppies of the 80s. As children, they were promised the “American Dream” and they pursued it. As a result they are seen as greedy, materialistic, and ambitious.

6 Baby Boomers Values: Job perks and promotions Attitudes: Not afraid to challenge Behaviors: Strong work ethic, competitive Expectations: Gen X and Y should pay their dues Priorities: Job security Approach: Group discussion and interactive learning Work Style: Teamwork and collaboration Communication Style: Face-to-face, telephone

7 Generation X Born: Influenced by: Increased divorce rate First generation of latchkey kids Dual income families and single parents Their perceptions are shaped by having to take care of themselves early, watching politicians lie, and their parents getting laid off.

8 Generation X Values: Corporate training and investment Attitudes: Independence, work-life balance Behaviors: To be seen as leaders Expectations: Doesn’t trust establishments Priorities: Money Approach: Real world assignments Work Style: Techno-savvy Communication Style: and text

Our Perception of Millennials

Millennials’ Perceptions of Us

Putting it into perspective…

12 Who are Millennials? Born between (dates vary) Sheltered/coddled upbringing Shaped by technology Highly educated Many diverse experiences Currently the largest generation in the workforce and growing

13 What Millennials Have to Offer: Millennials have skills prior generations do not Technologically adept Up to date on new trends Adaptable and creative Quick learners Generation considered the best at key skills needed to keep businesses agile and innovative

14 How Are Millennials Reshaping the Workplace?

15 Changing of the Guard

16 Millennials and Leadership Millennials tend to be uncomfortable with rigid organizational structures. They expect greater access to organizational information and more approachable leaders. They are looking for mentorship rather than just direction. They are likely to leave if they do not feel supported by their boss. They want a coach, not a boss.

17 What You Can Do… Make important information accessible to all. Ensure that high-level leaders are approachable. Have regular check-ins with your millennials to offer them feedback and guidance. Keep check-in meetings personal and informal. Communicate through multiple channels. Give them access and support.

18 Millennials and Innovation Outdated and inefficient procedures may cause millennials to leave an organization. Millennials are adaptable and techno-ready. They are constantly looking for ways technology can make work easier and more efficient. They adopt the use of new tools and technology more quickly than previous generations. They don’t like archaic procedures.

19 What You Can Do… Look for ways to automate tasks, processes, and procedures. Be willing to let go of “the way we’ve always done things” in favor of more efficient processes. Establish a “co-mentoring” program where an older employee shares their experience with a millennial who helps them learn to use new tools and technology. Be open to using new technology.

20 Millennials and Performance Millennials want to make a meaningful impact on the organization and the world. They want to be respected for the knowledge and skills they bring and to be treated as equals. They want their voices to be heard. Millennials want to contribute.

21 What You Can Do… Demonstrate respect for the knowledge, skills, and viewpoints that millennials bring. Include them in decision making and give them opportunities to make a meaningful contribution to projects. Be open to flexible work arrangements such as working from home or shifting hours. Make room for Millennials.

22 Millennials and Succession Planning Millennials want to move up the career ladder quickly. They are constantly on the lookout for professional development opportunities. They are likely to change jobs if they do not believe they are receiving any personal benefit or growth. Millennials want to grow.

23 What You Can Do… Recognize that their enhanced access to information and resources makes them more efficient problem solvers and critical thinkers than previous generations. If they are looking for more advanced opportunities, give them more challenging work or encourage them to keep moving. Investing in their personal growth will develop a stronger relationship and more loyalty to the organization. Don’t slow them down.

24 Mentoring for Success Many Boomers enjoy an opportunity to pass on their years of knowledge and experience. A Boomer mentor can help millennials learn about the organization’s values, priorities, and expectations. Millennials can help the organization adapt, innovate, and keep up with changes in the industry. Mentorship benefits all generations.

25 How Can We Close the Gap? Action Planning for the Future

26 Coming Soon… Generation Z Born: After 1995 Values: Instant gratification Attitudes: Fear of missing out Behaviors: Multiple channels/ activities simultaneously Expectations: Success comes from their network Priorities: Make their hobby their job Approach: Self-educated on YouTube Work Style: Digital connectivity Communication Style: Social Media

Edgell Road, Suite LL Framingham, MA (860) (208) Thank You! NLC-RISC - General Session