1. Recruitment and Retention Human
Resources Briefing
Four Generations:
What’s the Difference?
June 24, 2009

2. Partners in Progress Wendy Hue, PCC, CSP Georgetown, ON., Canada
Professional Certified Coach
Certified Sales Professional
Speaker, Trainer, Facilitator
Workplace Assessment Expert

3. 4 Generations: What’s the difference?
…Examining generational differences in the workplace
Presented by:
Wendy Hue PCC, CSP
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What is this all about?
It is the first time in history that there are 4 different generations working together side-by-side.
They are: Traditionalists (1922 – 1945), Boomers ( ), Xers (1965 – 1980), and Generation ‘Y’ (1981 – 2001)
Each generation has been impacted by various events that shape who they are and determine their attitude toward work.
This session is about understanding each generation and how to help them all to work together harmoniously.
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5. How will you benefit from this session?
Understand and appreciate each generation and how they act and think.
Ideas to motivate and retain great employees from all generations.
Insight into how to constructively work with individuals from among the various generations.
Understand the importance of transferring knowledge.
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6. Myths about younger workers
They have no work ethic
They don’t want to put in the time to get ahead
They have no respect for authority
They don’t want to grow up
Not all change is bad
From an article published by Fast Company “Retaining Younger Workers in the Workplace Dec.2007
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What do we hear?
Generational issues can cause conflicts: (some quotes from the workplace)
Traditionalists & boomers are saying about ‘X’ & ‘Y’
“They are not committed to the job”
“They don’t follow direction”
“I can’t believe the way they dress”
…and ‘X’ and ‘Y’ are saying…
“What do you mean I can’t work from home on Friday’s”
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It is a challenge
“Managing mutigenerational workforces' is an art in itself. Young workers want to make a quick impact, the middle generation needs to believe in the mission, and older employees don’t like ambivalence. Your move.”
Harvard Business School “Working Knowledge” newsletter,
17 April 2006: “Can you manage different generations?”
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9. Generation Gap – a new meaning
“The term Generation Gap was used mostly to describe conflicts between parents and children. Today, the “Gap” has more of a presence in the workplace, where employees from different generations are finding it difficult to work side by side because their experiences, goals and expectations are different”.
GOVEXEC.com
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What Shapes Us?
National Events
Geography (Rural, Urban)
Music
Technology
Values
Relationships
Parental Expectations
Other
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11. Some Characteristics across the Generations
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12. Overview: 4 Generations
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13. Consider these Questions
What motivates employees at work? At home?
What influences employee decisions?
What does work-life balance mean to employees?
How can you incorporate their insights into how your company operates?
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The Traditionalists
Majority (95%) of them have retired
Possess intellectual capital and institutional knowledge
Have strong work values and ethics
See themselves as vigorous, contributing members of the workforce
They feel like they are working harder
Silent stoicism (not much feedback given or expected)
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Baby Boomers
The “Me” generation
Invented and Value work-life balance
They are the managers that are running our organizations today
Career oriented
“Love the good life”
Love job performance feedback
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Baby Boomers
Help them explore their next set of workplace options, and demonstrate how your organization can continue to use their talents.
Walk the talk on work-life balance by redesigning their jobs to accommodate multiple life demands.
Encourage them to enrich their present job and grow in place if they need to slow their career pace.
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Generation X
The next generation of leaders
The most well educated generation
Goal-oriented
Free Agents vs. Company Loyalist
Want to be challenged
Led dot.com boom
Want to have independence
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Generation X
Talk to them about their reputation, not just job tasks; they want your candid perspective and feedback
Acknowledge their ability to work independently and encourage them to leverage their entrepreneurial abilities.
Help them get the most out of every job position by discussing what the job can do for them and what they can learn from it.
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Generation ‘Y’
Value independence
Believe in Work/Life balance
Look for new challenges
Challenge the status quo
We’re all in this together
Want the opportunity to make an impact
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Generation ‘Y’
Demonstrate the stability and long-term value of your organization, and also show how your organization is flexible and filled with learning opportunities for them.
Provide work schedules that help them build careers and families at the same time.
Make groups and teams part of their job.
Celebrate success – instant feedback
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21. Summary of Work Characteristics
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Reflections
What one thing did I learn about Generation ‘Y’?
What one thing did I learn about the X’s?
What one thing did I learn about the Boomers?
What one thing did I learn about the Traditionalists?
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Reflections
Which generation is most prevalent in my workplace?
How balanced is my organization in terms of generations?
Go to to get the pdf download (quick links download) on how to do this analysis.
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The first step is getting to really know your people.
The Assessment Process:
Profile XT
Profile Performance Indicator
Profile Team Analysis
Checkpoint Leadership 360
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25. Thanks for your participation. Have a great day!
Wendy Hue
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