1. Leading a Multigenerational Workforce
Michelle Cowden, LCSW-S
Ultimate Financial and Legal Conference
October 23, 2017

2. Intro about myself – explain that I supervise multiple generations, etc.

3. Cam Marston – A Humorous Look a Four Generations in the Workforce

4. Values
No longer “finding the right person”
“Being the right person”

5. Also known as Matures. Military influence
Also known as Matures. Military influence. Follow the rules, loyal and respect. Uncomfortable with conflict/change. 8% of the workforce

6. Need each other

7. Civil rights and vietnam war; “running the show,” competitive, influential. Goal-oriented and adaptive; 44% of workforce; weird people because those born between are at the tail-end of the boomers. They are mixed up and disturbed. More crime is committed by the tail-end…take everything out of the hotel, even if they have it at home or don’t know what they will do with it.

8. Watergate, economic decline of the 80’s, don’t follow rules, latch-key kid; less respect for authority; Prove it to me generation; 34% of workforce; unpleasant people, cynical, difficult; they stalk before they buy. Research toasters – look online, referral from a friend. Difficult customer or client but once they make a decision, they are loyal. Mercedes figured out that Gen x spends 14 hours researching a car before they even step into a show room. They already have a relationship with the product before even meeting anyone. They are a suspicious group.

9. The new workforce; tech savvy; instanteous communication; don’t want to sacrifice personal life for work; 14% of workforce

10. Matures and Boomers (influencers); care about your background, where you came from, your history, name recognition, tenure in the marketplace, perceived quality. They want to know where you were educated, who mentored you. They want you to be articulate, makes a difference to them. Whose on your wall of fame.
They are uncomfortable with change.

11. X’s and Millenials – want you to talk about them and how you will change to help them. They don’t want to know about your history. They want to talk about themselves. How is the change in the workforce going to affect them and their future?

12. Management – so how to manage different generations?

14. Managing matures and millennials if you are a X:
They were promoted because they did well in their job; used to doing things on their own; don’t want to be bothered. Want to give the goals and expectations to their staff and don’t want to be bothered after that – they just want people to do their job. This doesn’t work with boomers and millennials. Both of them want to connect and talk. They want to be rewarded with recognition and how they are making a difference. Give awards and certificates. Just walk down the hall and say hello – be available. That’s what boomers and millennials want. Two steps to managing: Step 1 – walk down the hall and ask how people are doing. Step 2: wait for a response.
X’s – want to be able to work on their own time. They are highly productive. They can be rewarded by giving them resume boosters, upgraded resources and professional development opportunities.

16. Michelle Cowden, LCSW-S mcowden@achservices.org 817-886-7139
Questions?
Michelle Cowden, LCSW-S