1. The Multi-Generational Labor Force
Prepared on behalf of Sodexo
September 2013
Boston College Center for Work and Family

2. Four Generations in the Workforce
Traditionalists
Baby Boomers
Gen X
Millennials
Ages
68-91
49-90
33-48
13-32
Birth Years
Work Force Participation*
5%, 7 million
38%, 60 million
32%, 51 million
25%, 40 million
*2011 data from AARP
Four Generations in the Workforce
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3. Generational Similarities and Differences
Value family
Want flexibility
Workplace culture is important
Career development is crucial
Committed to their organizations
Differences
Defining Life Events
Characteristics
Values
Perspectives on Work
Effective Management
Rewards & Incentives
Modes of Communication
Generational Similarities and Differences
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4. Similarities
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5. All Generations Value Family
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6. All Generations Need Flexibility
Baby Boomers may be caring for aging parents and require workplace flexibility in order to be successful professionally and personally
Millennials may be young parents seeking flexibility to care for their children
Source: Multi-Generational Workforce EBS
All Generations Need Flexibility
Boston College Center for Work and Family

7. Workplace culture is important to the job satisfaction of employees of all generations
Regardless of age, employees want a supportive work environment where they are recognized for their contributions
Career development is important to workers of all generations
Source: AARP Leading a Multi-Generational Workforce
Career Similarities
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8. Career Similarities
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9. Differences
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10. Defining Events and Workplace Trends
Traditionalists
Baby Boomers
Gen X
Millennials
Defining Events
Great Depression
World War II
Korean War
Berlin Wall Up
JFK, MLK, RFK Assassinations
Watergate
Vietnam
Berlin Wall Falls
Challenger
OJ Simpson Trial
Columbine, VA Tech Shootings
OK City and 9/11
Workplace Trends
Women enter the workforce in large numbers
Dual-earner couples become the norm
Defining Events and Workplace Trends
Boston College Center for Work and Family

11. Generational Characteristics
Baby Boomers
Gen X
Millennials
Value-driven
Cynical
Media-saturated
Priority on self-actualization
Technologically literate
Diverse
Service-oriented
Adaptable
Optimistic
Dedicated
Independent
Ability to multi-task
Conformists
Individualistic
Tech-savvy
Team perspective
Creative
Experienced
Knowledgeable
Generational Characteristics
Source: AARP Leading a Multi-Generational Workforce
Boston College Center for Work and Family

12. Generational Values Traditionalists Baby Boomers Gen X Millenials
Accountability
Fulfillment
Freedom
Diversity
Tradition
Indulgence
Reality
Flexibility
Stability
Balance
Self-reliance
Empowerment
Equality
Work-life balance
Service-oriented
Source: AARP Leading a Multi-Generational Workforce
Generational Values
Boston College Center for Work and Family

13. Differences in Work Perspectives
Traditionalists
Baby Boomers
Gen X
Millennials
Company loyalty. Believed they’d work for the same company for the entire career.
Live to work. Believe in putting in face time at the office.
Work to live. Believe that work should not define their lives.
Work my way. Devoted to their own careers, not their companies. Desire meaningful work.
Source: AARP Leading a Multi-Generational Workforce
Differences in Work Perspectives
Boston College Center for Work and Family

14. Effective Management Baby Boomers Gen X Millennials
Treat them as equals
Be competent and direct
Be positive
Take a democratic approach
Be genuine
Coach and support them
Show warmth
Set deadlines
Encourage collaboration
Tell them they are making a difference
Be informal
Be organized and create structure
Be supportive of growth opportunities
Be achievement-oriented
Be flexible
Motivate them
Be results-oriented
Effective Management
Source: AARP Leading a Multi-Generational Workforce
Boston College Center for Work and Family

15. Rewards & Incentives Baby Boomers Gen X Millennials
Personal appreciation
Free time
Awards
Promotion
Opportunities for professional development
Certificates
Recognition
Certifications to add to resume
Tangible evidence of credibility
Upgraded resources
Source: AARP Leading a Multi-Generational Workforce
Rewards & Incentives
Boston College Center for Work and Family

16. Preferred methods of communication
Baby Boomers
Gen X
Millennials
Phone calls
Voic
Instant messaging
Personal interaction
Text messages s
Source: AARP Leading a Multi-Generational Workforce
Preferred methods of communication
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17. Strategies
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18. Recruitment and Retention Strategies
Baby Boomers
Gen X
Millennials
Provide challenging work and learning opportunities
Give scheduling options
Provide them with a strong benefits package
Offer phased retirement programs
Allow them to work independently
Provide meaningful volunteer opportunities
Offer health and wellness programs
Give timely and specific feedback
Pair them up with older mentors
Help them learn interpersonal skills for the workplace
Source: AARP Leading a Multi-Generational Workforce
Recruitment and Retention Strategies
Boston College Center for Work and Family

19. Strategies for the Multi-Generational Workforce
Training
Provide training on intergenerational dynamics
Provide soft-skill training for new hires
Assimilating into a new workplace culture
Working with team members of different generations
Learning how to receive feedback
Strategies for the Multi-Generational Workforce
Boston College Center for Work and Family

20. Strategies for the Multi-Generational Workforce
Communication & Transparency
Open and honest communication
Strive for greater transparency to help keep employees invested in a company’s goals and objectives
Leverage technological skills
Management Style
Two-way mentorship programs
Appreciation of Diversity
Embrace generational differences
Foster intergenerational collaboration
Strategies for the Multi-Generational Workforce
Boston College Center for Work and Family