1. Multi-Generational Workforce
Seeking “Harmony”, Collaboration, and Understanding Across Generations
September 5, 2019
Good morning and welcome.
Introductions

2. The Workforce of Today and for the Future
The Meaning of a Multi-Generational Workforce
Opportunities/Challenges
Embracing the Diversity of Multiple Generations
Attracting, Cultivating & Retaining Talent
Pinpointing Skills/Characteristics for the Future Workforce
Employee Engagement Programs
So what does multi-generational workforce mean? It is a recognition that as of 2020, there will be 5 different generational groups working alongside each other in the workplace. And truth be told, we don’t have to wait until 2020 – it’s here now. Why is this significant? And what does it mean to you as the HR professional or Department Director in terms of managing these diverse generational groups of employees. Are there pros to this diversity, and how do we optimize the pros; are there cons, and if so, how do we minimize the cons?
Through our presentation today, we will learn insights into each of the generations and gain a perspective on what drives each of them; because when we understand their perspective, we can embrace the true diversity of this phenomena and embrace the harmony and collaboration needed to maximize the diversity of these generations. This will then allow us to consider strategies on how best to attract, cultivate and retain the human talent component of our organizations.
Through our discussion today, we will pinpoint skills & characteristics that are needed for our future workforce as we navigate the changes in our current workforce environment with employee engagement initiatives.

3. Traditionalists (Pre-1945) Baby Boomers (1946-1964)
Gen “X” ( )
Gen “Y” Millennials ( )
Gen “Z” (1997-Forward)
The five generations are as follows: Traditionalist, Baby Boomers, Gen X, Gen Y (Millennials) and Gen Z. And depending on the source of documentation,
you’ll likely notice a slight variation in the birth-year ranges of what we call the “modern consumer” generations! So to help capture a perspective here, let’s capture the age range of each of these groups before we dive into their perspectives:
Traditionalists would be 74 years old or older;
Baby Boomers would be between 55 and 73 years old;
Gen X would be between 39 and 54 years old;
Gen Y or the infamous Millennials would be between 23 and 38 years old; and
Gen Z would be less than 23 years old
For the first time in modern history, the workforce consists of four and sometimes five generations within a single company. 80 M Baby Boomers retiring at a rate of 10K/day, 60 M Gen X, 80 M Millennials; and by 2020, Millennials will outnumber Baby Boomers AND Gen “X-ers” by 50%
That age and/or experience difference can lead to varied ways of intellectual thinking – and varied ways in which co-workers perceive those from another generation. Some studies on interaction reveal generation gaps in areas such as communication style, goals, adaptation to change, and technical skills.

4. Traditionalists Baby Boomers Gen “X” Millennials Gen “Z”
Known as the “Silent Generation”
Children of parents that experienced the “Great Depression”
Seek safety, security, stability
Grateful for their jobs
Appreciate job training and given a chance at a job
“If I work harder, I will get MORE”
Not motivated by personal greed; focus on family and getting MORE for the family
Usually from large families where they had to share; their kids would not have to do that
Very competitive; recognition for 1st, 2nd and 3rd place only
Behind the times with technology!
First generation where more went straight to college
Considered the most educated generation
Gender dynamic – ½ of Gen X women entered the workforce right out of high school
Influenced by MTV; Brand Name recognition and value very important (ie. Nike, Calvin Klein)
Children of Baby Boomers and/or Gen “X”
Combined impact of two generations
Coddled, no more competition – participation ribbons
No limits; “You can be anything you want to be”
Everyone has equal say and input
Seek cool experiences
“Digital natives”
Born with a smart phone in hand
Don’t remember 9/11
Only know a world with a Department of Homeland Security
Impacted by the uncertainty of the recession from 2008
Seek cool products
Natural entrepreneurs and innovators
But it’s important to remember that we are the product of our experiences. Each generation has a set of experiences that binds them together; it’s what allows us to call them by a particular generational name. Earlier generations had similar experiences that resulted from small spheres of influence. Today’s generations experience a broad, diverse set of involvements. Common amongst the generations is the saying… “where were you when…” and each generation will have at least one defining moment.
ELLEN DEGENERES VIDEO NEXT
Multi-generational workforce

5. Millennial vs baby boomer video
ELLEN DEGENERES VIDEO

6. Traditionalists Baby Boomers Gen “X” Millennials Gen “Z”
Known as the “Silent Generation”
Children of parents that experienced the “Great Depression”
Seek safety, security, stability
Grateful for their jobs
Appreciate job training and given a chance at a job
“If I work harder, I will get MORE”
Not motivated by personal greed; focus on family and getting MORE for the family
Usually from large families where they had to share; their kids would not have to do that
Very competitive; recognition for 1st, 2nd and 3rd place only
Behind the times with technology!
First generation where more went straight to college
Considered the most educated generation
Gender dynamic – ½ of Gen X women entered the workforce right out of high school
Influenced by MTV; Brand Name recognition and value very important (ie. Nike, Calvin Klein)
Children of Baby Boomers and/or Gen “X”
Combined impact of two generations
Coddled, no more competition – participation ribbons
No limits; “You can be anything you want to be”
Everyone has equal say and input
Seek cool experiences
“Digital natives”
Born with a smart phone in hand
Don’t remember 9/11
Only know a world with a Department of Homeland Security
Impacted by the uncertainty of the recession from 2008
Seek cool products
Natural entrepreneurs and innovators
It seems like a daunting cultural challenge to bring vast generational differences together – and it can be, if not approached with the right mindset. While it’s important to understand what drives each generation, it’s equally important to not dwell on differences. Making sure your team moves forward as a collaborative unit and focuses on the strengths of each individual. The key is to be able to effectively address and embrace the differences in values and expectations of each generation.
Each generation has something to learn from the other. While younger generations may be more tech savvy, older generations will have experiential roots that can be utilized in business management, fiscal stewardship and directional strategy for your organization. Each generation needs to come prepared to not only share their respective knowledge set but also appreciate that they have something learn as well. With this kind of collaboration in play, harmony amongst the generations can certainly be achieved.
Multi-generational workforce

7. CREATING HARMONY ACROSS THE GENERATIONS WHY IS IT IMPORTANT?
So how do you prepare the generations to harmonize. And no we are not talking about singing here, although that would certainly be a funny employee engagement activity. And really, why is it so important?
Seeking to create harmony across the generations involves the following six areas. [NEXT SLIDE]

8. CREATING HARMONY ACROSS THE GENERATIONS WHY IS IT IMPORTANT?
Generational differences are a form of diversity. And as each generation ages out, the next one(s) behind them work to fill in the gaps, but we also see a huge gain when diverse work teams come together. The sum of their knowledge is greater than the individual parts. We have been talking about that at MSD as long as I’ve been here. When we in HR need a cross functional group, we always consider many forms of diversity including generational diversity (as well as race, gender, length of MSD service, department, etc.)

9. CREATING HARMONY ACROSS THE GENERATIONS WHY IS IT IMPORTANT?

10. CREATING HARMONY Understand Work Styles Consider Generational Values
Share Perceptions
Find a Generationally Appropriate Fix
Find Commonalities
Learn From Each Other
… 6 ways to create harmony amongst the workforce.
1. Understand Work Styles
2. Consider Generational Values
3. Share Perceptions
4. Find a Generationally Appropriate Fix
5. Find Commonalities
6. Learn From Each Other
What does it mean to create harmony?

11. UNDERSTANDING WORK STYLES
Baby Boomers vs Other Generations
1. Understand work styles. Baby Boomers do not like to be micromanaged, while the other Generations crave specific, detailed instructions about how to do things and are somewhat used to hovering authorities. There are always variations to these generalities, but the key is understanding work styles of your co-workers. You may even find some Gen “X”ers that emulate Baby Boomer characteristics because for some of the older Gen “X”ers, they were taught by the Baby Boomers and therefore will carry out traits and characteristics of the Baby Boomers.

12. CONSIDER GENERATIONAL VALUES
Each generation is protecting a distinct set of values
2. Each generation is protecting a distinct set of values, and conflict may threaten these values. For example, Millennials value teamwork, cooperation and buy-in, while Gen X’ers prefer to make a unilateral decision and move on – preferably solo. Equally, Baby Boomers are very competitive seeking to receive recognition for first, second or third place – and interestingly enough, the Gen Z group is also competitive. So you may just find some synergy between these two generations.

13. Workplace conflict can lead to learning
SHARE PERCEPTIONS
Workplace conflict can lead to learning
3. When employees of two or more generations are involved in a workplace conflict, they can learn a great deal by sharing their perceptions. A Baby Boomer may find the lack of formality and manners of a Gen Y’er offensive, while a Gen Y’er may feel “dissed” when this older employee fails to respect his or her opinions and input. Being able to share with each generation these behaviors allows us to understand where the other is coming from and thus resolve the conflict.
There has been a lot of comedic material created (like we saw earlier) on the topic of generations. This is not a new phenomenon; rather, we use the humor to help quell the uncomfortableness of our differences. Through laughter, we can not only build bridges between the generations but also build trust amongst our co-workers.
Who here has seen the movie The Intern with Anne Hathaway and Robert DiNiro?
The Intern

14. FIND A GENERATIONALLY APPROPRIATE FIX
You cannot change people’s life experiences
4. You cannot change people’s life experiences, but you can work with a set of workplace attitudes and expectations that result in greater collaboration. If there is a knowledgeable Boomer who is frustrated by the lack of experience of a Gen Y’er, turn the Boomer into a mentor. Equally, if a Gen X does not have some of the tech skills required for the position, or could use some enhancement, identify a Gen Y or even a Gen Z to mentor or teach a class at your organization.

15. Differences make us unique; Shared experiences make us stronger
FIND COMMONALITIES
Differences make us unique; Shared experiences make us stronger
5. Differences make us unique, and that can make us stronger:
Gen Y employees tend to value security and stability, and Boomers resist change, however BOTH crave training and development.
Gen X and Gen Y employees place a high value on workplace flexibility and work-life balance.
Boomers and Millennials are most comfortable with diversity and alternative lifestyles.
Gen Z and Millennials are technology adept and committed to socially responsible policies.

16. Each generation has valuable lessons to teach each other
LEARN FROM EACH OTHER
Each generation has valuable lessons to teach each other
6. Boomers have a wealth of knowledge and tricks of the trade that younger workers need. Gen X employees are widely known for their fairness and mediation of abilities. Gen Y workers are technology wizards. And millennials hold clues to the future workplace, marketing, and business trends.
This Photo by Unknown Author is licensed under CC BY-NC

17. CREATING HARMONY Understand Work Styles Consider Generational Values
Share Perceptions
Find a Generationally Appropriate Fix
Find Commonalities
Learn From Each Other
… 6 ways to create harmony amongst the workforce.
1. Understand Work Styles
2. Consider Generational Values
3. Share Perceptions
4. Find a Generationally Appropriate Fix
5. Find Commonalities
6. Learn From Each Other
What does it mean to create harmony?

18. FUTURE WORKFORCE CHARACTERISTICS
…how do you ensure your new hires have that same mindset? And with rapid technological advances, higher focus on strategic and critical thinking, and being adept to ever-changing environments, what are the key skills sets you should be looking for? What foundational characteristics do you want in that future workforce?

19. THE 3 ESSENTIAL FUTURE WORKFORCE SKILLS
Critical Thinking
Flexibility
People Awareness
3 essential future workforce skills: 1.) Critical Thinking, 2.) Flexibility, 3.) and People Awareness.

20. CRITICAL THINKING Looking at trends and insights Exercising judgment
Solving complex problems
Embracing and understanding data
Understanding context
Critical Thinking focuses on reframing and rethinking issues so that the right problems are addressed. Asking questions such as:
What precise question (problem) am I trying to answer?
Within what point of view (perspective) am I thinking?
What am I taking for granted, what assumptions am I making?
What information am I using (data, facts, observation)?
They must consider standards that shed light on the effectiveness of his/her thinking.
It also focuses on distinguishing systematic patterns from random events, and identifying acceptable risks in alternative decisions so that the right decision helps the firm or company to survive in, what could be, an era of uncertainty.

21. FLEXIBILITY Adapting to changing situations and environments
Bringing in non-routine solutions to everyday challenges
Incorporating creativity and innovation in results/outcomes
Being curious
To stay competitive, businesses today must change and conform to the latest standards on a nearly real-time basis. This calls for increased focus on needing, developing, and establishing the traits of flexibility and adaptability into all levels of the workforce hierarchy. Encouraging exploration of different avenues for fostering creativity and accomplishing work goals with a new mindset.

22. PEOPLE AWARENESS
Becoming more self-aware and exhibiting emotional intelligence/ competence
Communicating ideas in appropriate and persuasive ways
Living in a social/cultural-sensitive manner
Fostering stakeholder relationships
Controlling and filtering one’s emotions in a constructive manner. Being culturally competent - working alongside people with different cultural attitudes and behaviors, accepting those differences without insisting yours is better, and to do so effectively. Embracing diversity not only enhances stakeholders relationships and effectiveness, but brings positive benefits to your bottom line.

23. PUTTING IT INTO PRACTICE
Millennial vs. Baby Boomer, or Generation X vs. Generation Y
Social media training
Networking Specialization Leading
Provide platform for each person’s voice
Listen first, then talk
But nothing can be effective if you don’t try it in your own environment, make adjustments as necessary, and then commit to seeing it succeed. Here are some basic ideas to begin the thought process. Ultimately, our goal was to bring awareness, focus on the current and future characteristics of the workforce, and then provide ways on how to effectively and collaboratively implement initiatives to get your workforce working cohesively together:
Combine the speed of a Millennial with the thoroughness of a Baby Boomer, or the diplomacy of Generation X with the curiosity of Generation Z
Do not limit social media training only to those who work with it, instead consider it as a basis for the whole workforce
Give each member of your team the opportunity to choose their favorite network, to learn how to use it, to become a specialist, and then teach it to others: of value for the individual and the entire organization
Give everyone a voice and show respect
Listen first, then talk

24. As we close, I just want to highlight a few items that we have incorporated into the Louisville MSD culture as we embrace multiple generations.
Aspire Program
Employee Engagement initiatives – Blueprint 2025
Relationships with Universities; interns, career fairs

25. Summary of IMPORTANT DETAILS
Future Workforce
5 generations all together
Understand your peers
Digital Transformation
To provide a quick summary of important details
In the year 2020, we’ll have 5 to 6 generations all together on the work floor.
The items we’ve identified for you today, will help to bring about programs, and organizational understanding that it’s important for coworkers to understand their peers and work harmoniously together
Each age group has its peculiarities, behaviors and habits and uses various tools to communicate
Millennials and Gen Z are clever in digital networking; Baby-boomers, Gen X in personal networking
Digitalization drastically changed our society – both in previous generations, and now in the current world. Social media use boomed within almost all generations. As technology changes and becomes more advanced, so does our workforce, through skill building and new job requirements.
It seems like a daunting cultural challenge to bring vast generational differences together – and it can be, if not approached with the right mindset. While it’s important to understand what drives each generation, it’s equally important to not dwell on differences. Make sure your team moves forward as a collaborative unit and focuses on the strengths of each individual. The key is to be able to effectively address and take advantage of the differences in values and expectations of each generation, to create a harmonious workforce built for the challenges of today and tomorrow.

26. QUESTIONS?

27. Lynne Fleming
Human Resources Director
Louisville MSD
Karen Scott, PE
Principal
Inspired Strategies LLC