1. 1 Generations at Work Presented by Debbie Ladehoff Training & Development Coordinator

2. 2 What’s the big deal?

3. 3 Objectives Identify what influenced each generation Describe the attributes each brings to the workplace Provide tips for motivating, rewarding and leading each generation

4. 4 Seek first to understand; then to be understood. Stephen R. Covey

5. 5 Meet the Traditionalists Born before 1945

6. 6 Characteristics of Traditionalists Dedicated and hard working Loyal to the company Honorable Conformity Respect for authority Willing to sacrifice Delayed gratification (duty before pleasure)

7. 7 Traditionalists may be perceived as: Too rigid “Old school” Unwilling to “share the power” Too corporate Not open to different approaches Technically inept

8. 8 Meet the Baby Boomers Born about 1945 - 1960

9. 9 Characteristics of the Boomers Workaholic Love/Hate Authority Team Players Like Consensus & Shared Leadership Idealistic & Optimistic Expected Lifetime Employment

10. 10 Boomers may be perceived as: Taking others for granted Interested in process rather than results Overly ambitious Saying one thing and doing another Rigid Too serious Too wrapped up in their job Having trouble making unpopular decisions

11. 11 Meet Gen X Born about 1960 - 1982

12. 12 Gen X Characteristics MTV Generation Independent Results Oriented Skeptics Seek Life/Work Balance

13. 13 Gen X may be perceived as: Disloyal Impolite or disrespectful Too casual Not taking their job seriously Not a team player Cynical Having unrealistically high standards

14. 14 Meet the Millennials Born about 1982 - 2001

15. 15 Characteristics of Millennials Techno-savvy Multitasking Connected, Confident, Career-minded High Expectations for Success Seek Work/Life Balance Want Fun at Work Enjoy a Team Environment

16. 16 Millennials may be perceived as: Not knowledgeable about history and tradition Egotistical or overconfident Inexperienced Impatient Overly competitive Overly optimistic Unfocused

17. 17 “Each generation goes further than the generation proceeding it because it stands on the shoulders of that generation.” Ronald Reagan

18. 18 Leading Traditionalists They prefer a manager who is: Directive Logical Fair & Consistent Respectful Identifies a clear direction Sets long-term goals Spells out clear job expectations They dislike a manager who is: Too touchy-feely Indecisive Worried about making unpopular decisions

19. 19 Leading Baby Boomers They prefer a manager who is: Consensual Democratic Warm & caring Treats them as an equal Is a “people” person Works with the group to define their vision & mission Assures them they are making a difference They dislike a manager who: Isn’t open to input Is bureaucratic Sends a “my-way-or-the- highway” message

20. 20 Leading Gen X Prefer a manager who is: Competent Genuine Results-oriented Informal Is direct & straightforward Sets project deadlines & lets them loose to accomplish it Looks for opportunities to develop them Dislike a manager who: Micromanages them Doesn’t walk-the-talk Spends too much time on process and too little time on results

21. 21 Leading the Millennials Prefer managers who is: Educational Positive Collaborative Achievement-oriented Knows their personal goals, and coaches and supports them Fosters work/life balance Dislikes a manager who: Is cynical Treats them as if they are too young to be valuable Is threatened by their technical savvy

22. 22 Platinum Rule Treat others as they want to be treated.

23. 23 Motivating & Rewarding TraditionalistsBaby Boomers Gen XMillennials To MotivateConnect their actions to the overall good of the company Get them involved, show them how they can make a difference Give them choices, let them work autonomously Connect their actions to their personal goals RewardsTangible symbols of loyalty, commitment, and service Personal appreciation, promotion, recognition, status symbols Free time, upgraded resources, opportunities for development, results for their resume Awards, certifications, tangible evidence of credibility

24. 24 Communication TraditionalistsBaby Boomers Gen XMillennials MediaRotary phones One-on-one Write a memo Touch-tone phones Call me anytime Cell phones Call me only at work Internet Picture phone E-mail Texting, IM Message to Convey We trust your experience. We want you to try new things. You are valued You are needed We trust your work ethic & want you to trust us that the job will be here in the morning. We trust that you want to build a career with this company, & we’ll invest in you.

25. 25 Work Culture TraditionalistsBaby Boomers Gen XMillennials Stable Secure Respectful Clearly defined roles Clear direction Advancement Recognition Team oriented Vision, mission Non-hierarchical Flexible Results-oriented Efficient Informal, fun With opportunities for development Positive Collaborative Flexible Respectful Achievement- oriented

26. 26 One Work Culture Flexible Open Responsive Diverse Developmental Retention-oriented

27. 27 10 Tips 1. Learn about the culture of each generation 2. Understand what makes them tick 3. Manage each generation right 4. Bridge the natural differences 5. Find a common purpose

28. 28 10 Tips Continued 6. Keep the communication flowing 7. Make more one-on-one time 8. Dive into social networking 9. Mix and match 10. Link positive actions to recognition

29. 29 Questions/Comments