1. Elaine Johns President / CEO – EnerVision, Inc.

2. 2 Who am I? --- Who is EnerVision? Elaine Johns –1985 B.I.E. graduate from Georgia Tech –Started in IT industry –Moved to electric utility industry –Member of group which founded EnerVision, Inc. in 1997 –President / CEO since 2007 EnerVision, Inc. –Management and technical consulting company specializing in the electric utility industry –Located in Atlanta, GA –~ 20 employees, projects in 30+ states

3. 3 Understanding Generational Differences People resemble their times more than they resemble their parents There may be people from four different generations working together, all with different career ethics, goals and values

4. 4 Evidence of Conflicts… “They have no work ethic. They’re a bunch of slackers.” “So I told my boss, if you’re looking for loyalty, buy a dog.” “If I hear, ‘We tried that in ‘87 one more time, I’ll hurl.’” “Lighten up! Work should be fun.” “I have a new rule. I will not attend meetings that start after 5 PM - I have a life.” “Many of the interviewers did not understand my windy path through employment, which is, of course, a characteristic of my generation. They didn’t understand I wasn’t looking for one job for the rest of my life and that I wasn’t looking for money and status.”

5. 5 Understanding Generational Differences Business objective: –Communicate better in the workplace –Instill confidence and trust in each other –Ultimately, a win-win for company and employee What’s in it for me???? –Learn about the differences of each generation –Learn how to minimize generational conflict

6. 6 The Generations Generation X Born 1966-1980 Age 34-48 Independent, Latchkey Kids, Adaptive, Unfazed by Change, Frequent Feedback Traditionalists Born 1922-1946 Age 68+ Loyal, Patriotic, Hard Working, Fiscally Conservative, Faith in Institutions, No News is Good News Millennials Born 1981-2000 Age 14-33 Less Competitive, Open-Minded, Globally Concerned, Uninterested in Seniority, Time Not a Promotion Factor, Focus on Results/Teamwork, Obsessed with Feedback Generation 2020 Born After 2000Age 13 & Under To Be Determined Baby Boomers Born 1947-1965 Age 49-67 Question Authority, Idealistic, Problems with Change, Lots of Kids/Divorces, Competitive, Bide Time for Promotion, Yearly Feedback

7. 7 The Generations Working Side-by-Side Source: The Future of Work: 2020 Workplace http://www.slideshare.net/Rypple/karie-willyerd-webinar-2020-workplace

8. 8 Traditionalists 1937 Hindenburg tragedy 1937 Disney’s first animated feature (Snow White) 1941 Hitler invades Russia 1941 Pearl Harbor; U.S. enters World War II 1945 World War II ends in Europe and Japan Baby Boomers 1947 Jackie Robinson joins major league baseball 1950 Korean War begins 1954 First transistor radio 1963 President Kennedy assassinated 1965 U.S. sends troops to Vietnam Major Events While You Were Growing Up Generation X 1969 U.S. moon landing 1969 Woodstock 1970 Women’s liberation demonstrations 1973 Global energy crisis 1976 Tandy and Apple market PCs 1979 Three Mile Island 1980 John Lennon killed Millennials 1981 AIDS identified 1986 Chernobyl disaster 1987 Stock market plummets 1990 Nelson Mandela released 1995 Bombing of Federal building in OK 1997 Princess Diana dies 1999 Columbine High School shootings

9. 9 Compelling Messages From Formative Years Change the world Work well with others Live up to expectation Duck and cover Be anything you want to be Technology Era: Television Baby Boomers Make do or do without Consider the common good Stay in line Sacrifice Be heroic Technology Era: Radio Traditionalists Don’t count on it Heroes don’t exist Get real Take care of yourself Always ask “why?” Technology Era: Personal Computer Generation X You are special Leave no one behind Connect 24/7 Achieve now! Serve your community Technology Era: The Internet Millennials Source: http://assets.aarp.org/www.aarp.org_/cs/misc/leading_a_multigenerational_workforce.pdf

10. 10 Trivia! Who was the leader of Chicago organized crime in the 1920’s? If you asked me if I liked a song and I said “Fo Shizzle,” did I like the song or not? In an episode of “I Love Lucy,” Lucy tries to sell what tonic? What kind of car did Ferris borrow from Cameron’s father in “Ferris Bueller’s Day Off?” 1961 Ferrari 250 GT California Al Capone

11. 11 This men’s hair care product came in a tube and “a little dab’ll do ya” Trivia! “Pokémon” is short for… What festival represents the pinnacle of the hippie movement? Who was the first female to fly solo across the Atlantic Ocean? Amelia Earhart Woodstock!

12. 12 What was Fonzie’s full name on Happy Days? Trivia! Who was the world heavyweight boxing champion for most of the 1940’s? Who’s Momma always said: “Life is like a box of chocolates” What show became the second cartoon on in primetime? Arthur Fonzarelli Joe Louis Forrest Gump

13. 13 The Generations At Work Not everybody in the workplace is motivated by the same things anymore Getting the most out of each generation requires flexibility When companies get it, both the company and the employees win

14. 14 Let’s Play the “GENERATION GAME”!

15. 15 The Generation Game Need a volunteer from each of the Generations: –MillennialsAge 14 – 33 –Generation XAge 34 – 48 –Baby BoomersAge 49 – 67 –TraditionalistsAge 68+ Come up to the front Simply answer the multiple choice questions!

16. 16 Question # 1 – Communication Style Which of the following is your preferred communication style in the office? A.In person B.Phone / e-mail C.E-mail / texting D.Texting

17. 17 Question # 2 – Work / Life Balance How do you define your work / life balance? A.I don’t have one: long hours to maintain job security B.I don’t have one: long hours = identity / sense of contribution C.I have a balance D.I’m working on it

18. 18 Question # 3 - Rewards What is your idea of a reward for a job well done? A.Pat on the back B.Money, title, recognition C.Freedom – day off D.More meaningful work / projects

19. 19 Question # 4 – Changing Jobs Why would you change jobs / companies? A.Wouldn’t - company loyalty B.To do something different C.It’s necessary D.Routine

20. 20 TraditionalistsBaby BoomersGeneration XMillennials OUTLOOK PracticalOptimisticSkepticalHopeful WORK ETHIC DedicatedDrivenBalancedAmbitious VIEW OF AUTHORITY RespectfulLove/HateUnimpressedRelaxed, polite LEADERSHIP BY... HierarchyConsensusCompetence Achievement, pulling together RELATIONSHIPS Self-sacrifice Personal gratification Reluctance to commit Loyal, inclusive PERSPECTIVE Civic-mindedTeam-orientedSelf-reliantCivic-minded TURN-OFFS Vulgarity Political incorrectness Clichés, hype Cynicism, condescension Source: http://assets.aarp.org/www.aarp.org_/cs/misc/leading_a_multigenerational_workforce.pdf Challenges for Managers

21. 21 TraditionalistsBaby BoomersGeneration XMillennials OUTLOOK PracticalOptimisticSkepticalHopeful WORK ETHIC DedicatedDrivenBalancedAmbitious VIEW OF AUTHORITY RespectfulLove/HateUnimpressedRelaxed, polite LEADERSHIP BY... HierarchyConsensusCompetence Achievement, pulling together RELATIONSHIPS Self-sacrifice Personal gratification Reluctance to commit Loyal, inclusive PERSPECTIVE Civic-mindedTeam-orientedSelf-reliantCivic-minded TURN-OFFS Vulgarity Political incorrectness Clichés, hype Cynicism, condescension Source: http://assets.aarp.org/www.aarp.org_/cs/misc/leading_a_multigenerational_workforce.pdf Challenges for Managers

22. 22 Use a personal touch. Make face-to-face contact. Computer-driven communication sometimes alienates members of this generation. Be mindful of age and experience. Show them that their experience is viewed as an asset rather than a liability. Capitalize on experience. Consider setting up mentoring relationships that match senior employees with younger ones. Traditionalists at Work Recruit and Retain Source: http://assets.aarp.org/www.aarp.org_/cs/misc/leading_a_multigenerational_workforce.pdf

23. 23 Offer flexible work arrangements: telecommuting, adjustable scheduling, personal time to handle family and caretaking matters. Provide challenging work opportunities, horizontal movement, learning opportunities. Offer phased retirement programs. Offer health and wellness programs to foster healthy life styles. Boomers at Work Recruit and Retain Source: http://assets.aarp.org/www.aarp.org_/cs/misc/leading_a_multigenerational_workforce.pdf

24. 24 Generation X at Work Recruit and Retain Show them lots of options for their workplace schedule. Allow them to work autonomously. Tap into their adaptability. Generation Xers are typically flexible, and many are independent operators. Give them an important task that needs to get done; they’ll likely get it handled! Give FAST (Frequent, Accurate, Specific, Timely) feedback in order for them to build their skills and improve their resumes. Source: http://assets.aarp.org/www.aarp.org_/cs/misc/leading_a_multigenerational_workforce.pdf

25. 25 Millennials at Work Recruit and Retain Tap an outstanding employee from the Millennial Generation to talk to the candidate about the company. Provide flexibility to allow them to pursue their many outside interests. Get them involved in meaningful volunteer efforts. These workers are community-oriented and are graduates of required community service hours. Count them in on benefits like 401(k) plans. Millenials are financially savvy. Use their capability to access and share information quickly. This is the most technologically and globally aware generation. Pair them up with older mentors. On surveys, Millenials say they resonate most with the Baby Boom and World War II generations. Help them learn interpersonal skills for the workplace. They may need to be rescued from difficult situations while they develop these skills. Source: http://assets.aarp.org/www.aarp.org_/cs/misc/leading_a_multigenerational_workforce.pdf

26. 26 What’s in Common? Flexibility is important regarding work-life balance Highest indicator of satisfaction is to feel valued on the job Career development is a high priority Supportive work environment where they are recognized and appreciated with rewards for results And, most importantly, all generations value trust and want respect

27. 27 Takeaways Strive to develop empathy and understanding of generational characteristics – ultimately, the organization will be more effective and profitable Team diversity can breed great success – this variety of experience provides essential tools to handle challenges faced by an organization

28. 28 Understanding Generational Differences Business objective: –Communicate better in the workplace –Instill confidence and trust in each other –Ultimately, a win-win for company and employee What’s in it for me???? –Learn about the differences of each generation –Learn how to minimize generational conflict

29. 29 THANK YOU! Elaine Johns President/CEO 4170 Ashford Dunwoody Road Suite 550 Atlanta, GA 30319 678-510-2910 (office) elaine.johns@enervision-inc.com