1. Recruiting & Retaining Multi-Generational Providers Alysa Bostick Director of Physician Relations & Marketing Wilmington Health

2. Who Are They? 4 GENERATIONS SIDE-BY-SIDE 50 years between the oldest and youngest employees Each of Four Generations – diverse perspectives, -motivations, – attitudes and -needs They have changed the dynamics of the workforce Insight into the differences among the generations can help you – better understand the needs and expectations of your team in an age-diverse workforce. – Learn the motivations and generational footprint of each segment to leverage your talents

3. Who are they? The Traditionalists - Born between 1927 and 1945 The Baby Boomers - Born between 1946 and 1964 Generation X – Born between 1965 and the early 1980s Generation Y – Born in 1980 or later

4. The Traditionalist LEADERS IN DOING IT THE WAY IT HAS ALWAYS BEEN DONE Hardworking: – Consider Working a Privilege – Believe you “earn your way” Loyal: – Civic-minded, Loyal to country and employer – Less likely to change Submissive: – Raised to respect authority-Team Players – Not likely to initiate conflict Traditional: -Prefer traditional education -Favor conventional business models -Prefer top-down chain of command Tech-Challenged: – Slow to change their work habits – Less technologically adept Struggle to learn new processes

5. Baby Boomers Work-Centric: – Hard working, motivated by position, perks and prestige – Define themselves by their accomplishments – Often criticize younger generations for a lack of work ethic and commitment to the workplace Independent: – Confident, independent and self-reliant – Grew up in an era of reform and believe they can change the world – Not afraid of confrontation and challenge established practices Goal-Oriented: – Achievement-oriented, dedicated and career-focused. – Welcome exciting, challenging projects and strive to make a difference. Competitive: – Equate work and position with self-worth – Clever, resourceful and strive to win. – Potential difficulty adjusting to workplace flexibility trends. – Believe in "face time" at the office

6. Generation X Individualistic: – Independent, resourceful and self-sufficient. – Values freedom and responsibility. – Many display a casual disdain for authority and structured work hours. – Dislike being micro-managed and embrace a hands-off management philosophy. Technologically Adept: – First generation to grow up with computers – Technology is woven into their lives – Comfortable using PDAs, cellphones, e-mail and laptops Flexible: – Less committed to one employer and more willing to change jobs to get ahead than previous generations. – Adapt well to change and are tolerant of alternative lifestyles. – Ambitious and eager to learn new skills – Want to accomplish things on their own terms Value Work/Life Balance: – Work to live rather than live to work. – Appreciate fun in the workplace – Work hard/play hard mentality

7. Generation Y Tech-Savvy: – rely on it to perform their jobs better – plugged-in 24 hours a day, 7 days a week – prefers to communicate through e-mail and text messaging rather than face-to-face contact – prefers webinars and online technology to traditional lecture-based presentations Family-Centric: – willing to trade high pay for fewer hours, flexible schedules and a better work/life balance – prioritize family over work Achievement-Oriented: – high expectations of their employers, seek out new challenges and are not afraid to question authority – want meaningful work Team-Oriented: – value teamwork and seek the input and affirmation of others – loyal, committed and wants to be included and involved Attention-Craving: – crave attention in the forms of feedback and guidance – appreciate being kept in the loop and seek frequent praise and reassurance. – benefit greatly from mentors

8. What do you think? Which of the following is important for a Baby Boomer (Born 1946-1964)? – Build parallel careers. – Build a stellar career. – Build a legacy. – Build a portable career. Which of the following is important to Generation Xers (Born 1965-1980)? – Give me balance now, not when I'm sixty-five. – Support me in shifting the balance. – Help me balance everyone else and find meaning myself. – Work isn't everything; flexibility to balance my activities is. Your response? _______________________ Which of the following feedback do Millennials (Born 1981-1999) prefer? – Sorry to interrupt, but how am I doing? – Once a year, with lots of documentation.documentation – No news is good news. – Feedback whenever I want it, at the push of a button.

9. Recruiting Traditionalists: – Not going anywhere-by choice Baby Boomers: – Interest ignited by – Title-Balanced Schedule – Control-Safety Generation X: – Looking for something better – Increased income-Title/Promise of title – Positive Enviroment Millennials: Millennials – Always looking – More $-Sign-on bonus – Affirmation of Importance

10. Career Goals Traditionalists: – One lifetime career with one employer – Loyal, Bricks & Mortar Folks Baby Boomers: – Followed Traditionalist- Successful but becoming wary – Tired-Questioning where they’ve been and where they’re going Generation Xers: – Becoming Concerned with Healthcare Reform – Focusing on building skills and expertise to take with them-if they need to Millennials: Millennials – Multi-taskers, pursue more than one line of work at the same time – Will stay or go… not if-when

11. Retaining -Balance Traditionalist: – Support me in shifting the balance. Reduced Work hours with continued involvement/support Baby Boomers: – Help me balance everyone else and find meaning myself. Clear Economic Expectations for work produced/frequently provided Control to work 4 or 4.5 days-call factoring Generation X: – Give me balance now, not when I'm sixty-five. Economic achievement for hard work-demonstrated numbers Reduced work schedules based on life demands/fluctuate to 4 days/comp time Millennials: – Work isn't everything; flexibility to balance my life is priority. Control over work schedule- 3-5 days, Comp time

12. Retaining-Communication & Feedback Traditionalists: – No news is good news – Assume they will be consulted on major events given their knowledge of history in the profession Baby Boomers: – Expect to hear they are anchoring the boat – Prefer to know details Generation X: – Just need to know they are valued/verbally is fine – Want to understand their impact on the mission Millennials : – Feedback whenever I want it at the push of a button – Advantageous to keep engaged or may wander