Age and generational differences are another aspect of workplace diversity that has been getting a lot of attention as Millennials enter the workforce. We highlight how to recruit, retain, motivate and lead four distinct generations.

1. Recruiting and Retaining Millennials
Multi-Generations in the Workplace
May 2014

2. About Your Facilitators
 Angie Salmon, SVP – EFL Associates
- Completed over 100 search engagements
- Leads Board of Directors and Nonprofit Practice
- “X-Y Cusper” and volleyball player
Wayne Larson, CBIZ Marketing Coordinator
- Former recruitment coordinator for KU School of
Journalism
- Listener, communicator, content creator, manager
- “Grinding” – Work, not dancing
wlarson@cbiz.com  913.234.1791  @larsonwayne
asalmon@eflassociates.com  913.234.1576  @SalmonSearch

3. Generations – Our Definitions
Generations Born Age
Traditionalists 1930-1945 69-84
Baby Boomers 1946-1964 50-68
Gen X 1965-1976 38-49
Gen Y/Millennials 1977- 37 and younger

4. Understanding Diversity vs. Stereotyping

5. Traditionalists (69-84) – Defining Moments

6. Traditionalists – Performance Clues
 Comfortable with delayed gratification
 Value formal communication
 Hard work, sacrifice
 Recognition for great contributions
 Utilize the lifetime of wisdom
 Ask them (They might not volunteer)
 Let them mentor – Gen Y trusts them

7. Traditionalists – Quiz
A. Being asked to join the company softball team
B. Cash bonus
C. Employee dinner where spouse can attend
D. Discounts for theatre tickets

8. Baby Boomers (50-68) – Defining Moments

9. Baby Boomers – Performance Clues
 Competitive
 Enjoy leading teams
 “Work hard, pay your dues”
 Measure work effort in hours per week
 Want to be recognized for contributions
 Prefer phone, personal interaction, meetings

10. A. Building a legacy
B. Building a stellar career
C. Building a parallel career
D. Building a portable career
Baby Boomers – Quiz

11. Gen X (38-49) – Defining Moments

12. Gen X – Performance Clues
 Naturally skeptical
 Loyal to individuals (not companies)
 Training is security
 Savvy with technology, media and information
 Wants career security rather than job security
 Balance now – not late in life
 Prefer email, voicemail, direct and immediate

13. Gen X – Quiz
A. Like their boss to parent them
B. Very independent
C. Strive to be loyal to one company
D. Want to learn new skills for fun

14. Gen Y/Millennials (<37) – Defining Moments

15. Gen Y/Millennials – Performance Clues
 Respect accomplishment vs. authority
 Accustomed to praise/feel entitled
 Great multi-taskers, team members
 Want meaning and good balance
 Build parallel careers
 Want excitement & challenge
 Purpose/mission focused
 Technology driven

16. Perceptions/Advice for Gen Y

17. Making Sense of the Millennial World
 Need for constant feedback
– Others see it: Irritating, bid for attention
– Millennial perspective: Eager to please, efficiency
 Confident/Self-Assured
– Others see it: Entitled, unwilling to pay dues
– Millennial perspective: Want meaningful, important work
 Disliking rigid work schedules
– Others see it: Lazy, won’t “put in the time”
– Millennial perspective: Work can be done anywhere, will work
tirelessly for something exciting

18. Recruiting & Retaining
Millennials

19. Hot Buttons for Millennial Job Seekers
 Employer fits lifestyle, personality and priorities
Fun
Challenge
Entrepreneurship
Opportunity
Creativity
Ethics
Lifestyle
Diversity
Technology
Mission

20. The Millennial Job Search – Tactics
 Make it personal
 Instant gratification
 Entertaining
 Authentic
 Straightforward
Y-Size your website
Clearly set
expectations
Offer more than money
Compensation package
Explain career paths
Detail specific projects

21. The Millennial Job Search – Tactics

22. Millennial Retention Strategies
 Week One is All-Important
 Create Customized Career Maps – Be Specific
 Model the Way – Reward Performance
 Create Challenges and Milestones
 Promote Collaboration
 Communicate & Provide Feedback - OFTEN
 Transparency & Access to Leaders
 Understand Motivations
 Talent Management Reviews

23. Providing Feedback
 Generations may have different expectations
– Traditionalists: No news is good news
– Boomers: Once a year, with lots of documentation
– Gen X: Sorry to interrupt, but how am I doing?
– Millennials: Feedback whenever I want it…at the push of a button
 Be specific and timely
 Address performance issue, not intergenerational differences

24. Get Feedback to Provide Feedback
 Talk with direct reports about their preference
– Formal vs. frank
– Verbal vs. written
– Email vs. memo
– On the spot vs. set a meeting

25. Millennial Retention Strategies
 Understand Retention Data
– Departure trends for high performers
– Conduct an in-person exit interview
 Create Emotional Connection
– Highlight internal promotions
– Defer incentives
– Give more than money
– Stretch projects
– Creative scheduling

26. Millennial “Clashpoints” & Scenarios
 Parallel Careers/Freelancing
 Professionalism
 Advancement
 Flextime/Telecommuting
 Inclusion
 Rewards
 Measuring results vs. Time
 Personal Technology

27. Management Techniques for All Generations
 Avoid judgment/assumptions
 Treat associates as you do your members
 Think “skills” not age
 Build on strengths diverse groups provide
 Ask and listen, be flexible
 Set clear expectations and be specific

28. Generational Similarities
 Challenging, meaningful work
 Opportunities for learning
 Development and advancement
 Successful integration of work/personal life
 Fair treatment
 Competitive compensation
 Want leaders who are:
– Accessible, leads by example
– Acts as a coach, holds people accountable

29. Come Together

30. Online Sources
“Managing Tomorrow’s People: The Future of Work to
2020,” and “Millenials at Work: Reshaping the
Workplace,” by Michael Rendell, Sandy Pepper, Karen
Vander Linde, Leyla Yildririm, et. al.
PriceWaterhouseCoopers
“Millennials facing unique workplace challenges,” by
Lexy Gross, USA Today, September 24, 2013.
“Money no longer the motivator for Gen X and Gen Y?”
by Ray Williams, Wired for Success-Psychology Today,
August 1, 2010.
“Study Reveals Surprising Facts About Millennials In
The Workplace,” by Shama Kabani, Forbes.com,
December 5, 2013.
“What Millennials Want In The Workplace (And Why
You Should Start Giving It To Them,” by Rob Asghar,
Forbes.com, January 13, 2014.
“The Beat (Up) Generation,” by Abby Ellin, Psychology
Today, March 11, 2014.
Sources & Works Cited
Books
Y-Size Your Business: How Gen Y Employees Can
Save You Money and Grow Your Business by Jason
Ryan Dorsey (2009)
When Generations Collide: Who They Are. Why They
Clash. How to Solve the Generational Puzzle at Work by
Lynne C. Lancaster and David Skillman (2003)
Presentations
“Managing Generational Differences” CBIZ Supervisory
Training, 2011.
Online Sources
“11 Tips for Managing Millennials,” by Susan
Heathfield, About.com.
“Gen Y Job Seekers: How They’re Different from Gen
X and Baby Boomers,” by Dan Schawbel, TIME.com,
September 24, 2012.
“How Millennials are Transforming Careers and the
Workplace,” by Ray Williams, Wired for Success –
Psychology Today, September 16, 2013.
“How the Millennial Generation Will Change the
Workplace,” by Ray Williams, Wired for Success-
Psychology Today, March 19, 2014.