Understanding how to work with and interact with different generations at work.

1. Surviving and Thriving in a
Multi-Generational Workforce

2. 1. Gain an understanding of different
generations in the workforce and what
makes each important on your team
2. Identify effective strategies for working
in multigenerational workplaces and
teams
3. Learn what Millennials are looking for
and how to mentor them appropriately

3. 1st time in US History!

5. 1922-1944 1945-1964
1965-1979 1980-2000

8. • Important events included:
– The Great Depression
– WWII
– Disney releases it’s first animated feature (Snow
White)
– The Korean War
– Sputnik went into Orbit
You might be a veteran if…
• You have the ability to entertain yourself without
a TV, in fact you remember the days before TV
• Popular Technology: Radio

13. Aging with Technology

15. • Important events included:
– Man walks on the Moon
– Civil Rights
– Woodstock
– Deaths of JFK and Martin Luther King
– Vietnam War begins
You might be a Boomer if you can complete these
sentences…
• When the Beatles first came to the U.S. in early 1964,
we all watched them on the ______show
• "Get your kicks, ________________”
• Popular Technology: Television

23. • Important events:
– The Cold War (remember getting under your desk?)
– Challenger Shuttle Explodes on Takeoff
– Berlin Wall Dismantled
– Fall of Communism in Eastern Europe
– U.S. Troops go to Persian Gulf for the 1st time
– AIDS Identified
You might be a Gen Xer if…
• Schoolhouse Rock played a HUGE part in how you
actually learned the English language.
– I know what a Bill (sittin’ up on Capital Hill) is thanks to that
show!!
Popular Technology: Computers

31. • Important Events:
– Death of Princess Diana
– Death of Mother Teresa
– Columbine
– 9/11
– World Center Attacks
– War begins in Iraq for a 2nd time
You might be a Millennial if…
• Blog, Facebook, Instagram, IM, text messaging, and
other social media are a regular part of your daily life
• Popular Technology: The internet, cell phones

40. What Make’s Millennials Different?

44. 94% of Millennials state they
respect older generations

48. • Looking for meaningful work
• Seeking challenge
• Chance to prove themselves and show they can
perform well
• Enjoys contact with people
• Desire to be in a position of responsibility
• Resents being looked at as though they have no
experience
• Tends to be more job mobile
• Less respectful of authority
Who does this describe?

49. Training and Development Journal
Sorry Boomers, the other generations in the workforce
didn’t like you when you started working!
Every generation that enters the workforce makes waves!

50. Every generation that enters the workforce makes waves!

52. Veterans Boomers Gen Xers Millennials
Career
Goals
Build a legacy Build a stellar
career
Build a portable
career
Build parallel
careers
Rewards Satisfaction of a job
well done
Money, title,
recognition,
corner office
Freedom is the
ultimate reward
Work that has
meaning for me
Work-Life
Balance
Support me in
shifting the balance
Help me balance
everyone else and
find meaning
myself
Give me balance
now! Not when
I’m 65
Work isn’t
everything. Need
flexibility to
balance my other
activities
Job
Changing
Carries a stigma Puts you behind Is necessary Is part of the daily
routine
Training I learned the hard
way, you can too!
Train ‘em too
much and they’ll
leave
The more they
learn, the more
they’ll stay
Continuous
learning is a way
of life
Source: When Generations Collide

54. Veterans
Assets: Experience, enhanced knowledge, dedication, focus,
loyalty, stability, emotional maturity, perseverance
Possible issues: Reluctant to buck the system, uncomfortable with
conflict, may want to keep things the way they are
Messages that Motivate: “Your experience is respected here”
Rewards: Tangible symbols of loyalty, commitment, and service
including plaques and certificates
Methods of Communication: Memos, letters and personal notes

55. Baby Boomers
Assets: Service orientation, dedication, team perspective,
experience, knowledge
Possible issues: May put process ahead of results
Messages that Motivate: “We need you”, “ Your opinion is valued”
Rewards: personal appreciation, promotion, and recognition
Methods of Communication: phone calls, personal interaction

56. Generation X
Assets: Adaptability, techno-literacy, independence, creativity,
willingness to buck the system
Possible issues: Skeptical, may distrust authority
Messages that Motivate: “Do it your way”, “there aren’t a lot of
rules around here”
Rewards: Free time, opportunities for development, certifications
to add to their resumes
Methods of Communication: Voice mail, email

57. Millennials
Assets: Collective action, optimism, ability to multi-task, and
technologically savvy
Possible issues: Need for supervision and structure, inexperience-
particularly when dealing with difficult people
Messages that Motivate: “Your work makes a huge difference
here”
Rewards: Awards, certificates, tangible evidence of credibility
Methods of Communication: texting, instant messaging,

59. FOCUS: on the similarities of the
four generations.
We all want to be successful in our careers.
We all have hopes and dreams.
•

60. UNDERSTAND: the differences
between the way the generations
approach work.
• OPTIMIZE: the strengths of each group:
Traditionalists are loyal employees.
Boomers are highly optimistic.
X-ers value independence and flexibility.
Millennials value teamwork and personal connection.

61. REALIZE: the possible weaknesses of
each generation.
Younger workers may not see the potential
hazards and pitfalls of business. They don’t
have the knowledge of what has worked in
the past and what has been a total failure.
Older workers may be too focused on the way
things have “always been done” and thus be
resistant to accepting new procedures and
new technologies.

63. Mentoring Program
Purpose
Value
Mentors/Advisors
Design
Method
Baby Boomer Run
Career Advancement
Mentee/learner gains understanding and skills
People with higher status and knowledge
One-to-one mentoring: Long-term relationships
Face-to-face
Millennial-Run
Primary Learning
Rapid dissemination of knowledge
Anyone with knowledge the learner needs
Networked relationships: Time determined by needs
Virtual
Know What Millennials think of
Mentoring!
Mentoring
Matters!
98% of Millennials believe working with a mentor is a
necessary component in development.
PowerhouseCoopers Global CEO Survey cited in “If You Want to Retain
Your Best Young Workers, Give Them a Mentor Instead of Cash Bonuses”
by Vivian Giang, July 2011

69. Comparing Millennials with the
NEXT Generation
Millennials (1980-2000) Generation Z (2000-2021)
1. Adventurous 1. Cautious and safety preoccupied
2. Green friendly, but self-indulged 2. Green-biased; focus on conservation
3. Secure; high self-esteem 3. Insecure; seeking identity
4. Easy come, easy go 4. Calculated
5. Poor at finances 5. Frugal stewards of resources
6. Dependant upon parents/adults 6. Self-reliant
7. Optimistic and progressive 7. Realistic and pragmatic
8. Cause-oriented 8. Issue-oriented
9. I want it all 9. I seek balance; trade-offs
10. Naïve 10. Globally savvy and aware

70. Generation Z
• Want an active role in their communities, and families and will likely want
this from work. They are eager to have an impact
• Far more ethnic diversity. Caucasians may become a minority for this
generation
• In comparison to Millennials, their parents are more likely to be hands off
and provide opportunities for learning and growth
• There is a good chance they will be able to hit the ground running as
shifting education styles have focused more on soft skills
• Growing up in the worst economic conditions since the great depression,
they will likely be financially savvy, cautious, an frugal
• Strong likelihood they may become a strong entrepreneurial generation
• Will be the most technologically advanced generation in history

80. Jennifer Fisher
jennifer@jenthreepointzero.com
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