A SEMINAR ON:
MANAGING TODAY'S MULTI-GENERATIONAL
WORKFORCE
Presented by:
Renji Thomas DE/11/EC/51
Abhijit Gogoi DE/11/EC/101
Lalchhantluanga DE/11/EC/106
Jerome Malsawmdawngliana DE/11/EC/107

What is multi-Generational workforce
 People with differences in terms of motivations,
working styles, communication patterns and
technological preferences working together
towards the same objectives
 Understand and appreciate age diversity.

Generations by Year of Birth
 Researchers have divided
today’s workforce into
four generations:
Seniors,
Veterans,
Matures
1920-1944
Baby Boomers 1945-1960
Generation Xers,
Twenty-
somethings,
Baby Busters
1961-1980
Millennials,
Generation Y’s
1981-2000

Silents
 Believe that hard work and
dedication leads to rewards
 Punctual and rarely miss work
 Committed to organization
 Respect Authority
 Not self-promoting

Working With Silents
What they bring to the team
 Superb interpersonal skills
 Good work ethic
Areas of Conflict
 May struggle with the diversity
of the workforce
 May struggle with technology

Boomers
 “Me” generation
 Competitive and hard-working,
started the 60 hr work week
 Get the job done at any cost
 Seen as sacrificing personal life
to achieve professional goals
 New outlook:They’re getting a life.

What they bring to the team
 Driven and service-oriented
 Good team players
Areas of Conflict
 Self-promoting
Working With Boomers

Generation X
 Digest information rapidly
 Witnessed corporate downsizing
and demise of lifetime employment
 May not sacrifice personal life for a company

What they bring to the team
 Open to receiving feedback
 Good at networking
Areas of Conflict
 Nomadic
 Parallel Processing
Working With Gen Xers

Millennials
 Cooperative, civic-minded
and intellectually curious
 Have mostly known affluence
 Meaningful work that makes a
difference in the world
 Value information and technology

What they bring to the team
 Good at multi-tasking
 Appreciate diversity
Areas of Conflict
 Strong parental attachment
 Need more recognition
Working With Millennials

The Perfect Storm…
15
Traditionalist Boomer Gen X Gen Yers
Training The hard way Too much and I’ll
leave
Required to keep
me
Continuous and
expected
Learning style Classroom Facilitated Independent Collaborative &
networked
Communications
style
Top down Guarded Hub & Spoke Collaborative
Problem-solving Hierarchical Horizontal Independent Collaborative
Decision-making Seeks approval Team informed Team included Team decided
Leadership style Command &
control
Get out of the way Coach Partner
Feedback No news is good
news
Once per year Weekly/Daily On demand
Technology use Uncomfortable Unsure Unable to work
without it
Unfathomable if
not provided
Job changing Sets me back Sets me back Necessary Part of my daily
routine

Commonalities
 Employees of all generations have one thing in
common. They need one good reason they should put
their full faith in any one company.
 Trust is common, no matter the age.

Dealing With Generational Differences
Bridging Differences
Identify values
Assess value differences
Acknowledge implications
Change behaviors
Communicate needs
Build on commonalities
Accept differences
Tap into motivations
Manage Differences
Set clear goals
Share a common purpose
Expect mutual
accountability
Give real recognition

Top five actions for dealing with a silent
 Offer plenty of personal interactions, ask and
listen
 Provide clear (written) goals and expectation
 Show respect for age and experience
 Provide plenty of technology training
 Be totally honest and candid

Top five actions for dealing with a baby boomer
Show care
Give frequent recognition
Treat them as equal coach don’t direct
Give them a chance to talk
Be Honest, candid and direct.

Top five Actions for dealing with a gen X
 Provide a fun workplace
 Use written goals
 Involve in team
 Be truthful and direct
 Separate career and life

Top five actions for dealing with a millennial
 Give frequent instant feedback keep energy high
 Use technology to the maximum
 Offer multi-tasking projects
 Provide close supervision
 Provide people skill training

Benefits of Understanding Generational Differences
 More effective communication
 Increased recruitment and employee retention
 Motivated employees
 Increased productivity
and teamwork

CONCLUSION:
 Attracting and retaining talent needs continuous
effort and that's why you should start managing
your workforce today
 There is no one-size-fits-all solution to managing a
multigenerational workforce
 However, we hope that, by sharing our point of
view on this subject, you have gained some
insights that will help guide you through this
ever-evolving and dynamic landscape

References:
 Wikipedia.org
 American Demographics Magazine.
 Four Generations in the workplace – Cameron
Marston.
 Lee Hecht Harrison - Ihh.com
 http://www.nationmultimedia.com/business/M
anaging-todays-multi-generational-workforce
 http://www.workingatmcmaster.ca/med/docu
ment/Managing-a-Multi-generational-
Workforce-1-37.pdf

THANK YOU