Age Matters: Strategies for Successfully Engaging a Multi-

Generational Workforce

For the First Time in Australian HistoryWorkplace demographics span four

generationsModern Workers have moved from Machine

Age or “assembly lines” through Atomic Age, Space Age, Information Age to the Knowledge age

Knowledge worker assets are intellectual capital

Age MattersUnique challenges and opportunities of

engaging a multi-generational workforce in the era of the knowledge worker

EngagementEngagement is much more than job

satisfaction. Engaged employees demonstrate innovation

and creativity. Engaged employees take personal

responsibility to make things happen, to make the company (team) successful; and to have an emotional bond to the organization, its mission and vision

Engaged workers are the top performers

OpportunitiesWhen coached properly, employees can

become engaged and add real value to the organisation

In economic good times and bad top performers are sought after by their own company and by the competition.

The Rich Mix of GenerationsTraditionalists (Born 1945 and before)Baby Boom Generation ( Born 1946-1964)Generation X (Born 1965-1980)Millennial Generation (Born 1980-2000)

The Traditionalists

Born 1945 and before Now 65 and older Accounts for 5% of labor force Core Values and Behavior Differences Strong work ethic Discipline Stability Silent Generation

The Baby Boomers

Born between 1946-1964Now between the ages of 46 and 64Accounts for 38% of labor forceCore Values and Behavior Differences

Strong work ethicInsist on having a voiceStrong team orientationGood Communication Skills

The Generation X’ersBorn between 1965-1980Currently 30 – 45 years of ageAccounts for 33% of labor forceCore Values and Behavior Differences

Latchkey kids/self-reliantThrive in midst of chaos and changePoised to move into leadership

MillennialsBorn between 1980 and 2000Under 30 years of ageAccounts for 15% of the workforceCore Values and Behavior Differences

Grew up with technologyBusiest generation…grew up seeing the

world as global, connected and 24/7

Comparing the GenerationsTraditionalist Baby

BoomersGeneration

XersMillennials

Outlook Loyal/Practical Optimistic Skeptical Hopeful

Workplace Ethic Dedicated Driven Balanced Ambitious

View of Authority Respectful Love/Hate Unimpressed Relaxed, Polite

Dealing with workplace Conflict

Avoid confrontation

Resolve with consensus building

Straightforward Brutal honesty

Feel inability to cope with any conflict

Resolution Strategies

Willing confront if given the expectation

Deal with problems as a group

Don’t beat around the bush.

Prefer to text discussion instead of face to face

Motivator A job well done Money, title, promotion

Self fulfillment, freedom, fun

We provide opportunities here

Generational Clash in the Workplace

Worldwide economyRapid change in the workplaceDownsizing of companiesMergers, acquisitions, consolidationsElimination of middle managementLess union activity in companiesSeniority only one element of promotionTechnology

The Result:No job is safe, and no career assured.

Causes employees to identify more with their generation and blame other generations for workplace problems and issues.

The real generational workplace conflict is based on differences in values, ambitions, views, mindsets, and demographics.

Traditionalists at WorkAssets

StableDetail orientedThoroughLoyalHard working

Liabilities

Inept w/ambiguity and change

Reluctant to buck the system

Uncomfortable with conflict

Reticent when they disagree

Traditionalists: Strategies for Success

Take plenty of time

Give them the “big picture”

Emphasize long-term goals

Let them share their experience

Train on Technology

Don’t stereotype as technophobes

Use formality and order

Don’t rush it

Messages that Motivate Traditionalists“Your experience is respected here.”

“It’s important for the rest of us to hear what has, and hasn’t, worked in the past.”

“Your perseverance is valued and will be rewarded.”

Boomers at WorkAssets

Service orientedDrivenWilling to “go

the extra mile”Good at

relationshipsWant to pleaseGood team

players

LiabilitiesNot naturally “budget

minded”Uncomfortable with

conflictReluctant to go against

peersPut process ahead of

resultsSensitive to feedbackJudgmental of those

who see things differently

Boomers: Strategies for Success

Focus on the near future

Focus on challenges

Focus on their role

Meetings and team building

Provide develop-mental experiences

Use business books and training tapes

Messages that Motivate Boomers“You are important to our success.

“We recognize your unique and important contribution to our team.”

What is your vision for this project?”

“You are valued.”

Gen X’ers at WorkAssets

AdaptableTechno-literateIndependentNot intimidated by

authorityCreative

LiabilitiesImpatientPoor people skillsInexperiencedCynical

Gen X’ers: Strategies for Success

Focus on balance

Offer them access to many different kinds of information

Provide resource lists

Electronic support

Keep materials brief – bullets/checklists

Help them train for another job

Messages that Motivate Gen X’ers

“Do it your way.”

“We’ve got the latest computer technology.”

“There aren’t a lot of rules here.”

“We’re not very corporate.”

Millennials at Work

AssetsLoyaltyOptimismTolerantMulti-taskingFast-thinkingTechnological

savvy

LiabilitiesNeed for

supervision and structure

Inexperience, particularly with handling different people issues

Service levels are low

Millennials: Strategies for Success

Take plenty of time

Let them know what they do matters

Communicate expectations

Focus on customer service and interpersonal skills

Model the behavior you want to see

Large teams with strong leadership

Messages that Motivate Millennials

“We provide equal opportunities here.”

“Your mentor is in his/her sixties.”

“You are making a positive difference to our company.”

“You handled that situation well.”

Best Practices for Managing a Multi-Generational WorkforceKnow your company’s demographics Be Flexible to the needs and wants of the

different generationsBuild on StrengthsProvide TrainingEncourage MentoringEmbrace Diversity