APPA – July 30, 2013

1. Generations in Today's Workplace:Too Many Baby Boomers in Control? What to do if you are a Gen X or Millennial. APPA – July 30, 2013

2. Objectives • Naming the points of conflict • Updating the “facts” about the generations • Identifying the assets of all generations • Examining ways to collaborate and get the best from everyone • Learn how Discover Corrections can help

4. Conflict Points: • Young employees think that they are “more efficient in multitasking” and “more creative” than older workers. • Older employees think that they “have a stronger work ethic” than young workers. • Stereotypes • Many careers vs. one career • Beliefs of self-worth • Workplace flexibility • Respect for “authority”

5. Baby Boomer Facts: • 21% remain employed • 38% - just ready to retire • 17% - health reasons • 10% - job loss • Age they will retire? Jumped from 67 – 71 • Economically: • 86% drawing SS • 82% don’t plan to move their residence Met Life Mature Market Institute 5/23/13

8. Generation X • Worried that BBers won’t leave the workplace • Remain stuck in middle-management • Grew up watching institutions fail; parents divorced • Choose multiple paths in their careers; keep options open • Option thinkers • Willing to listen • Most demanding group in the workforce, ask for: • Higher pay • Higher bonuses • Higher job titles • Less interested in promotions • More important – kids and family

9. Gen Xers At Work • Held 10.2 jobs between ages 18 – 38 • See jobs as temporary • 77% will leave for “increased intellectual stimulation” • No career ladder – spider web • Job is a stepping stone • Use “quitting” as an option between jobs • Its about my self-esteem • Entitled and ambitious • High expectations • Don’t take criticism well • Takes “employability seriously” • Hands-on

10. Gen Xers At Work, Continued • Must learn new skills • Wants mentoring • Focus on relationships not achievements • Short attention spans • Pessimistic about the future • Not afraid to be try it on their own • Adaptable • Entrepreneurial • Pragmatic

11. Adjusting to Xers in the Workplace: • Will approach issues from a different perspective than BBers. • Xers bring inquisitiveness for alternative plans and options • Millennials and Xers are different • Pragmatic

12. Millennial Updated Facts: • Narcissistic personality disorder • 3 x as high compared to people over 65 • Watch reality TV shows – which are about ----- narcissistics • 40% believe they should be promoted every 2 years regardless of performance • “Fan obsessed” • Earnest and optimistic; pragmatic idealists • Send and receive 88 texts per day • Peer dominated society • More live with their parents than with a spouse • 60% of those under 23 looked for a future job with more responsibility (as compared with 80% in 1992) Time Magazine 5/10/13

14. More about Millennials: • Post their daily life on a social network • Less civic engagement; informed but inactive • Lower political participation • Boosted self-esteem; means boost in narcissism • High likelihood of unmet dreams • The entitlement generation: • Go directly to those in power • Stunted? Staying in a suspended age state? • Don’t want to miss out on anything (FOMO)

15. More about Millennials: • Drop in scores measuring creativity • Empathy – decreasing: • Lack of face-to-face interaction • Inflated self-worth • “Twixters”: • Put off life choices – because there are so many • Don’t have to marry someone from their high school • Postpone parenthood • Have access to more information – not limited by income, education • Don’t respect authority; but don’t resent it • Need constant approval

16. More about Millennials: • Leaving jobs after 2 years • Average salary $39,700 • Starting salary $21,000 • Lower paying jobs due to recession • 63% have bachelor’s degree; 12.8% have master’s degree, 1.7% have doctoral degree • LA Times 8/25/2012

17. More about Millennials: • Don’t identify with big institutions • Including organized religion • Pro-business; financially responsible • Student loans - $1 trillion • 2 x more likely as BBers to buy personal items with a company credit card; 3 x more likely to tweet something negative about the workplace. • Are the rules clear? • Think about re-engineering the workplace using technology • Want to work for a company with a mission to serve society

18. Adjusting to Millennials in the Workplace: • Money isn’t the means to self-actualization • What else does “work” give me? • Acceptance of generational differences • Find new and better ways to do things • Communicate ethics • Make rules clear • Discuss to treat co-workers • Understand the importance of “influencers” – immediate supervisors and colleagues • Address boundary issues – grey areas between personal and professional lives

19. More about Millennials in the Workplace: • Flexibility in the workplace; more important than salary • Work hours AND contributions • Collective action • Goal oriented • Respond to learning, feedback, mentoring • Technologically astute • De-motivators: • Dictatorial leaders • Controlling systems • Strict chain-of-command/hierarchies • Lack of sincerity; talking down • Fewer “rules” not more rules?

20. Adjusting to Millennials in the Workplace: • Understand motivation • MsApproach – Figure out motivation: • “In it for my life"—those motivated by alternative work arrangements, as in "I have a life.” • "In it to win it"—those motivated by a fast-paced, highly challenging, risk-taking environment. • "In it to experience it"—those motivated by developmental stretch assignments. • "In it as Alpine ascenders"—those motivated by rapid, regular promotions.

21. Shared Beliefs/Preferences • Face to face • E-mail/Text • Phone • Motivators: • BBers – express appreciation for their dedication, hard work, long hours • Xers – be clear about desired results and the rewards for high performance • Millennials – communicate the impact and contribution of Ms to the team.

22. Assets • Millennials • Entrepreneurial • Technologically savvy • Coordinators in the workplace • Inquisitive • Committed to public service • Xers • Planners and schedulers on the workplace • Bring workplace/life balance • Independent thinkers and workers • Self-reliant • Ambitious

23. A Word About Recruitment • Develop a recruitment plan aimed at the 3 generations • Xers: • Flexible workplaces with child care, promote work/life balance • Salary important • Leadership development opportunities (training) • Millennials: • Value their individual contributions within the team • Assignments that are productive and meaningful • Have current technology • Continuing education • Have a voice in the workplace • Want skills to move upward

25. Get the best from all generations: Your “TO DO” list: • Get the data • Generations by position • Retirement? • Turnover/attrition rates • Social media policy • Generationally relevant training • Fill the gaps • Professional boundaries • Develop a mentoring program • Train and identify mentors

26. TO DO LIST, continued: • Model the behavior you want • Embrace differences; find ways to involve all • Be inclusive • Train supervisors and managers • Consider establishing a leadership development program • Re-engage Bbers; no retiring in place

27. generationally relevant

28. www.discovercorrections.com

29. www.discovercorrections.com

30. How Discover Corrections can help? • Generationally relevant connections • Demonstrate technologically savvy • Maintain internal interest in keeping good people • The image of the organization • Assure competent supervision and leadership • Keeping up with the “competition” • Pride in employees

31. Presenters: Susan W. McCampbell susanmccampbell@cipp.org 239.597.5906 Mary Ann Mowatt mmowatt@csg.org 859-420-4305