The Generation Gap in the Workplace Part 3

Monetary Rewards

• Generation Z – Benefits, opportunity for advancement
• Millennials – Stock Options
• Generation X – Bonuses
• Baby Boomers – Yearly pay raises
• Traditionalists – Fair compensation/increases when goals met   

Gen Z: Preferred Communication Style

• Traditional face-to-face
• Telephone
• Email, text is low on the list  

Millennials: Preferred Communication Style

• Immediate Communication
• IM, Chat, Text
• Social Media
• Cell Phones  

Gen X: Preferred Communication Style

• Email is the main source
• Phone during working hours
• No buzz words  

Baby Boomers: Preferred Communication Style

• Informal/Casual
• Available Anytime
• Phone or In-Person
• Two-Way Communication  

Traditionalists: Preferred Communication Style

• Face-to-face
• Written memos and letters
• Great level of respect

Until next time...






Sheryl Tuchman, SPHR, SHRM-SCP
http://tools2succeed.com/

The Generation Gap in the Workplace Part 2

Motivational Factors for Generation Z
(Visual, Digital Engagement)

• Flexibility is Key
• Technology Essential
• Casual Dress   

Motivational Factors for Millennials
(Optimistic and Multitaskers)

• Structured environment
• Sense of belonging
• Mentoring
• Constant feedback
• Recognition from boss
• Move forward quickly   

Motivational Factors for Generation X
(Independent and Adaptable)

• Work independently
• Having organizational goals
• Making a difference
• Flexibility
• Welcome change
• Autonomy and independence
• Work-life balance  

Motivational Factors for Baby Boomers

• Money Loyalty
• Peer Recognition
• Goal-Oriented
• Don’t want conflict
• Professional development
• Promotions  

Motivational Factors for Traditionalists
(Loyal and Mentors)

• Money
• Loyalty
• Respect for authority
• Give directions and guidance
• Lead
• Add value to organization & society   

Until next time...






Sheryl Tuchman, SPHR, SHRM-SCP
http://tools2succeed.com/

The Generation Gap in the Workplace Part 1

Recognizing, understanding, identifying and managing the different generation gaps in the workplace promotes a higher rate of productivity, employee engagement, effective communication and a more harmonious work environment We should understand the background, attitudes, and work styles of each generation in the workplace, to cultivate an environment that respects each generation’s perspective and way of life, and to increase engagement, teamwork, productivity and trust among the generations.

  

Background, Attitudes, and Work Styles

• Communication is key
• Recognize inherent talents and strengths
• Clear procedures and techniques to achieve goals
• Reach for the same objective in different ways   

The Generations

• Generation Z Born 1996 – ?
• Millennials (Gen Y) Born 1980 – 1995
• Generation X Born 1965 – 1979
• Baby Boomers Born 1946 – 1964
• Traditionalists Born 1928 – 1945  

Job Searching Progression

• New, Automated Methods
• Technology such as LinkedIn, Facebook, Twitter, etc. has transformed corporate culture and behavior
• Communication Styles Different among Generations
• Job Skillsets Have Evolved
• Job Descriptions More Specific   

Traditional vs. Modern Interviewing Techniques

• Corporate Headquarters vs. Remote Locations
• Skype, Social Media Information
• Dress for Success Different for Generations
• Ability to Work Remotely More Common
• Traditional Organizational Hierarchy Changing   

Respect Perspectives and Ways of Life

• Life experiences
• Values
• Habits
• Expectations

Until next time...






Sheryl Tuchman, SPHR, SHRM-SCP
http://tools2succeed.com/