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GENERATIONAL DIVERSITY…Preparing for Tomorrow’s Workforce

Presented by:

Shellie Haroski, SHRM-SCP, SPHR

Why are we talking aboutGenerational Diversity?

“Building a better future will depend on ourability to appreciate generational differences.”

-Mal Fletcher

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Times…They Are a Changing

• The workforce of the past has not existed for some time

• Organizations that always do, what they’ve always done,

with the same type of people, will see a diminished ability

to grow and compete in the market place

• Organizations need to balance today’s workforce to reflect

the needs, backgrounds and values of a diverse America

• Organizations need to embrace new Generations…it is our

future

What is Diversity?

Diversity is a collectivemixture of people

characterized by differencesand similarities that are

applied in pursuit oforganizational objectives

DIVERSITY

Generational Diversity

Name Years of Birth Ages% of the

Workforce

Traditionalist / Silents 1925 - 1945 71-91 9%

Baby Boomers 1946 - 1964 52-70 30%

Generation X 1965 - 1985 31-51 33%

Millennials / Generation Y 1978 - 1990 26-38 24%

Generation Z 1995 – 2007 9-21 4%

Each generation has its own set of values and experiences that caneither set them part or join them together.

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Inter-Generational Diversity

Inter-Generational Workforce

Traditionalist Baby Boomers

Discrete Diplomatic

Present your story in a formal, logicalmanner

In person

Show respect for their age/experience Speak in an open and direct style

Use good grammar and manners Use body language to communicate

Use formal language Avoid manipulative /controlling language

Use inclusive language (we, us) Establish friendly rapport

Focus on words not body language Present options

Slow to warm up OK to use first names

Like hand-written notes, less email & morepersonal interaction

Still open to change

Inter-Generational Workforce

Generation X Millennials/GenY

Blunt / Direct Polite

Immediate actionCommunicate in person if the message is

very important

Straight talk, present facts Don’t talk down to them- they will resent it

Email as #1 tool Use action verbs

Informal communication style Be humorous- show you are human

Talk in short sound bitesBe careful about the words you use and the

way you say it (they are not good atpersonal communication)

Share information immediately and often Be positive

Use direct, straightforward approach Use language to portray visual pictures

Learn their language & speak it Text, instant gratification

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The Millennials Are Here!

• 53% of all managers say it’s difficult to find and retainMillennials

• 78% of Millennials are strongly influenced by companyinnovation and community/social impact

Millennials by Definition

Millennials are:

• tech-savvy multi-taskers• continuous learners• team players• collaborators• diverse• optimistic• achievement-oriented• socially conscious• highly educated

What Motivates Millennials?

• Flexibility in the workplace and non-traditional schedules

• Collaborative environments

• Motivated by career growth and development opportunities

• Look for organizations that give back to the community andknowing their work has a purpose

• Money is not the biggest motivator

• Communication - different channels is critical

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Understanding Millennials

Define Diversity differently• Individual mix of unique experiences, identities, ideas, and opinions

Define Inclusion differently• Focus primarily and extensively on teaming, valuing a culture of connectivity,

using collaborative tools to drive business impact

What do Millennials want in the workplace?Coaching MeasuresCollaboration Motivation

Millennials have grown up with technology• Some spend up to 17.5 hours daily on technology

By the Numbers…

On average, 10,000 Baby Boomers retire every day

Nearly 60% of Millennials have switched careers at least once already

3 out of 5 students expect to be able to work remotely

70% of college grads leave first job after graduation within 2 years

43% of Millennials think they could easily find a job if they lost their current one

More than half of 18-44 year olds are looking for a job with a company that offers

flexible work options

69% of Millennials want more freedom at work, choosing when and where they work

67% of Millennials admit that on day one of a new job, they’re already thinking about

looking for another job

Strategies to Attract and Retain

1. Build a strong generational foundation:• Census – know your risk factors• Acquire intergenerational talent• Generational recruitment and retention strategies

2. Attract:• Connect mission and values to job• Strong interview process to ensure candidate understands expectations• Show impact to community/how what you do makes a difference• Communicate, Communicate, Communicate• Social Media presence

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Strategies to Attract and Retain

3. Retention Strategies:• Communication, multiple types of channels to engage each

generation• Show mobility, development, career opportunities for future

growth• Authentic and supportive environment• Make work fresh, trendy, exciting, current• Less formal structure, where possible• Offer variety in work

Strategies to Attract and Retain

3. Retention Strategies (continued):• Training, cross training or educational opportunities:

- Tutorials, videos, real life scenarios, case studies- e-learning opportunities- Soft skills training – “adulting”- Coaching/mentoring

• Opportunity for interactive collaboration• Opportunity for employees to contribute to ideas and solutions• Flexible work options, where possible• Competitive salary

Flexible Work Arrangements

How feasible is this in your industry?

• Flex hours

• Compressed work week

• Job sharing

• Telecommuting

• Flex scheduling, options of when to work

You cannot accommodate all of these, but what CAN you do?

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Collaborative Opportunities

Encourage Collaboration

• Increased opportunity for social interaction, bring all employeestogether

• Develop inter-generational training programs and round tables

• Get creative with involving Millennials

• Social media platform for employee engagement

• Inclusive planning and decision making

• Identify ways to allow Millennials to contribute

Lack of Diversity Leads to…

• Hurts others personally and professionally

• Devalues the person and their ideas

• Trivializes individuals’ accomplishments

• Excludes others from the team

• Wastes talent and time; loss of productivity

• Low morale for the subject and bystanders

• Creates “sides” instead of unity

• Negative influence on company culture

• Retention issues

Benefits Achieved through Embracing Diversity

• Increased collaboration, different thought patterns, creativity,problem solving, innovation

• Increased ability to attract and retain talent

• Improved advancement, development, mentoring and rolemodeling for all employees

• Increased customer service and retention

• Increased ability to learn from others

• Increased ability to leverage full potential of employees

• Increased productivity and performance

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Action Steps

• Assess environment; Increase awareness; Create proactive andintentional recruiting/engagement/retention plans for all generations

• Prepare for a workforce that represents shifting demographics

• Put more focus on communication, training and collaboration

• Be flexible when and where you can

• Focus on effective management styles for all generations

• Create a workplace culture of awareness, inclusion, and involvement

• Increase ability to attract and retain a diversity at all levels

Meet Millennials where they are and engage with them!

questions?Shellie Haroski, 864.553.7253

sharoski@fgp.com

Thank you for your time and participation!

Research References: McCrindle Research, Bureau of Labor and Statistics, Deloitte’s Millennial Survey, Future Workplace, UNCKenan-Flagler Business School