1. Managing the Generation
Gaps
Presentation by
Akilan Karthikeyan

2. Objective
Managing across generations and understanding how to
communicate considering the generation characteristics
of Boomers, Gen X-ers and Millennials (Gen Y-ers), will give
your business a competitive advantage.
This presentation talks about the characteristics of the
various Generations and understand how we have to
communicate with each of them.

3. Introduction
Hiring the right people and helping all employees manage
the generation gap will reduce internal conflict as well
as enhance employee motivation and productivity
throughout the organization including:
Operations
Customer service
Sales & Marketing
Research & Development

4. Introduction
Marketing to the right demographic and giving them
relevant messages will improve your success - both in
what you say and where you say it.
Tying this smarter approach to your Core
Competencies, Mission Statement, Vision Statement
and Goals will put you even further ahead of your
competition.

5. Introduction
In this presentation we will explore the generation
characteristics of what motivates Boomers, Gen X-ers
and Millennials (Gen Y-ers), and how managing across
generations will help you to communicate with each
generation more effectively by exploring their:
Employment Expectations
Work Ethic / Loyalty

6. Baby Boomers
Who are they?

7. Baby Boomers

8. Baby Boomers: Born between
1946-1964
Teen-age Baby Boomers
were individualistic and
idealistic – very much like
Millennial teens and young
adults.
They felt they could change
the world and... they did.

9. Baby Boomers: Born between 1946-
1964
As young adults Boomers took their values to work. They wanted
meaningful work and embraced socially and environmentally
conscious companies.
Again, like Millennials they were driven more by their values than
by money.
Yet, by the time mid-generation Boomers started to have families,
unemployment had risen to 10%.
With mounting responsibility and fewer job options they became
more individualistic and less idealistic – and became motivated by
money, perks and prestige.

10. Baby Boomers: Born between 1946-
1964
Today they are well-established in their careers and hold
positions of authority.
They are a large majority of today’s law firm leaders,
corporate executives, and senior managers.
They relish long work weeks and define themselves by the
accomplishments and prestige of the company they work for
as much as their own professional accomplishments.

11. Baby Boomers
Employment Expectations
Baby Boomers believe in working your way up the ladder –
whether you have a degree or not – experience is more
valuable. As such they recognize hierarchy, paying your dues
and that money and perks are the reward for hard
work, long hours and commitment.
They are most familiar with annual reviews but are learning
to embrace midyear and quarterly reviews as the pace of
their work environment increases.
They value face time in the office and many Boomers
will not welcome work flexibility or other work/life balance
trends.

12. Baby Boomers
Work Ethic / Loyalty
Very motivated to do a great job and will be
hardworking from morning to night. Baby Boomers
have the mind set of "organize life around work and
work around life" and "work your way to the top."
Because they are defined by their work, (and by a
recent economic downturn), they are working longer
and retiring later.
Baby Boomers are loyal to the companies they work
for. They want to trust their employers and will not
move companies as quickly as either X-ers or
Millennials.

13. Baby Boomers
Work Ethic / Loyalty
As Boomers approach retirement and feel financially
stable many re-embrace their early values of work/life
balance and being socially and environmentally
conscious. That said, the possession of items that
demonstrate success and prestige remains important.
Complement Boomers to get their best work.

14. Generation X-ers
Who are they?

15. Generation X-ers

16. Generation X – Born between
1965 - 1977
Generation X-ers are a cross
between the hierarchy
embracing Boomers and
the team driven Millennials
– especially when looking at
Gen X-ers born at either
end of their era.

17. Generation X – Born between
1965 - 1977
Gen X-ers have grown up with
corporate downsizing, massive
layoffs, governmental scandal,
and come from two income
and / or divorced families.
With their parents often
dedicating their lives to work,
Gen X children were often left to
accomplish tasks alone or with
their siblings, therefore, they
became independent, self reliant
individuals.

18. Generation X – Born between
1965 - 1977
They are much more comfortable with technology, diversity
and global awareness than any previous generation. X-ers are
the first generation to grow up with cd’s, remote controls
and computers.
Their circle of friends likely includes people from other
cultures and they are one of the first generations to benefit
from easier world travel and access to world-wide current
events.
• Gen X-ers place a premium on family time, are ambitious
and hardworking and still value work/life balance.

19. Generation X
Employment Expectations
• After witnessing the burnout and / or layoff of their
hardworking parents, X-ers entered the workplace as
independent, resourceful and self-sufficient people who
value freedom and responsibility. If they are put into a box
they will start looking for a way to get out.
• They are used to being leading edge – especially with
technology (consider their familiarity with technology vs.
their parents). Gen X-ers want to use their entrepreneurial
spirit.

20. Generation X
Employment Expectations
• Generation X-ers are ambitious and eager to learn new
skills.
• Provide meaningful work and link what you do to
improving humankind.
• They want frequent training that relates not just to the
job, but to their careers.
• They look for technology based instruction which
includes multi-media and interactive, computer- based
training.

21. Generation X
Work Ethic / Loyalty
• They seek fun and meaningful work. They value the
freedom to set their own hours. Flexible work
schedules and work-from-home options (as long as
billable quotas are met), may help to retain and
motivate this generation.
• A hands-off attitude often works best when supervising,
mentoring or working with this generation. Coach,
don't lecture them. Gen X-ers value freedom and
autonomy to achieve desired goals and often prefer to
work alone rather than in teams.

22. Generation X
Work Ethic / Loyalty
• They dislike “meetings about meetings” and don’t want or
need face time.
• Don't expect blind loyalty. Gen X-ers are supreme skeptics
and cynics and value authenticity. They expect change. Gen
X-ers thrive on diversity, challenge, responsibility and
creative input. If their current firm does not provide them
with these opportunities, they will not think twice to move
elsewhere.
• Make feedback regular and specific. Annual performance
appraisals are too late - they need frequent, rapid, specific
feedback.

23. Generation Y-ers
Who are they?

25. Generation Y-ers

26. Millenial (Generation Y) –
Born between 1978 - 1987
• Millennials have the
reputation of being the
toughest generation to
manage.
• They grew up in a culturally
diverse school and play
environment, are tech-savvy,
enthusiastic, self-centered,
confident, well networked and
achievement-oriented.
• Millennials are one of the best
educated generations in
history.

27. Millenial (Generation Y) –
Born between 1978 - 1987
• Like Gen X-ers, many Millennials were raised in two-income
families with their parents often away from home. Despite this
Millennials tend to have stronger relationships with their
parents. Thanks to mobile technology their “helicopter
parents” were rarely out of reach.
• Their parents focused on filling every moment of their
Millennial children's lives – introducing them to an
unprecedented volume of well structured and well supervised
education and activities.
• Their busy schedules and expanded educational opportunities
is where their confidence and need for variety and challenge
comes from.

28. Millenial (Generation Y) –
Born between 1978 - 1987
• Millennials have been told by their parents that they can do
anything.
• They are often called the "Everybody Gets a Trophy" generation
because their parents' insisted that their childhood experiences be
positive and that no one felt left out.
• Coming in first at school and at play wasn’t the goal – they were
regularly praised and rewarded for their ‘best efforts’.
• Their helicopter parents brought them up teaching them that
everyone has a valid opinion and deserves to be taken seriously…
at least heard.

29. Millenial (Generation Y)
Employment Expecations
• Millennials do not expect to “pay their dues.” They
expect their opinions to be heard and considered and
are not usually shy.
• Millennials want to know that what they are doing is
valuable to the company and/or environment… as well
as valuable to them and their career.
• They have a strong desire for rewarding opportunities –
for them and their company.

30. Millenial (Generation Y)
Employment Expecations
• They are driven more by accomplishment. Millennials
want to express their creativity and be able to complete
tasks on their own - using their own methods.
• They will be quick to go online and search the www as
well as ask their own network of friends / associates for
information and stimulation.
• They are learning-oriented and if they’re doing
something wrong they want to know about it now so
they can move on.

31. Millenial (Generation Y)
Employment Expecations
• Millennials were brought up working in teams with shared
rewards – and they want to be coached / mentored. They
want to know they have access to an open door to ask
questions, and this usually means they will ask many
questions.
• Millennial parents and teachers gave Millennials lots of
praise as well as second, third and even fourth chances. So
as adults they need the same from their employer. They
want to be told often they are on the right track and doing a
great job.

32. Millenial (Generation Y)
Work Ethic / Loyalty
• Clearly define your expectations. Millennials need detailed
instruction about what you want – but let them determine
how to get there. Make the work relevant to them and
important to them and the company. If you engage
them they will work hard.
• Millennials are accustomed to new ideas and situations, a
constant opportunity to learn (or more accurately find out).

33. Millenial (Generation Y)
Work Ethic / Loyalty
• Millennials will be loyal to a company – but will not provide
blind loyalty. As long as their personal interest and career
needs are being met (which change frequently) – and the
company is socially responsible, the Millennial will be loyal.
But they are not concerned about job-hopping.
• They will quit now and find that job later - and if that
doesn’t work out they can always count on their helicopter
parents for support.
• Praise Millennials often – daily even… and for sure… coach
them.

34. The reality of Millenial Employees
• They don’t expect to be asked about their work
experience – they have very little. They will tell you the
world is moving very fast they don’t need experience –
but they do expect you to still give them the
opportunity to show what they can do.
• They will want to work in a two-way management
situation. Just don’t expect them to sit back and take
instruction, they will reply with their own input.

35. The reality of Millenial Employees
• Questions. Be prepared – all they do is ask questions.
• They need to be a part of a continuous feedback loop. They
constantly need reassurance and constant feedback to keep
their interest.
• Money is key. They have an inbuilt expectancy to be paid a
good salary from the beginning.
• Training is important, but so is the style of training. They
will want to pass test like training, where scores and
definitive marks are given – don’t forget they are not long
out of school/college.

36. The reality of Millenial Employees
• Short attention spans. Boredom will kick in quite
quickly with them, and don’t expect them to work
unlimited hours in a day to get that project done, they
will work only when they want to.
• They are focused on their social life and consequently
plan work around it, rather than the other way around.

37. The reality of Millenial Employees
• Don’t expect them to win that gold watch for staying long in
your company. They will already be planning the next job
before they have even started with you. And they see
nothing wrong with this.
• What does money mean to them? A means to an end – they
won’t be buying a house, they will be focusing on enjoying
themselves. So they will earn (and spend) what it takes to do
that, not much more.

38. How do you keep Millenial Employees
Happy?
• Engage them meaningful dialogue regarding workplace
activities, projects and events
• Ask their opinion and LISTEN (they may have a better
solution)
• Communicate with them EVERY SINGLE day
• Don’t dictate or direct. Give them scope if feasible.
• Don’t pay lip service to training – they are hungry for
it.

39. How do you keep Millenial Employees
Happy?
• Reverse training – use THEIR skills
• Job Rotation (Remember the get bored quickly)
• Examine the package – how creative can you be? Be
flexible
• Don’t forget Gen X’ers and Boomers – use the
knowledge
• Accept they will leave (sooner than you think)
• Don’t‘friend’them on Facebook!!!

40. Millenials – They will leave when they
are ready
• Be under no illusions, Gen Millenials want everything
yesterday and are not prepared to wait. They will not sit
back and‘do their time’, that is not their style.
• Your retention strategy is to accept that they will leave!
• Now you manage them to a mutual point of exit – when you
can no longer offer them what they need.
• But do it right and they may return, even better they may
tell their friends on Facebook how good an employer you
are!

41. The Future
• What shall we expect from Generation Z: Born between the
mid-1990s and the late 2000s?

42. The Future
• So far relatively little is firmly established about the
character and motivators of Generation Z-ers, but as
children of X-ers who have grown up in the shadows of
9-11 and the war on Iraq, as well as access to
information through the internet, cell phones, iPod's,
YouTube and facebook pages they will likely be even
more ambitious and more 'worldly' than any other new
generation.

43. Thank you