The document discusses generational differences in veterinary medicine and business. It notes that most staff are female, around half are millennials, and communication and motivation are major challenges. Tuition costs have increased over 1200% since 1980 while salaries have only risen 24%. Millennials value career opportunities and feedback the most. The document recommends hiring for attitude, training skills, conducting reviews, and compensating employees to attract and retain a multi-generational workforce. Fostering collaboration and motivation across generations is key.

1. The More Things Change,
the More They Stay the
Same Generational Differences
in Veterinary Medicine
Mike Pownall, DVM, MBA
www.slideshare.net/mpownall

2. •32 Staff
•94% Female
•50% Millennials

3. “The children now love luxury. They
have bad manners, contempt for
authority; they show disrespect for
elders and love chatter in place of
exercise.”
Socrates

6. What is in a business?

7. • Creates recurring value in
exchange for revenue
• Organized mixture of people of
different ages and personalities
within and outside the company
People are our
biggest asset & expense!!!!!

8. Our Biggest
Challenges?
COMMUNICATION
MOTIVATION

11. Traditionalist
s
• 1925-1945
Boomers
• 1946-1964
Gen X
• 1965-1982
Millennials
• 1982-2004

12. Experiences Influence Us

14. Tuition & Debt Costs
in 2015 Dollars
1980 2015
Tuition - $10,500
Min Wage - $8.50
Annual Debt –
($2,000)
6 yrs Debt – ($12,000)
$32,400 (640%)
$7.25 (-14%)
-$25,155
-$151,000 (1258%)
www.trends.collegeboard.com
www.dol.gov

15. Starting Salaries
in 2015 Dollars
1980 2015
$53,782 $67,000 (24%)
https://vet.osu.edu/assets/pdf/education/clubsOrgs/vbma/invitingElephant/inviting
TheElephant.pdf
https://www.avma.org/news/javmanews/pages/150615a.aspx
Cost of tuition increased by 1258%
Salaries increased by 24%

16. Quiz Time
• Which cohort is the most competitive?
• Which cohort values career
opportunities the most?
• Which cohort thinks it is appropriate to
do what they are told to do?
• Which cohort values feedback the
most?
• Millennials is the answer for all
• Economist.com

17. “There is no way that the quality of
customer service can exceed the
quality of the people who provide
it”
Liz Tahir. Retail Consultant

18. 4 Steps to HR Success
1. Hiring
2. Training
3. Reviewing
4. Compensating

19. Hire the smile
Train the skill

21. Values & Vision

22. Company Culture

23. Active Management

24. Consistency

25. Explain
Expectation
s

26. Training
Hire the Smile
Train the Skill

27. Training
Hire the Smile
Train the Skill

28. Employee Reviews
• 360 degree
• Formal discussion regarding performance
• Basis for goal setting for entire year
• Provide expectations and guidelines for
desired behaviours
• Tie personal behaviour to Culture, Strategy,
Vision
• Provide guidance for wage increases and
bonus calculations

29. Tracking Performance
• Check-in meetings held at least
monthly
• Managers keep track of what was
discussed
• “Performance Log” + Gold Star
tracking introduced

30. Difficult
Conversations

31. Difficult Conversations
• Set expectations
• 24 hour rule
• Vent up
• Don’t triangulate
• People deal with it directly first
• Then meeting with all involved

32. Things you should know about
giving critical/difficult feedback to
me
• Setting – Where I prefer to receive it:
• Timing – When I prefer to receive it:
• If you want to give me critical/difficult
feedback make sure you:
• You can “trigger” my hot button by:
• I will probably react by:

33. Keeping Staff
Money isn’t everything
What else
does your staff value?

34. “There is nothing wrong with
today’s youth that 20 years
won’t cure”
Anonymous

35. Job Hunting
• 92% were looking for another job
• “My main goals are to be satisfied
with my job and to make sure I earn
the highest possible level of
compensation. If I find a better place
in terms of these aspects, then there
is no harm in changing jobs.”

36. Factors to Retain Staff
• Support from senior mgmt
• Training
• Influence without authority
• Mentoring
MITSloan.com

37. Motivation

38. Motivation
Autonomy
Mastery
Purpose
Drive – Dan Pink

39. ”Young people need models,
not critics”
John Wooden

41. Work Attitudes
• “No one else at my company can do the work
while I’m away.”
• “I want to show complete dedication to my
company and job.”
• “I don’t want others to think I am replaceable.”
• “I feel guilty for using my paid time off.”
43% of “Work Martyrs” are Millennials
59% of Millennials feel shame at taking time
off

42. Bringing it Home
• Don’t dwell on differences
• Consider life stages
• Hire well
• Build collaborative relationships
• Study workforce motivation
• Foster cross generational mentoring

43. Questions?

44. Keep In Touch
mpownall@oculusinsights.com
www.oculusinsights.net
www.slideshare.net/mpownall