The Millennials are Coming. Department of Pathology Diversity Series Spring 2008

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1 The Millennials are Coming Department of Pathology Diversity Series Spring 2008

2 We Will Discuss: An overview of the unique characteristics and attributes of each of the four generations in the workforce today Understand what makes millennials unique Recognize the strengths and weaknesses of this group What are the implications for Pathology?

3 The Millennials are Coming......and they are 80 million strong! For the first time in history, the workforce spans four generations ( eighty years). Businesses must recognize and adapt to the varying expectations and behaviors of each of these groups, with particular emphasis on Gen X and the Millennials (the younger generations).

4 The Millennials are Coming...

5 Events and Experiences Traditionalists: Stock Market Crash Great Depression Pearl Harbor - World War II Korean War Women leave the home

6 Events and Experiences Boomers: ( ) Civil Rights Birth control pills Sexual Revolution Cold War Space travel Assassinations Vietnam

7 Events and Experiences Gen Xers: Fall of Berlin Wall Women s Liberation Desert Storm Armstrong &Ald Aldrin Internet goes online Assassinations Layoffs, down sizing Terrorist attacks Child abuse

8 Events and Experiences Millennials: i l ( ) School shootings Oklahoma City Technology CDC first reports on AIDS Clinton / Lewinsky IBM PC Nintendo AIDS Virus identified d Loss of civility & modesty Gulf & Iraq wars

9 Core values Veterans ( ) Respect for authority Discipline Sacrifice Baby boomers ( ) Optimism Involvement Personal gratification Generation X ( ) Scepticism Fun Informality Self-reliance R f O i i S i i R li Millennials ( ) Realism Confidence Extreme fun Social Diversity Family Traditional Disintegrating g Latch-key kids Merged gd Nuclear families Education A dream A birthright A way to get An incredible there expense Communication media Dealing with money Rotary phones One-on-one Write a memo Put it away Pay cash Touch-tone phones Call me anytime Buy now, pay later Cell phones Call me only at work Technoliteracy Cautious Conservative Save, save, save Internet Picture phones Tech savvy Earn to spend

10 Interactive style Comm n Feedback and rewards WORKPLACE CHARACTERISTICS Veterans Baby boomers Generation X Millennials ( ) ( ) ( ) ( ) Individual Formal Memo No news is good news Satisfaction in a job well done Team player Loves to have meetings In person Don t appreciate it Money Title recognitive Entrepreneur Poor people skills Direct Immediate Sorry to interrupt, but how am I doing? Freedom is the best reward Participative Poor people skills Voice mail Whenever I want it, at the push of a button Meaningful work Messages Your You are valued Do it my way Will work with that experience is You are needed other bright, motivate respected Forget the rules creative people Work and family life Ne er the twain shall meet No balance Work to live Balance Balance

11 Work ethics and values WORKPLACE CHARACTERISTICS Veterans ( ) Baby boomers ( ) Generation X ( ) Millennials ( ) Hard work Workaholics Self-reliance What s next Respect Work efficiently Multitasking authority Crusading causes Want structure Entrepreneurial Sacrifice Personal and direction Tolerant Duty fulfilment Goal oriented, Adhere to rules Desire quality Loyal to boss but not always National pride Question not company focused authority Volunteerism Work is An obligation An exciting adventure Leadership style Directive Command and control Consensual Collegial A difficult challenge Acontract Everyone is the same Challenge others Ask why A means to an end Fulfilment *TBD * As this group has not spent much time in the workforce, this characteristic has yet to be determined.

12 Generational Interaction: An Example Traditionalists and Boomers may have a tendency not to question or challenge authority or the status quo. This may cause confusion and resentment tamong the Xers and Millennials who have been taught to speak up.

13 Generational Interaction: An Example Xers and Millennials who have had different life experiences and communicate with people differently, may fail to actively listen to Boomers and dtraditionalists dii thereby missing valuable information and guidance.

14 Assets and Liabilities Traditionalist Boomers Xers Millennials Assets: stable, detail oriented, thorough, loyal, hard working team players, willing to do what s necessary to get the job done adaptable, technoliterate, independent, unintimidated by authority, creative collective action, optimism, heroic spirit, multitasking capabilities, technological savvy Liabilities: inept with ambiguity & change, reluctant to buck the system, uncomfortable with conflict spenders, less comfortable going against peers, less willing to give feedback & sensitive in receiving feedback impatient, poor people skills, inexperienced, cynical, unrealistic expectations, change jobs q12-18 months need for supervision and structure, inexperience especially with handling difficult people issues, will not accept pay your dues mentality

15 Each group has its own distinct characteristics, values, and attitudes toward work, based on its generation s life experiences. To successfully integrate these diverse generations into the workplace, Pathology will need to embrace radical changes in recruitment, retention, and creating a department culture that actively demonstrates respect and inclusion for its multigenerational work force.

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17 What are the implications for Pathology: Recruitment Retention Rewards