For the first time, 5 generations will share workspace. We're talking about Traditionalists, Baby Boomers, Generation X, Millenials and Generation Z. Come and explore some tactics to engage each of these generations in a meaningful way.

1. Engaging the Five
Generations in the
Workplace
Elsa E. Velasco,
Norina L. Columbaro

2. Our Session Objectives
• Recognize
– commonly held beliefs about the 5 generations
• Introduce
– an intergenerational approach within your
organization
• Identify
– specific and realistic ways to engage these
generations in two contexts:
• Work within Your Association
• Membership

3. Describe the 5 Generations
Multigenerational v. Intergenerational
Let’s Get Engaged!
Ready, Set, Engage Tactical Planning
Questions & Answers
Learning Reflection and Application
Our Agenda

4. The Fabulous Five
Traditionalists
Baby
Boomers
Gen X
Gen Y
Gen Z

5. • Break into groups of 5 generations
• Create an overview of your assigned generation on flip
charts based on your own experience and knowledge as
well as what was shared in the plenary
• Use pictures, words, descriptions, icons (Keep it clean –
it’s a family show!!)
• You have 10 minutes to develop your overview and
select a spokesperson
Generations Refresher Teach Back

6. Why Engage?
Highly engaged
employees can improve
business performance
by up to 30%
Fully engaged
employees are 2.5
times more likely to
exceed performance
expectations than
disengaged employees
Remember, your members are also
part of these 5 generations!

7. Let’s Talk About Us
Where does your association fall in the following
generational change spectrum?
• Level 4:
– “The generation of people in the top boxes is the only one that matters…the rest
just need to grow up or shut up.”
• Level 3:
– “The generational change is an emerging issue within our organization but we
haven’t done much about it.”
• Level 2:
– “We view generational change as an emerging opportunity.”
• Level 1:
– “We’re actively changing the work culture to harness the power of generational
change.”
What does it mean for the future of
association membership?

8. So What Can We Do?
Traditionalist Baby Boomer Gen X Gen Y Gen Z
Strengths &
Assets
Strong work ethic,
discipline, loyalty,
emotional maturity
Customer service
oriented, optimistic,
dedicated, future
oriented
Adaptability, tech
literacy, creative,
willing to buck the
system
Optimistic, tech
savvy, global world
view, team players
Digital native,
service oriented,
receptive, culturally
sensitive
Influences
Great Depression,
WW II, G.I Bill,
Eisenhower,
Korean War
Suburbia, Civil
Rights
Vietnam, Rock n’
Roll
Challenger, gangs,
internet, AIDS,
Sesame Street,
latch-key kids
OK City bombing,
rise of Facebook and
MySpace, 9/11, high
speed internet
social networking,
mobile games,
Newton, Columbine,
Boston Race
Information
Source
Newspaper, books,
Peers, TV
TV, websites,
newspapers
Websites, TV, books
Emails, FB,
Pinterest, Instagram,
Hangouts
Chat rooms,
Hangouts, You Tube
Learning Styles
Traditional, source of
institutional
knowledge
Traditional learning +
Participation,
Reflection, Feedback
Highly receptive to
E-learning, series of
structured lectures
Integrate technology
+ media
Personalized
learning through
customized
environments
Career Planning
“I am happy to be
where I am.”
“My dedication and
service should be
rewarded.”
“It’s about time I get
a promotion!”
“I delivered the
results. I’ll get
promoted.”
“I’m smart. I’ll get a
job. I need a job.”

9. Now that we know more about each of these
generations and the intended outcomes of
engaging them,
How Do We Do It?

10. Ready, Set, ENGAGE! - Tactical
Planning Session
• Get into your assigned generation group
• Based on what we learned about each generation,
brainstorm tactics you could use to positively engage
and motivate people from your assigned generation on
flip charts
• Use pictures, words, descriptions, icons
• 15 minutes to develop your flip chart and select a
spokesperson

11. Today, I Learned..
To recognize commonly held beliefs about the 5
Generations.
I was introduced to the intergenerational approach
within my organization.
I identified specific, realistic ways to engage these
generations in two contexts: Work within My Association
and Membership
Examples

12. Reference List
Clifton, J. (2013) Gallup’s State of the American Workplace: Employee
Engagement Insights for U. S. Business Leaders.
Deal, J. (2007). Retiring the Generation Gap: How Employees Young &
Old Can Find Common Ground (Center for Creative Leadership).
Gravett,L. & Throckmorton, R. (2007). Bridging the Generation Gap:
How to Get Radio Babies, Boomers, Gen Xers, And Gen Yers to Work
Together And Achieve More
Johnson, M. (2010). From Boomers to Linksters: Managing the
Friction Between Generations at Work
Zemke, R. (2000). Generations at Work: Managing the Clash of
Veterans, Boomers, Xers, and Nexters in Your Workplace.

13. Engaging the Five
Generations in the
Workplace
Elsa E. Velasco,
Norina L. Columbaro
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