Baby Boomers Generation X Millennials Gen Z Mentoring -Stellar career important as they question where I have been and where I am going -Appreciate they paid their dues under the hierarchical rules -Teach them balance: work, family, financial, etc. -Need to know they are valued -Show them how you can help them use their time wisely -Pre-assess their comfort level with technology before new projects -Demonstrate the importance of a strong team and their role -Emphasize that their decision is a good one and a “victory” for them -Follow up, check-in, and ask how the individual is doing on a regular basis, but DO NOT micro-manage. -Offer a casual work environment. And lighten up. -Get them involved, Encourage creativity -Allow flexibility, Be more hands off -Encourage a learning environment -Listen - and learn! -They work with you, not for you -Offer variety and stimulation -May need help in taking responsibility for full process completion and in appreciating how their input affects the whole. -Need their managers to appreciate that they have a life/ can be more efficient one task at a time. -They will leave in a second if a better deal comes along. -Provide learning and development opportunities -Provide situations to try new things. -Ask for their input in selecting an option -Be prepared to answer “why” often -Present yourself as an information provider, not Boss -Use their peers as testimonials -Appear to enjoy your work -Follow up and meet your commitments. They are eager to improve and expect you to follow through with information -Encouragement to explore new avenues through breaking the rules -Raise the bar on self as they have high expectations -Goals – in steps and actions -Establish mentoring programs -Honor their optimism and welcome and nurture them -Be flexible Challenge them -Respect them -Offer customization-a plan specific to them -Offer peer-level examples -Spend time providing information and guidance -Allow options, including work from home and flex time -Be impressed with their decisions Career Development Focus on developing their careers through opportunities within one organization or at least one industry. Moved up based on seniority, not always based on skill and expertise. Take a proactive approach to career development through more degrees and experiences both within the organization and without. This is often seen as being disloyal to the company, but Gen Xers see it as being loyal to themselves. Millennials will enter the workforce with more experience than any generation before them. They will continue to seek this through requests for more experiences and opportunities. If they don’t get it at their work, they will seek it elsewhere. Training and Development -Training is a contribution to the organization’s goals but is also a path to promotion and additional compensation. -Training Focus: Technical, Data, Evidence -Training enhances their versatility in the marketplace and investment in their future. -Not necessarily loyal to the company that trained them. -Training Focus: Practical, Case Studies, Applications -Willing and eager to take risks; don’t mind making mistakesthey consider this a learning opportunity. -Prefer webinars and online technology to traditional lecturebased presentations. -Training Focus: Emotional, Stories, participative -Student-centric, Kinesthetic, Multi-modal, eLearning, Interactive, Lounge Room Style, Multistimulus -Pair them with mentors who can train them and introduce them -Training Focus: Multimodel, eLearning, Interactive Retirement If I retire, who am I? I haven’t saved any money so I need to work, at least part-time. I I’ve been downsized so I need to work, at least Part-time. I may retire early; I’ve saved my money. I may want different experiences and may change careers. I may want to take a sabbatical to develop myself. Jury is still out but will probably be similar to Gen Xers. Fundraising Tips -Put them out front and in the spotlight. -Get them involved, allow them to find self-fulfillment through work with your organization. -Offer them more aggressive planned giving and financial management tools. -Appeal to their idealism -Could your agency be where they spend their “third age.?” -Use humor in appeals. Allow them to work independently for your agency and o their own terms-can’t stand infinite committee meetings. -Social entrepreneurs- “micro-loans”. -Creative use of new technologies. -Understand their primary focus is their family. -Lone ranger philanthropy and volunteerism. -Younger generations have shorter attention spans. -Use them for focus groups, ask their opinions. -Put them in charge of using technologies for appeals-no long appeal letters. -Utilize their networks-have them plan events that interest them. Act fast on their interest or you will lose them. -Link your cause to sustainability. “Mid Century Modern” is cool again. 48
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