Maryland Association of Healthcare Executives presents: Leading in a Multi-Generational Organization March 15, 2018
Today’s Expert Panel Diane Nicholas Director of Client Management NHS Solutions, Inc. Kelly Corbi Sr. Vice President & Chief Integration Officer LifeBridge Health Roby Hunt Vice President, Human Resources MedStar Medical Group & MedStar National Rehabilitation Network Moderator: Staci Hodge, PA-C 2 nd Year Student, MHA Johns Hopkins Bloomberg School of Public Health 2
Format for Today Introduction of the panel Overview of the current generations and challenges with each generation Panel discussion Q&A
Insights from a Health Care Recruiter Presented by: Diane Nicholas Director of Client Management NHS Solutions, Inc. 4
Defining the Generations Baby boomers Gen X Millenials Born between 1946 Born between 1965 Born between 1981 and 1964 and 1980 and 1996 Current age between Current age between Current age between 54 and 72 38 and 53 22 and 37 5
How the Generations compare 6
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Millienials 37% of the workforce PROS: Members of Gen Y are believed to be the most tech-savvy (78% of respondents agree) who know how to use social media to leverage opportunities (70% of respondents agree). These younger workers are also regarded as being the most "enthusiastic" (68% of respondents agree) about their jobs. CONS: Gen Y-ers scored the lowest on being a "team player" (45%), "hardworking" (39%) and "a productive part of my organization" (58%). PERKS: More Gen Y respondents wanted to know when and how they can get a promotion (13%) compared to Gen X-ers (5%) and Boomers (4%).
GenX’ers 35% of the workforce PROS: Most of the respondents in the study (70%) believed that Gen X are the most effective managers compared to managers from the Boomer (25%) or Gen Y (5%) generation. Members of Gen X scored the highest when it comes to being a "revenue generator" (58% of respondents agree), possessing traits of "adaptability" (49% of respondents agree), "problem- solving" (57% of respondents agree) and "collaboration" (53% of respondents agree). CONS: Gen X-ers scored the lowest compared to other generations when it comes to displaying executive presence (28%) and being cost effective (34%). PERKS: Gen X respondents ranked workplace flexibility as the most important perk (21%) and are more likely to walk away from their current job if flexibility isn't available (38% versus 33% of Gen Y and 25% of Boomers).
Babyboomers 27% of the workforce PROS: Baby Boomers ranked the highest when it comes to being a productive part of their organizations (69% of respondents agree), "hardworking" (73% of respondents agree), a "team player" (56% of respondents agree), and mentoring others (55%). CONS: On the other hand, Boomers ranked the lowest when it comes to being adaptable (10%) and collaborative. PERKS: Not surprisingly, Boomers (28%) identified benefits, such as health care and retirement, as the most important perk compared to Gen X (19%) and Gen Y (147%).
Perceptions Not all members of a generation fit the stereotype. It is important to remember that these are general trends in how the generations are perceived. Characteristics will never apply to everyone and we can risk alienating others by assuming they fit all characteristics of a generational stereotype. 11
Differences & Challenges Through the Generational Lens Kelly Corbi SVP & Chief Integration Officer, LifeBridge Health 12
We are all wired differently (not better than, different than)
The Workforce Today Labor Shortage Skills Gap Changes in Composition of Workforce Increase in number of working women “Graying” of workforce Many Generations in one place Impact of current economic landscape
Generational Differences GENERATION GENERATION TOPIC BOOMERS X Y Loyalty to I could work my I’ll work if I have Jobs are a dime a Employer way to the top! to. dozen. Tell me WHAT Show me HOW WHY do I need to Training to do. to do it. learn this? Just because Respecting Is automatic. Is polite. they ’ re Elders older? No way! Change Dislike Accept “Agent” Demand “Expect” Via Personal Cell/e-mail/chat Communication Via Parent ’ s Phone Phone rooms Technology Ignorant Comfortable Masters Is there There is Government Is there honesty? dishonesty? dishonesty!
The Changing Landscape: Millennials In the Workforce
Generation Z = iGen Who They Are To Reach Them • • 1994 and after Personalize everything • • Smartphone in hand Connect through social media • • Require information on Be strategic with advertising demand (platforms) • • Trust the advice of Excite and stimulate them with friends/strangers more than content • authority figures Use mobile to reach them (rarely • Consume large amounts of without phones) • information from multiple They are here NOW (graduating media sources/touch points high school) • “Like’ and “Follow’ things that • They have purchasing power represent their ideals Be transparent, personal, and overly social
The Challenge: Communications Preferences Email Me Text Me Call Me Write Me Writ
Changing Jobs Traditionalists Baby Boomers Puts you behind Carries a stigma Gen-X Gen-Y Is necessary Part of my daily routine
Leadership Differences Traditionalists Baby Boomers Taught to make Respect for authority was their boss “look good” based on military model (age, tenure, rank) Gen-X Gen-Y Respect for boss is not assumed…it’s earned Expect boss to be a coach/mentor like parents (but not a friend)
Communication Differences Traditionalists Baby Boomers Prefer voice and Prefer face-to-face email, with communication or diplomatic tone handwritten notes; respectful, more formal style Gen-X Gen-Y Prefer straightforward, informal communication Prefer texting and IM-ing, but will settle for email
Performance Management Differences Traditionalists Baby Boomers Still follow annual reviews’ Instituted annual reviews, team based management “silence is golden” feedback Gen-X Gen-Y Straightforward feedback; not as good a Expect continual delegating coaching/mentoring
Reward and Recognition Differences Traditionalists Plaque, gold watch for years of service Baby Boomers Title, status, public recognition Gen-X/Gen-Y Customized rewards for performance, not tenure - Frequent praise - Trust with more responsibility - Time off - Gift cards
Messages They Want To Hear Traditionalists Baby Boomers You can make a big Your experience is an asset. contribution here. We’re We see you in our future. team players. We care We’re interested in what about people. has/hasn’t worked in the past Gen-Y Gen-X People who work here You will be treated with have a life beyond work. respect here. We’re You can build a terrific positive. We care about resume here. your goals and achievements.
Strategies for Retention The Xers: The Ys: Casual work attire Challenging daily Offices, not cubicles work Make work fun Chance to show off Freedom in decision and get recognition making Casual dress Frequent feedback Flexible schedule Non-traditional rewards
Why They Leave Baby Boomers Traditionalists Burnout Physical reasons Didn’t feel they Inconsistent could make a enforcement of contribution policies & procedures Gen-Y Gen-X Job doesn’t meet Can’t get ahead without becoming a expectations manager. Job is boring, repetitive, High stress Opportunities with other firms, not challenging or chance for development especially if it strengthens their resumes
Communicating and Educating Identify a (realistic) goal One size does not fit all T before Y Listen Be honest and upbeat Be flexible Let your enthusiasm shine through Different (NOT Better) LEAN
Your View
How Doctors Differ by Generation Roby Hunt VP Human Resources 31 MedStar Medical Group MedStar National Rehabilitation Network
Bias alert! We are about to stereo-type most people (and healthcare providers) in the world into four distinct buckets… 1. Traditionalists 2. Baby Boomers 3. Generation X 4. Generation Y or Millennials
Recruiting millennials Think mobile. Think social. Promote innovation. Promote work-life balance/flexibility. Promote continued professional growth (with mentorship). Communicate frequently – keep them informed on where they stand. Build your reputation in areas they care about — promote PURPOSE.
What not to do… Perpetuate the stereotype Ignore social media Communicate the way it’s always been done Talk about what’s great about you —explain how what’s great about you can benefit them and their purpose Force them to communicate in “traditional” methods Ignore your employment brand
Traditional jobs and titles may not work in the future EMR
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