Generational Differences Chart
Traditionalists

Baby Boomers

Generation X

Millennials

Birth Years

1900-1945

1946-1964

1965-1980

Current Age
FamousPeople#63-86
Bob Dole, Elizabeth Taylor

44-62Bill Clinton, Meryl Streep

28-43
Barak Obama, Jennifer Lopez(1977-1994)
1981-2000
8-27
Ashton Kutcher, Serena Williams

Other Names

Influencers

Veterans, Silent, Moral Authority,
Radio Babies, The Forgotten
Generation
WWII, Korean War, Great
Depression, New Deal, Rise on
Corporations, Space Age,80 Million“Me” Generation, Moral Authority

51 Million
Gen X, Xers, The Doer, Post Boomers,
13th Generation

Civil Rights, Vietnam War, Sexual
Revolution, Cold War/Russia,
Space Travel

Raised by parents that justsurvived the Great Depression.

Highest divorce rate and 2nd
marriages in history.

Watergate, Energy Crisis, Dual Income
families and single parents, First
Generation of Latchkey Kids, Y2K,
Energy Crisis, Activism, Corp.
Downsizing, End of Cold War, Mom’swork, Increase divorce rate.

Experienced hard times while
growing up which were followedby times of prosperity.

Post War Babies who grew up to
be radicals of the 70’s and yuppiesof the 80’s.
“The American Dream” waspromised to them as children andthey pursue it. As a result they areseen as being greedy, materialistic
and ambitious.

Their perceptions are shaped by
growing up having to take care ofthemselves early and watching theirpoliticians lie and their parents get laid
off.
Came of age when USA was losing its
status as the most powerful andprosperous nation in the world.
The first generation that will NOT do as
well financially as their parents did.

75 Million
Generation Y, Gen Y, Generation Next,
Echo Boomers, Chief Friendship Officers.
24/7’sDigital Media, child focused world, school
shootings, terrorist attacks, AIDS, 9/11
terrorist attacks.
Typically grew up as children of divorce
They hope to be the next great generation& to turn around all the “wrong” theysee in the world today.
They grew up more sheltered than any
other generation as parents strived toprotect them from the evils of theworld.
Came of age in a period of economic
expansion.
Kept busy as kids
First generation of children withschedules.

Traditionalists

Core Values

Adhere to rules
Conformers/Conformity
Contributing to the Collective
good is important
Dedication/Sacrifice
Delayed Reward
Discipline
Don’t question authority
Duty before pleasure
Family Focus“Giving Back” is important
Hard Work
Law and Order
Loyalty
Patriotism
Patience
Respect for authority
Responsibility
SaversStabilizing
Trust in Government

Baby Boomers
Anti war
Anti government
Anything is possible
Equal rights
Equal opportunities
Extremely loyal to their children
Involvement
Optimism
Personal Gratification
Personal Growth
Question Everything
Spend now, worry later
Team Oriented
Transformational
Trust no one over 30
Youth
Work
Want to “make a difference”

Generation X
Balance
Diversity
Entrepreneurial
Fun
Highly EducatedHigh job expectations
Independent
Informality
Lack of organizational loyalty
Pragmatism
Seek life balance
Self-reliance
Skepticism/Cynical
Suspicious of Boomer values
ThinkGlobally
Techno literacy

Millennials
Achievement
Avid consumers
Civic Duty
Confidence
Diversity
Extreme fun
Fun!
High morals
Highly tolerant
Hotly competitive
Like personal attention
Self confident
Socialability
Members of global community
Most educated generation
Extremely techno savvy
Extremely spiritual
Now!
Optimism
RealismStreet smarts

Attributes

Traditionalists

Baby Boomers

Generation X

Millennials

Committed to company
Competent
Confident
Conservative
Dedication
Doing more with less
EthicalFiscally prudent
Hard-working
Historical viewpoint
Honor
Linear work style
Loyal to organization/employers(duty, honor, country)
Organized
Patriotic
Respectful of Authority
Rules of conduct
SacrificeStrong work ethic
Task oriented
Thrifty-abhor waste
Trust hierarchy and authority

Ability to handle a crisis
Ambitious
Anti-extablishmentism
Challenge Authority
Competent
Competitive
Consensus Leadership
Consumerism
EthicalGood communication skills
Idealism
Live to work
Loyal to careers and employers
Most educated as compared toother 3 generations
Multi-taskers
Rebellious against convention
beginning with their conservative
parents.
Traditionally found their worth intheir work ethic but now seek ahealthy life/work balance
Optimistic
Political correctness
Strong work ethic
Willing to take on responsibility

Adaptable
Angry but don’t know why
Antiestablishment mentality
Big Gap with boomers
Can change
Crave independence
Confident
Competent
EthicalFlexible
Focus on Results
Free agentsHighest number of divorced
parents
High degree of brand loyalty
Ignore leadership
Independent
Loyal to Manager
Pampered by their parents
Pragmatic
Results driven
Self-starters
Self sufficient
Skeptical of institutions
Strong sense of entitlement
Unimpressed with Authority
Willing to take on responsibility
Willing to put in the extra time to get ajob done
Work/Life Balance
Work to live

Ambitious but not entirely focused. Look
to the workplace for direction and tohelp them achieve their goals.
At ease in teams
Attached to their gadgets & parents
Best educated - Confident
Diversity Focused - Multiculturalism
Have not lived without computers
Eager to spend money
Fiercely Independent
Focus is children/family
Focus on change using technology
Friendly Scheduled, structured lives
Globalism (Global way of thinking)Greatly indulged by fun loving parents
Heroism -Consider parents their heroes
High speed stimulus junkies
Incorporate individual resp. into their jobs.
Innovative-think our of box
Individualistic yet group oriented
Invited as children to play a lead role infamily’s purchasing and travel decisions
Loyal to peers
Sociable -Makes workplace friends“Me First “ Attitude in work life
Most doted upon of any generation@work
Net-centric team players
Open to new ideas
Optimistic
Parent Advocacy (Parents are advocates)
Political Savvy (like the Boomers)
Respect given for competency not title
Respectful of character development
Self –absorbed
Strong sense of entitlement
Techno Savvy - Digital generation
Think mature generation is “cool”
Want to please others
Hope to make life contributions to world
Very patriotic (shaped by 9/11)
Seek responsibility early on in their roles

Traditionalists

Baby Boomers

Generation X
Latch-key kids
Women widely expected to workoutside the home
The first “day care” generation
Dual Income families
A way to get there
Time
Cautious
Conservative
Save, save, save40%

Millennials
Merged families
Coddled kids (they got a trophy forcoming in 8th place)

Traditional
Nuclear

Disintegrating“Cleaver Family”
Mom stayed home
As children were seen as “special”

A dream
Family/Community
Put it away
Pay cash
Save, save, save%5

A birthrightSuccess
Buy now, pay later

Work Ethic

Dedicated
Pay your duesWork hard
Respect Authority
Hard work
Age=seniority
Company first

DrivenWorkaholic-60 hr work weeks
Work long hours to establish selfworth and identity and fulfillment
Work ethic = worth ethic
Quality

BalanceWork smarter and with greater output,
not work longer hours.
Eliminate the task
Self-reliant
Want structure & direction
Skeptical

Ambitious
What’s next?
Multitasking
Tenacity
Entrepreneurial

Focus
Technology
Entitlement

Task
AdaptedSeniority

Relationships and Results
AcquiredExperience

Task and Results
Assimilated
Merit

Global and Networked
IntegralContribution

Workplace
View onRespect for
Authority
Workplace
View on Timeat Work
Workplace
View on Skill
Building

Authority is based on seniority
and tenure.

Originally skeptical of authority but
are becoming similar to
Traditionalists-Time equals
authority
Workaholics
Invented 50 hr work week
Visibility is the key
Skills are an ingredient to successbut they are not as important aswork ethic and “face time”.

Skeptical of authority figures
Will test authority repeatedly.

Will test authority but often seen out
authority figures when looking for
guidance.

Project oriented
Get paid to get job done
Amassed skills will lead to next job, themore they know the better. Work ethic
is important, but not as much as skills

Effective workers but gone @5PM on dot.
View work as a “gig” or something that fills
the time between weekends.
Training is important and new skills willease stressful situations. Motivated bylearning / want to see immediate results.

Were hesitant of taking too
much time off work for fear of
losing their place on thecorporate team. As a result,
there is an imbalance between
work and family.

Because of parents who are Boomer
workaholics, they focus on clearer
balance between work and family.
Do not worry about losing their placeon the corporate team it they taketime off.

Not only balance with work and life,
but balance with work, life andcommunity involvement and self
development. Flex time, job sharing,and sabbaticals will be requested
more by this generation.

FamilyExperience
Education
Value
Dealing With
Money
% of
Workplace

View onWork/Life
Balance

Punch the clock
Get the job done
Training happens on the job
Newly developed skills benefit
the company, not the individual

Work hard to maintain job
security45%

An incredible expense
Individuality
Earn to spend
10%Traditionalists
BusinessFocus

Work Ethic
and Values

PreferredWork
Environment

Baby Boomers

Generation X

Millennials

Quality
Adhere to rules
Dedicated work ethic
Duty before fun
Expect others to honor theircommitments and behave
responsibly
Individualism is NOT valued
Like to be respected
Like to hear motivational
messages
Linear Work styleSocialization is important
Their word is their bondValue due process and fairplay
Value Honor
Value compliance
Value Sacrifice
Value Dedication
Value Hard work
Value Good Attitude
Value Attendance
Value Practical Knowledge
Value Loyalty

Long Hours
Challenge authority
Crusading causes
Dislike conformity and rules
Heavy focus on work as an anchor
in their lives
Loyal to the team
Question authority
Process oriented
Relationship focused at work
Strive to do their very best
Value ambition
Value collaboration
Value Equality
Value Personalfulfillment/gratification
Value personal growth
Value teamwork
Value youthfulness
Want respect from younger
workers
Want a flexible route into
retirement
Willing to take risks
Work efficiently

Productivity
Care less about advancement thanabout work/life balance
Expect to influence the terms andconditions of the job
Work/family balance is important tothemEnjoy work, but are more concerned
about work/life navigation
Have a work ethic that no longer
mandates 10 hr days.
Like a casual work environment
Looking for meaningful work andinnovation
Move easily between jobs and criticizedfor having no attachment to aparticular job/employer
Outcome oriented
Output focused
Prefer diversity, technology, informality
and funRely on their technological acuity andbusiness savvy to stay marketable.
Want to get in, get the work done
and move on to the next thing.

Contribution
Believe that because oftechnology, they can work flexibly
anytime, anyplace and that they shouldbe evaluated on work product-not how,when or where they got it done.
Expect to influence the terms andconditions of the job
Have a work ethic that no longer
mandates 10 hr days.
High expectations of bosses andmanagers to assist and mentor them inattainment of professional goals.
Want long-term relationships with
employers, but on their own terms“Real Revolution”>decrease in career
ambition in favor of more family time,less travel, less personal pressure.
Goal oriented
Looking for meaningful work andinnovation May be the first generationthat readily accepts older leadership
Looking for careers and stability
Mentoring is important to themObsessed w/ career developments
Prefer diversity,technology,informality&fun
Recognize that people make the company
successful
Tolerant
Thrive in a collaborative work environment
Training is important to them
Understand importance of great mentors
Want to enhance their work skills bycontinuing their education

Conservative
Hierarchal
Clear chain of command
Top-down management“Flat” organizational hierarchy
Democratic
HumaneEqual Opportunity
Warm, friendly environment

Functional, Positive, Fun
Efficient
Fast paced and Flexible
InformalAccess to leadership
Access to information

Collaborative
Achievement-oriented
Highly creative
Positive
DiverseFun, Flexible, Want continuous feedbackTraditionalists
Work is…

An obligation
A Long Term Career
Recognition and respect for theirexperience
Value placed on history/traditions
Job security and stability
Company with good reputationand ethics
Clearly defined rules/policies
Do what you know needs to be
done

What They Are
Looking For Ina JobBaby Boomers

Generation X

Millennials

An exciting adventure
A CareerWork and then Retire
Ability to “shine”/”be a star”
Make a contribution
Company represents a good cause
Fit in w/ company vision/mission
Team approach
Need clear and concise job
expectations, and will get it done
Like to achieve work throughteams.

A difficult challenge
A contract
Just a Job
Dynamic young leaders
Cutting edge systems/tech
Forward thinking company
Flexibility in scheduling
Input evaluated on merit, notage/seniority
If you can’t see the reason for the task,
they will question it. If you can’t keepthem engaged then they will seek itin another position.

A means to an end
Fulfillment
Flexible Work Arrangements
Want to be challenged-Don’t want boringjob
Expect to work with positive people andcompany that can fulfill their dreams
Strong, ethical leaders/mentors
Treated w/ respect in spite of age
Social network
They expect to learn new knowledge andskills(they see repeating tasks as apoor use of their energy and time andan example of not being taken
seriously)
Friendly environments(Respond poorly toinflexible hierarchical organizations.
Respond best to more networked, lesshierarchical organizations.
Flexible schedules
Want to be evaluated on output not inputon the work product itself
They expect to be paid well
They want to make a difference
Because of being a product of the “dropdown and click menu”, they may need
to be given a list of options

Work
AssetsWork
Liabilities

Traditionalists

Baby Boomers

Generation X

Bring value to the workplace with
their experience, knowledge
ConsistentDisciplined
Dependable
Detail Oriented
Hardworking
Loyalty
StableThorough
Use their institutional
experience and intuitive
wisdom to face changes
in the workplace.

Anxious to please
Challenges the status quo
Can creatively break down the big
picture into assignments.
Good at seeing the big picture
Good team players
Mission oriented
Politically Savvy-gifted in politicalcorrectness
Service oriented
Will go the extra mile
Works hard

Don’t adapt well to change
Don’t deal well w/ ambiguity
Hierarchical
Typically take a top down
approach modeled by the
military chain of command
Avoid Conflict
Right or wrong

Expect everyone to be workaholics
Dislike conflict
Don’t like change
Challenge Authority ofTraditionalists
Judgmental if disagree
Not good with finances
Peer loyalty“Process before results”
Self-centered

Adapt well to change
Consumer mentality
Direct communicators
Don’t mind direction but resent intrusive
supervision.
Eager to Learn, Very Determined
Good task managers
Good short term problem skills
Highly educatedMultitaskers
Not intimidated by authority
Thrive on flexibility
Technologically savvy
Will do a good job if given the right tools
Value “information”
Want feedback
Built “portable” resume
Cynical;skeptical
Dislike Authority
Dislike rigid work requirements
Impatient
Lack people skills
No long term outlook
Respect Competance
Mistrusts Institutions
Rejects rules
Don’t understand the optimism of
Boomers and Gen Y

Millennials
Consumer mentality
Collaboration
Goal oriented
Highly educatedMultitask Fast
Optimistic
Positive attitude
Technical; savvy
Tenacious

Distaste for menial work (they are brain
smart)
Inexperienced
Need supervision
Need structure
Lack discipline
High expectations
Lack of skills for dealing with difficult
peopleImpatient
Lack of experience
Respond poorly to those who act in an
authoritarian manner and/or who
expect to be respected due to higher
rank alone.

Traditionalists

Baby Boomers

Generation X

Millennials

Think that work is not suppose to
be funThey follow rules well but want toknow procedures.
Tend to be frustrated by what
they see as a lack of
discipline, respect, logic andstructure especially if theworkplace is more relaxed or
spontaneous.
Consider their feelings
Tend to be conservative in
Workplace
Like the personal touch

Want to hear that their ideas
matter.
They were valued youth, teens andyoung adults and expect to bevalued in the workplace.
Their careers define them, theirwork is important to them.
Silly routines are frustrating.
They expect their work, andthemselves to matter.
Before they do anything, they needto know why it matters, how it fits
into the big picture and what
impacts it will have on whom.
Do well in teams
Are motivated by their
responsibilities to others
Respond well to attention andrecognition.
Don’t take criticism well
Less likely to offer necessary
recognition.
Need flexibility, attention andfreedom

Want independence in the workplaceand informality
Give them time to pursue otherinterests
Allow them to have fun at work
Give them the latest technology

Hierarchy
Directive
Command-and-control

Consensus/Consensual
Collegial

Respectful

Impressed

Competence
Everyone is the same
Challenge others
Ask why
Unimpressed

Like a team oriented workplace
Want to work with bright, creative people
Take time to learn about their personal
goals
They expect to be treated respectfully.
Raised to feel valued and very positive
about themselves;they see as a sign ofdisrespect any requirement to do things
just because this is the way it has
always been done or to pay one’s dues.
Want to work with friends
Provide engaging experiences thatdevelop transferable skills
Provide rational for the work you’ve asked
them to do and the value it adds.
Provide variety
Grow teams and networks with greatcare;develop the tools and processes
to support faster response and moreinnovative solutions.
Provide a work environment that rewards
extra effort and excellence
Pay close attention to helping themnavigate work and family issues.
Offer structured, supportive work
environment
Personalize work and also involve inteamsInteractive work environment
Achievers
TBD(this group has not spent much timein the workplace so this characteristic is
yet to be determined)
RelaxedThe unit

Kennedy’s, Martin Luther King ..

What’s a hero?
Boss

Individual

Team Player
Loves to have meetings

Entrpreneur

Keys toWorking
With

Leadership
Style
View of
Authority
My heroes
are….
Interactive
Style

My grandparents
Boss-if things are rightThemselves
ParticipativeTraditionalists
Technology
is…
Communications
Media

Communication

Feedback andRewards

Baby Boomers

Hoover Dam

The microwave

Rotary phones
One-on-one
Write a memo
Discrete
Present your story in a formal,
logical mannerShow respect for theirage/experience (address
as Mr, Sir, Mrs)
Use good grammar andmanners (no profanity)
Deliver you message based on
the history/traditions of thecompany and how they can fit
Use formal language
Don’t waste their time
Use inclusive language (we, us)
Focus-words not body language
Slow to warm up
Memo
Like hand-written notes, lessemail and more personal
interaction

Touch-tone phones
Call me anytime

No news is good news
Satisfaction is a job well done
Feedback on performance as
they listen
Want subtle, private recognition
on an individual level without
fanfare.

Generation X
What you can hold in your hand;cell,
PDA
Cell phones
Call me only at work

Diplomatic
In person
Speak open – direct style
Use body language tocommunicate
Present Options (flexibility)
Use E-Comm’s/face-to-faceAnswer questions thoroughly andexpect to be pressed for details
Avoid Manipulative/controlling
language
Like the personal touch fromManagers
Get consensus-include them orthey may get offended
Establish a friendly rapport
OK to use first names
Learn what is important to themEmphasize the company’s visionand mission and how they can fit
inBlunt/Direct
Immediate
Use straight talk, present facts
Use email as #1 tool
Learn their language & speak it
Use informalcommunicationstyle
Talk in short sound bytes
Share info immediately and often
Has the potential to bridge thegeneration gap b/w youngest andoldest workers.
Don’t mico-manage
Use direct, straightforward approach
Avoid buzz words and company jargon
Tie your message to “results”
Emphasize “WIIFM” in terms of training
and skills to build their resume

Feel rewarded by money and willoften display all awards,
certificates and letters ofappreciation for public view.
Like praise
Title recognition
Give something to put on the wall.
Somewhat more interested in soft
benefits than younger
generations
Enjoy public recognition
Appreciate awards for their hard
work&the long hrs. they work

Not enamored by public recognition.
Want to be rewarded wit time off.
Freedom is the best reward
Prefer regular feedback on their work
but as less dependant on being toldthat they are good people.
Somewhat more interested in benefits
than younger generations
Need constructive feedback to be more
effective
Are self-sufficient,give them structure,some coaching, but implement a
hands-off type of supervisory style

Millennials
Ethereal - intangible
Internet
Picture phones
E-mailPoliteUse positive, respectful, motivational,
electronic communication style.(Cellphones, email, IM, text)>these are“fun”
Communicate in person if the message isvery important
Use email and voice mail as #1 tools
Don’t talk down-they will resent it
Show respect through language and they
will respect you
Use action verbs
Use language to portray visual pictures
Be humorous-show you are humanBe careful about the words you use andthe way you say it(they are not good at
personal communication because oftechnical ways of communicating)
Be positive
Determine your goals and aspirations andtie message to themPrefer to learn in networks, teams using
multi-media while being entertainedand excited
Like to be given feedback often and they
will ask for it often.
Meaningful work
Be clear about goals and expectations
Communicate frequently
Provide Supervision & Structure
Want recognition for their heroes;bosses
and grandparents. Managers whobalance these frames of reference inrewarding workers create a morevaluable experience for both theemployee and worker.

Messages that
Motivate
Motivated by…
Money is…

Work andFamily Life
Balance

Mentoring

Traditionalists

Baby Boomers

Generation X

Millennials“Your experience is respected”“You are valued”“You are needed”
Being valued, needed
Money
Status Symbol
No balance“Live to work”
At this point in their lives they areinterested in flexible hrs and arelooking to create balance in theirlives. They have pushed hard,
all work and no play and they
are beginning to wonder if it wasworth it.
Stellar career important as theyquestion where I have been andwhere 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 withtechnology before new projects
Demonstrate the importance of astrong team and their role
Emphasize that their decision is agood one and a “victory” for them
Follow up, check in, and ask how
the individual is doing on aregular basis, but DO NOT
micro-manage.

Do it your way
Forget the rules
Freedom and removal of rules
Time Off
Means to an end“Work to live”
Balance is important. They will sacrificebalance, but only occasionally.
They work to live, not live to work.

You will work with other bright, creative
peopleWorking with other bright people
Time Off
Today’s payoff“Work to live”
Balance is important. They will sacrificebalance, but only occasionally.
They value their lifestyle over upward
mobility. If presented with a work
promotion that will throw their life out ofbalance, they will choose their lifestyle.

Offer a casual work environ.&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 inappreciating how their input affects
the whole.
Need their managers to appreciate thatthey have a life/can be more efficient
one task at a time. They will leave ina 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 highexpectations
Goals – in steps and actions
Establish mentoring programs
Honor their optimism and welcome andnurture them
Be flexible
Challenge them
Respect them
Offer customization-a plan specific tothem
Offer peer-level examples
Spend time providing information andguidance
Allow options, including work from homeand flex time
Be impressed with their decisions

Being respected
Security
Livelihood“Ne’er the two shall meet”
Keep them separate
At this point in their lives they areinterested in flexible hrs andare looking to create balancein their lives after working
most of it.
Investment in long term
commitment
Support-long term commitment
Show support for stability,
security and community
Actions w/ focus on standards
and norms
Allow the employee to set the“rules of engagement”
Ask what has worked for them inthe past and fit your approachto that experience
Let them define the outcome thatyou both want
Use testimonials from thenation’s institutions
Respect their experience
Emphasize that you have seen
an particular approach work in
the past, don’t highlight
uniqueness or need for radical
changeCareerDevelopment

Training andDevelopment

Traditionalists

Baby Boomers

Generation X

Millennials

Not really an option for the
Traditionalists. Just taught tokeep their nose to thegrindstone. The ultimate goal
was simply to move up within theorganization, but realized thishappened only to a few.
Training should contribute to theorganization’s goals

Focus on developing their careers
through opportunities within one
organization or at least one
industry. Moved up based onseniority, not always based on skill
and expertise.

Take a pro-active approach to careerdevelopment through more degrees
and experiences both within theorganization and without. This is often
seen as being dis-loyal to the company,
but Gen Xers see it as being loyal tothemselves.
Training enhances their versatility in themarketplace and investment in their
future. Not necessarily loyal to thecompany who trained them.
I may retire early;I’ve saved my money.
I may want different experiences andmay change careers. I may want totake a sabbatical to develop myself.

Millennials will enter the work force withmore experiences than any generation
before them. They will continue to seek
this through requests for moreexperiences and opportunities. If they
don’t get it at their work, they will seek it
elsewhere.
Willing and eager to take risks;don’t mind
making mistakes-they consider this alearning opportunity.

Use humor in appeals.
Allow them to work independently foryour agency and o their own termscan’t stand infinite committee meetings.
Social entrepreneurs-“micro-loans”.
Creative use of new technologies.
Understand their primary focus is theirfamily.
Lone ranger philanthropy andvolunteerism.

Use them for focus groups, ask theiropinions.
Put them in charge of using technologies
for appeals-no long appeal letters.
Utiliize their networks-have them plan
events that interest them.
Act fast on their interest or you will losethem.
Link your cause to sustainability.
“Mid Century Modern” is cool again.

Put in 30 years, retire and live offof pension/savings

Retirement
Offer them conservative planned
giving and financial management
tools.
Have one on one meetings andask their advice.
No email fundraising here. The
more personal the better.
Fundraising
Tips

Older generations (include
Boomers) may be moreinterested in planned giving andfinancial management tools.
They will respond better totraditional solicitation strategies
like personal letters and fact toface meetings.

Training is a contribution to theorganization’s goals, but is also apath to promotion and additional
compensation.
If I retire, who am I? I haven’t
saved any money so I need towork, at least part time. I
I’ve been downsized so I need towork , at least part time.
Put them out front and in the
spotlight.
Get them involved, allow them tofind self-fulfillment through workwith your organization.
Offer them more aggressiveplanned giving and financial
management tools.
Appeal to their idealism
Could your agency be where they
spend their “third age.?”Younger generations have shorter
attention spans. The trick is to engage
them quickly (often with humor) let themsee how they can make a difference,and connect things they care about liketheir families and environment.
Messages can be delivered bytechnology but need to be short and to
the point.

Jury is still out but will probably be similar
to Gen Xers.