Event Archive

Workforce Engagement Improvement for Millennials and Generation X


As Baby Boomers retire, they are consistently replaced by members of Generation X and Millennials. These generations, who are flooding the workplace, have different leadership styles, work styles, and temperaments, not only compared to Baby Boomers, but also from each other!

To learn how to attract, maintain, and effectively manage these valuable generations, please review the presentation from our free live webinar, “Workforce Engagement Improvement for Millennials and Generation X,” presented by Brian Meharry, VP of Business Development at NOVAtime.

Contact Info


Marie D. Davis, Esq.


Los Angeles Office:
15760 Ventura Blvd., Suite 1200 Encino, California 91436
(818) 986-7561

Ventura County Office:
751 Daily Drive, Suite 325 Camarillo, California 93010
(805) 987-7128


Scott Rose, Enterprise Sales


1440 Bridgegate Dr., Suite 300 Diamond Bar, California 91765
(909) 895-8100

Questions & Answers:


Do you see technology helping with a diverse workforce in meeting their needs in being productive as well as being able to stay connected with others in the organization?


Absolutely – utilizing systems and tools like workforce management systems/apps can drive productivity by enabling a real time relationship between supervisors and employees.


How would you handle a top down management philosophy in meeting the needs of a diverse workforce?


I would be sure that this philosophy considered the three main groups in your workforce and was not tilted in any one direction. If one group or a 1/3rd of your workforce is ignored…you will have a problem under this approach.


Would you recommend having different generations work together on projects?


Yes. If you look at the characteristics in general of these groups, a diverse group will always achieve better results in my view.


Any tips on retaining and or attracting a younger workforce?


Please refer to the presentation where each group is summarized and pay close attention to generation Y. Test for understanding with the people you are talking to and if they fit the general characterizations outlined, leverage those in your discussions.


Seems one of the biggest takeaways is that communication and engaging the employees is key. How would you achieve this with employees working remote?


Two main point here. One is strategic and the other is mechanical

Strategic – most policies and communication usually assume the employees are at a head or central office. This assumption can be problematic if remote employees are considered. Benefit plans, communication, HR policies etc must be considered for remote employees. Many today are not.

Mechanical – very often all employee meetings and communication sessions are conducted in boardrooms or other venues where people dialing in can’t hear, see, our understand messages due to poor or inaudible equipment, video, or technology. It is very frustrating for those not in the room and is a very solvable issue if considered seriously.


would you recommend annual survey’s for your employees to gauge what is important to them?


I think a deeper level of engagement with all of your employees is a good thing. Asking for feedback/input is a powerful approach. Surveys help facilitate it and are good for gathering data, but I advocate sitting down with as many as possible in a face to face one on one or small group setting.


What would you recommend as the best form of communication to be able to reach all of your employees? Is it email, text, social media…..


All of the above. – Keep in mind, some generation X folks prefer discussion/human interaction over the technology forums. Use all and understand who responds best to what delivery.