WHAT SETS THEM APART

Do you remember when smoking wasn’t hazardous to your health?

The Veterans (oldest generation still working) How They Learn




New is not necessarily better
Not innovative with new ideas
Like structure, schedules and procedures


Brain processes new ideas into old mental framework
 Some refuse to work with technology (too overwhelming a learning curve, others jump in)
Want clear expectations and guidelines
Must memorize the basics












School Experiences for
Hard work
Veterans
Respected their elders
Children were to be seen & not heard
Felt an obligation to make the grade
Performance based on individual ability
Little feedback unless negative
More intrinsic reward for good performance
Learned from history (other’s experiences)
Small class size, one curriculum for all
No special ed (students no where in sight)
Virtually never tested with standardized tests – less comparison to others

Did you ever use one of these???

The Veteran’s First Computer

 Veterans have experienced the most change in their lifetime. They have had to adapt to:
 Computers
 Communication channels changing
 World getting smaller
 Keeping up with rapid increases in information
 Move from content to process

 Faith in the government and national institutions
 Want quality but believe standard options are fine (not luxury)
 Loyal customers that follow the rules





Want things to fit into the “big picture”
Want recognition for how well they have done
Team oriented, work well in groups
Like to explore and analyze, look at different views


Follow instructions well
Good with content

 Overwhelmed the school system starting in
1950, large class sizes
 Ability grouped (red birds and blue birds)
 Question authority but respect position
 See life as an adventure (and school)
 Emphasis on team work (cohort education)

 Need silence to concentrate
 Were told “you are lucky to be here, others are standing in line to get in.”
 Want to feel valued
 No special ed students in school but honors courses in a few subjects
 Rarely tested and not for school performance (PSAT, SAT)

Remember these……

Boomer’s First Computer






Are individualistic so they like
“customized and custom-made products”
Want to look successful (lots of stuff)
Seek self-improvement
Products/services that help them reach a balanced life (work/home)
Like technology but see the problems that come with it

 Task oriented – like to learn new skills
 Speed is important
 Self-paced learning, independent learning
 Want to have fun while they learn
 Informal learning environments are best
 Hate group work
 Want feedback from teacher/boss

 Learned to rely on self
 Distrust authority
 Seek challenging environment
(career education emphasis)
 Want feedback on progress
 Want to do things their way – like no rules and freedom on assignments

 Had special education classrooms in school but separated
 Had honors programs
 Funding cut to education
 Testing “mania” began with them
 First daycare centers arose with them
 Many latch-key kids

Remember these…..

Gen X’s First Computer

Was this your first video game?

Was this your first calculator and cell phone?

 Can spot a phony
 Peer to peer referral
 Like technology
 Like products and services with options



Many private schools, charter schools, magnet schools – all to meet the needs of the individual child –many, many choices
School uniforms, child safety, high performance standards, character education, cooperative learning and community service



 Goal oriented – outcome based education
(what’s in it for me)
 School is a means to an end – one must endure until the next level
 Interactive, participatory and engaging – are consulted by adults
Everything 24/7 and available electronically
No “grunt work” - must do “meaningful work”, participate in decisions
 International flavor, celebrate diversity, different is okay

Millennial School Experiences
 Motivated by working with bright, motivated and moral people
 Student makes judgments about truth and believability of what is taught
 Classroom mainstreamed – multiple levels based on ability and interest
 Constantly tested and compared to peers
(learned to take tests so now of little use for college admissions)
 Feel pressure for high achievement



 Try it their way – always looking for better, faster way of doing things
Prefer graphics before text, reading of excerpts
Like small and fast processing technology – best when networked
 Want instant gratification and frequent rewards
(spot)

How Millennials Learn





Focus on skill development – not memorization of what they perceive they don’t need to know
Productivity is key – not attendance – so make it worthwhile or they won’t come
Have different critical thinking skills based on their high tech world not thought processing
(need help here)
Rely on teacher to facilitate learning
Group think and interaction

This is what millennials grew up with?

Their Idea of Computer
Technology

What Do Businesses and Colleges/
Universities Need to Know about
Today’s College Students and
Graduates
Here Come the Girls

Boys Issues in K-12
For Every 100 Girls Who….
Number of Boys
Enroll in Kindergarten 116
Enroll in Ninth Grade
Enroll in Twelfth Grade
Are Suspended from K-12
Are Expelled from K-12
Diagnosed with Learning Disability 276
Enroll in the gifted and talented program
94
101
98
250
335
The Boys Project. http://www.boysproject.net/statistics.html

Boys and Their Educational
Choices
For Every 100 Girls Who….
Number of Boys
Graduate from High School
Enroll in College
Earn an Associates Degree
Earn a Bachelors Degree
Earn a Masters Degree
Earn a Doctorate
73
62
92
96
77
67
The Boys Project. http://www.boysproject.net/statistics.html

First Time Freshman Enrollments by Gender –
50 Years (numbers in thousands)
1600
1400 )
(54.8%
1200
(45.2%)
1000
800
600
400
200
0
19
55
19
60
19
65
19
70
19
75
19
80
Males
Females
19
85
19
90
19
95
20
00
20
04

College Graduation Projections (numbers in thousands) (61% of degrees will go to women)
1050
950
850
750
650
550
450
350
250
20
05
-6
Assoc. Degree Male
Assoc. Degree Female
Bach. Degree Male
Bach. Degree Female
(62.6%)
(37.4%)
(60%)
(40%)
20
06
-7
20
07
-8
20
08
-9
20
09
-1
0
20
10
-1
1
20
11
-1
2
20
12
-1
3
20
13
-1
4


At Your Tables
Discuss:
 When you were an undergraduate student and had a paper assigned in a class, what was your process for preparing for and writing the paper?
 Where did your reference material come from?
 How long did it take?
 Would it be done differently today?
 When you were in medical school, what was the process you were taught to diagnose and treat a condition?
 What reference materials did you have?
 How is it done now?

Ambitions
Source: Industry Week, March, 1998.
 Most popular college majors:
• Medicine • Engineering
•
Education/teaching •
Law and politics
•
Business and marketing
•
Computer science

Most sought after qualities in careers:
•
•
Responsibility
Independence
•
Idealistic and committed coworkers
•
Creativity
•
•

Most common job trends :
Multi-taskers
• Seek security & benefits
Stay with company that offers a challenge

 They have witnessed their baby boomer parents coming home from stressed jobs, exhausted, falling asleep at the dinner table; and don’t want that for themselves.
 They are a generation who is interested in a life with value and meaning – they do not aspire to what the “boomers” aspire to – they want something different.

True Multi-taskers



Millennials have lived programmed lives and are already quite capable of learning several jobs simultaneously and performing them admirably.
Millennials will change careers many times (retool/recycling skills).
To retain them, smart employers will encourage Millennials to try out different careers within the same company.

 Realistically, what do you expect your starting salary will be when you begin working?
Millennials
 $15-20K 7.7%
 $21-30K 29.3%
 $31-40K 27.0%


$41-50K
$50K+
15.9%
7.0%
Approximately
65% felt they would earn
$40K or less
 Not sure 12.5%

Future Odds
 How likely is it that someday you will:
• Work for yourself/own business?
• Have lifestyle you grew up with?
% Indicating Somewhat or Very Likely
64.3%
93.4%
 How important will a two-income household be in reaching your lifestyle goals?
• Somewhat to very Important
• Not Important
%
77.4%
22.6%

Quality of Life?
•
•
•
•
•
•
•
 Rank order of items that contribute to a good quality of life
(% ranking item in top 3 on a scale of 1-8)
Having a secure future for my family
Time to enjoy family/children
Having family/children
Having a great job
Having good friends
Having plenty of money
Having plenty of free time
%
70.2%
69.9%
65.0%
54.7%
50.7%
38.6%
38.1%

Your Generation in the Future
 Someday your generation will be raising kids, running corporations and occupying high political office. When that day comes, which areas of American life will be better, the same or worse than today because of your generation?
 3=better
 2=same
 1=worse

Will be better, the same or worse than today because of your generation?
3=better
2=same
1=worse
• Technology
• Race Relations
• Economy
• Schools
• Arts/Culture mean
2.90
2.47
2.23
2.09
2.21

Will be better, the same or worse than today because of your generation?
3=better
2=same
1=worse
• Foreign Affairs
• Government
• Family Life
• Religion
• Crime/Public Order mean
2.13
2.02
2.01
1.93
1.79

 Millennials felt the following career elements would be very important:



Respected on the Job
Opportunity for Professional Development
Ability to Have an Impact on the World

Items thought to be somewhat important:











Access to Information and Expression of Personal Opinion
Having High Job Prestige
Working with Inspiring Colleagues
Geographic Location of Job
Receive Guidance and Direction from Supervisor
Participating in Company Decisions
Independence/Professional Autonomy
Using Creativity on the Job
Lots of Responsibility
Flexible Work Hours
Dress Code Appropriate to Work Environment



Benefits thought to be very important
Health Insurance
Salary Growth
Plans like 401K
Life Insurance
Bonuses
Employer-paid Retirement
Benefits thought to be unimportant
Stock Options
Profit Sharing

 How many jobs millennials thought they would hold in their lifetime?
 1-3
 4-6
 7-10
35.7%
41.5%
16.5%
 Over 10 6.2%
 64% expect to have 4 or more jobs

In 2006, 21% of US workers made voluntary job changes for the following reasons:








Growth and earnings potential (30%)
Time and flexibility (23%)
Financial compensation (22%)
Culture and work environment (22%)
Benefits (12%)
Supervisor relationship (10%)
Travel and development (9%)
Management climate (9%) Benefit News

Changing Workforce





Workers are demanding the ability to balance their work and personal responsibilities.
Workers are not afraid of changing jobs.
The idea that the best way to grow financially and otherwise is to stay with one employer has been eroding to the point of extinction.
Younger workers and those earning $15,000 or less were the most likely to change jobs.
The cost of turnovers range from $7,000 for hourly employees to $30,000 for mid-level managers and
$80,000 for technical or senior level management
(Center for Workforce Learning).
Charlotte Biz, March 2007

What can managers do?
1. Mentor their employees
• About how the organization runs, what makes people of different generations work well together. Teach people skills not just medical processes.
Great leaders can motivate all people by balancing processes and people’s needs for the good of the organization

Messages that Motivate


Veterans
 Your experience is respected here
 What has and hasn’t worked in the past is relevant
 Perseverance is valued
Boomers
 You are important to our success
 Your contribution is unique and important
 We need you

Messages that Motivate


Gen Xers
 Do it your way
 There aren’t a lot of rules here
 We’re not very corporate
Millennials
 You will work with other bright, creative people
 You can help turn this organization around
 You can be a hero here
 We value independent workers
 Your boss will help you succeed

2. Communicate with employees
• Encourage them to develop trust with others and empower people to do their jobs. Ask for input rather than telling them what to do.
Open communication reduces resistance.
3. Value their values
• Want work-life balance. They value family and friends and want to work their eight hour day and go home. Older workers think long hours show your loyalty and productivity.
Younger workers often get things done faster. They value efficiency and effectiveness and doing things faster.

4. Focus on Retention
• People leave for several reasons: older workers retire but younger workers often leave feeling unvalued.
• Have strategies to retain both groups.
• Older generations like monetary rewards, younger generations like time off work.

Questions (if we have time)


What are the greatest challenges you face with the multiple generations in your area?
What strengths do the younger generations have that you did not at their age?
 Has anyone discovered “a great truth” in working with the younger generations that you can share with us?