GENERATION AGGRAVATION?
Generational Differences in the Workforce
WHAT IS A GENERATION?
 Family generation
 Cohort Generation- “An identifiable group that shares birth
years, age location, and significant events at critical
development states.” (Kupperschmidt, 2000)
 Are to societies what family generations are to families…the earlier generation is
always older than the next and normally exercises authority over those that follow –
the cohort type in a public setting, the family type in a private setting.” (Strauss &
Howe, Generations: The History of America’s Future)
DISCLAIMERS
 Generational traits are only one part of who we
are
 There is no one agreed upon exact start and end
year for each generation – there is no one icon
or event that characterizes each
 “The specific affectations of a generation’s
formative years DO bind them together in
exclusive ways.”
 AND: age/life stage is a factor at work, too
GENERATION GROUPS
Traditionalists/Silents
1925-1945
Generation X
1965-1981
Baby Boomers 19461964
Millennials
1982-1999
Gen Y, Digital Natives,
Generation Me,
Boomerang Generation,
Peter Pan Generation, Echo
Boomers
CUSPERS
THE NUMBERS
MY GENERATION - DISCUSS
What defines your generation (or
one of the four discussed)?
Heroes – Musical Influences –
Seminal Events – Breakthrough
Technology
Do you think there are differences
between the generations?
VIDEO BREAK
TRADITIONALISTS
“An honest day’s
work for an honest
day’s pay.”
Work is noble and
ennobling.
Volunteering is a
civic duty
BABY BOOMERS
Know they can change the
world; choose work that is
meaningful to them
Good team players
Will go the extra mile – term
“workaholic” coined in 1970
to describe them
BOOMERS
Contribute when they see a cause that impacts
them directly
Want to give back
Strength in numbers
GEN X
Work for money
Want work-life balance
Cynical; “lone wolf”
mentality
Volunteer when they see a cause
that impacts them directly
GEN X
Job security became a thing of the past
Many came out of college to a recession
--What did the art history major say to the engineering
major?
MILLENNIALS
 Work needs to be
meaningful
 Want to give back and make
an impact
Sources: http://www.scribd.com/doc/30670708/Motivating-Volunteers,
http://www.mavanetwork.org/trends2012
MILLENNIALS
 Want experience for employability
 Volunteerism is civic duty
 http://www.youtube.com/watch?v=skYis9qPgVE
GENERATION GAP BREAK
TRADITIONALISTS
Assets
Liabilities
Loyal
Dependable
Change and ambiguity can be difficult
Thorough and hardworking
Hierarchical, military chain of command
model
Detail-Oriented
Willing to volunteer many hours on regular
basis; been volunteering for years
Avoid conflict
Sources: http://www.wmfc.org/GenerationalDifferencesChart.pdf,
http://www.scribd.com/doc/30670708/Motivating-Volunteers
BABY BOOMERS
Assets
Liabilities
Anxious to please
Process-oriented
Challenge the status quo
Can be self-centered
Good at seeing the big picture
Rarely commit long-term
Good team players
Often juggling a lot of other activities
Mission/service oriented
Resent not being able to make decisions
about how to do their work
Will go the extra mile
Problem-solvers
Sources: http://www.wmfc.org/GenerationalDifferencesChart.pdf,
http://www.scribd.com/doc/30670708/Motivating-Volunteers
GENERATION XERS
Assets
Liabilities
Enthusiastic, flexible
Cynical; skeptical
Direct communicators
Dislike rigid work requirements
Eager to learn, very determined
Impatient
Like to get things done – results before
process
People skills can be lacking
Mistrust institutions
Technologically savvy
Sources: http://www.wmfc.org/GenerationalDifferencesChart.pdf,
http://www.scribd.com/doc/30670708/Motivating-Volunteers
MILLENNIALS
Assets
Liabilities
Collaborative
Inexperienced
Goal-oriented
Need supervision & structure
Highly educated
High expectations
Quick
Lack of skills for dealing with difficult people
Optimistic & positive
Want immediate feedback, mentoring
programs (want an “in loco parentus”
employer)
Technologically savvy
Sources: http://www.wmfc.org/GenerationalDifferencesChart.pdf,
http://www.scribd.com/doc/30670708/Motivating-Volunteers
IN A WORD…
Traditionalists are LOYAL
Boomers are OPTIMISTIC
Gen Xers are SKEPTICAL
Millennials are REALISTIC
Is your workplace or volunteer
program based on a “traditionalist”
model?
What does this model look like?
Recruitment?
Job design/management/communication?
Recognition?
Group work
Considering these generational
differences, how might you approach
staff and volunteer…
Recruitment
Job design/management
Engagement/Recognition
Great Management Practices for Boomers
and Millennials
 Understand their deep-seated need to have impact. Let them take the lead on certain
initiatives/projects they care about.
 Short term and seasonal jobs for volunteers; skills–based positions for volunteers and
staffers
 Develop engaging position descriptions that show impact
 For volunteer coordinators: focus the volunteer interview on learning the prospective
volunteer’s passions, mutually designing his/her volunteer role
 Offer a wide choice of volunteer opportunities in all aspects of the organization’s
operations
SOURCE: MN ASSOCIATION OF VOLUNTEER ADMINISTRATORS
Be open to their project ideas.
Develop appealing recruitment messages, working
through your organization’s networks.
Cultivate prospects and be highly visible online
Identify high potential staff and volunteers and
cultivate them to take on additional responsibility
Re-frame recognition to respond to the value current
volunteers place on having impact and being lifelong
learners
Establish project-driven, not “touchy-feely,"
relationships with them
Stay in touch, offering constant very specific feedback
Never micromanage
Let them be creative and do things their own way
XERS
Listen to them express their opinion.
Value their new ideas.
Source: http://www.volunteerpower.com/articles/GenX.asp
XERS
 Be specific about the end results of the project they
are working on.
 Be sure they understand that you are depending on
them to meet the deadlines.
 Establish certain checkpoints during the course of the
project.
XERS
Empower younger volunteers to work at their
pace, making their own day-to-day decisions,
mistakes and creative solutions. Let them know
that you are holding them responsible for the end
result.
 Train them on skills and competencies that not only
help your organization but also are something that
interest them. They love win/win contractual
relationships. They love to win and be rewarded for the
effort that they put in.
XERS
 Encourage questions and be generous in sharing
information about the organization and the project.
REFERENCES
Minnesota Association of Volunteer Management
Schullery, N. Workplace engagement and generational differences in values. Business Communications Quarterly 76(2) 252265. 2013.
Strauss, W. & Howe, N. (1991) Generations , The History of America’s Future, 1584 – 2069. New York: Harper Perennial
Zemke, R. (2013) Generations at Work. New York: American Management Association
Traditionalists
Committed
Competent
Confident
Conservative
Dedication
Doing more with less
Ethical
Hard-working
Historical viewpoint
Honor
Linear work style
Loyal to organization
Organized
Rules of conduct
Sacrifice
Strong work ethic
Task oriented
Baby Boomers
Generation X
Millennials
GENERATIONAL ATTRIBUTES
Ability to handle a crisis
Ambitious
Challenge Authority
Competent
Competitive
Consensus Leadership
Ethical
Good communication skills
Idealism
Most educated
Multi-taskers
Rebellious
Optimistic
Strong work ethic
Willing to take on
responsibility
Source: http://www.wmfc.org/GenerationalDifferencesChart.pdf
Adaptable
Big Gap with boomers
Can change
Crave independence
Confident
Competent
Ethical
Flexible
Focus on Results
Independent
Pragmatic
Results driven
Self-starters
Self sufficient
Sense of entitlement
Willing to take on
responsibility
Willing to put in the extra
time to get a job done
Best educated
Confident
Diversity Focused
Fiercely Independent
Focus on change using
technology
Globalism
Think our of box
Individualistic yet group
oriented
Loyal to peers
Sociable
Open to new ideas
Optimistic
Political Savvy (like the
Boomers)
Self –absorbed
Sense of entitlement
Techno Savvy - Digital
generation
Want to please others
Hope to make life contributions
to world
Seek responsibility