Generations
at Work:
Generational
Differences
and Conflicts
in the
Workplace
Presented by Marti Eagleton
10.01.2012
Goals/Objectives
 Understand
each generation’s
attitudes towards work ethic,
technology, compensation & benefits,
and communication;
 Understand how generational
differences can create conflict in the
workplace, and,
 Better appreciate each generation’s
contributions to the workforce.
From
http://citizensforsafetechnology.org
What is a generation?
A
cohort united by a shared coming of
age process in which major political,
social and/or economic events create a
common history and connection with
others of the same age.

Adwoa K. Buahene and Giselle Kovary
Cautions
-
Not intended to promote ageism, but
understanding
Not a panacea
The Primary Players
-
Boomers
Generation X
Millennials (aka Generation Y)
Defining Factors
-
-
Historical events
Music/books
Technology
Parental Expectations
Values
Boomers
 Generally
defined as those born 1946-
1964.
 Vietnam War, Civil Rights Movement,
Space program, the Kennedy and King
assassinations
 Rock & Roll, TV
Boomers
 Grew
up in an era of reform.
 Not afraid of confrontation; challenge
established practices
 Confident, independent, loyal, cynical,
work-centric
Boomers
 Motivated
by position, perks and prestige
 Define self-worth by accomplishments
 “Workaholics”


Don’t understand why Gen X and
Millennials think they can get ahead
without “paying their dues”
Fault younger workers for working remotely
 Competitive
Boomers
 Work
is somewhere to go as well as
something to do
 Equate success and commitment with
high salaries and long hours
Generation X
 Generally
defined as those born 1965-
1981.
 Sometimes called the “MTV generation”
 Energy crisis, Chernobyl, Space Shuttle
challenger, fall of the Berlin Wall, 1990’s
economic boom.
 Video games, computers. Grunge and
hip-hop music.
Generation X





Cited by the U.S. Census Bureau as the most
highly educated generation
Smaller than previous generations due to birth
decline
Initially labeled as insecure, angst-ridden
underachievers
Now independent, resourceful and selfsufficient
Rather than challenge leaders with the intent
to replace them, challenge systems and
institutions
Generation X
 Dislike
being micromanaged and
structure work hours.
 Embrace a hands off management
philosophy.
 Enjoy challenging assignments.
 Thrive on & seek out diversity, challenge,
responsibility and opportunities to give
creative input
 Dislike “meetings about meetings”
Generation X
 Skeptical
– grew up in a time of high
divorce rates, corporate layoffs and
public scandals
 Saw parents lose hard-earned positions.
 More willing to change jobs to get ahead
than boomers
 Work to live rather than live to work. Bring
fun & humor into the work place
Millennials




Generally considered to be those born 1982200X.
Known by multiple names: Generation Y,
Echo Boomers, Generation Me, Trophy
Generation, Peter Pan Generation
Columbine School shooting, Oklahoma City
bombing, dot.com bust, current financial crisis
Cell phones, then smart phones. Katy Perry,
Miley Cyrus, Justin Bieber.
Millennials




Most studied generation in
history
Well-versed in technology,
plugged in 24/7
Feel incredible pressure to
conform
According to Jean Twenge
(“Generation Me”), display
confidence, tolerance,
entitlement, narcissism,
rejection of social
conventions
Millennials
 Communicate
through email, text
messaging, instant messaging
 Prefer webinars to lecture-based
presentations
 Willing to trade high pay for fewer hours
and flexible schedules

This is often viewed as a lack of
commitment, discipline and drive
Millennials
 “No
person left behind” – loyal,
committed, want to be involved and
inclusive
 Crave attention


Seek frequent feedback, praise &
reassurance
May benefit from being matched with a
mentor who can provide 1:1 attention
Millennials
 Lives
have always been busy & structured
 Work is an activity, not a place
 By the end of this decade, will be the
dominant age group in the workforce
 May be drawn to this field in higher
numbers because of their traits
Compensation & Benefits
 Bonuses
 Vacation
 Career
ladders
 Other perks
Mentoring, Coaching &
Supervision
 Feedback
 The
importance of cross-training
 Relationships and boundaries
Communication
 Meetings
 Memos/Emails
 IM
and Texting
Recruiting and Retention
 Job
postings
 Interview process
 Opportunities for growth and
development
Managing Teams
 Communication
 Expectations
Professionalism
 Dress
code
 Office geography
 Schedules
Other impacts on agencies
 Social
media
 Texting
What can you learn from
them?
 Boomers
 Gen
X
 Millennials
Resources and Additional
Reading
 Generations:
The History of America’s
Future, 1584 to 2069 (Neil Howe and
William Strauss)
 Generation Me: Why Today’s Young
Americans Are More Confident, Assertive,
Entitled – And More Miserable Than Ever
(Jean M. Twenge)
 Not Everyone Gets A Trophy: How to
Manage Generation Y (Bruce Tulgan)
Resources and Additional
Reading
 n-gen
People Performance White Paper:
http://www.ngenperformance.com/pdf/
white/ManagingGenDivide.Overview.pdf
 Life Course Associates (Neil Howe):
http://www.lifecourse.com/