Generation Gaps
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Generation Gaps What are they and how do we all work together? Presented By: Jentry Phelan, MS, PHR Generations Today For the first time, there are four different generations working together in the workforce. This assists in creating an environment of collaboration and innovation. It can also assist in creating an environment that is constrained and misguided. In an effort to work together more cohesively, we first need to understand each other’s differences and values. The Generations Traditionalists: AKA-Veterans Baby Boomers: 1946-1964 (80 Million) Generation X: Pre 1945 (28 Million) 1965-1980 (110 Million) Millennials: AKA-Generation Y Post 1981 (9 Million) *United Nations Joint Staff Pension Fund Traditionalists Who are they? Influenced by: World War II, Great Depression, New Deal, Civic Duty Education is a dream Experienced times of hardship followed by prosperity Financially conservative Not risk tolerant Cautious Traditionalists This is technology to a Traditionalist: Traditionalists Characteristics: Team players Indirect communication Loyal to organization Dedication and sacrifice Duty before pleasure Obedient Seniority/age/rank associated Adhere to rules Patriotic Savers Disciplined Give back Traditionalists Work Ethic: “Pay your dues” Work hard Company first “Do more with less” Respectful of authority Task oriented Conservative Ethical Traditionalists Views on the workplace: Adapt to technology Authority = seniority/tenure Punch the clock Skills benefit the company Work hard = job security Chain of command Top down management Desire long term careers in same organization Mentoring not needed Attire is formal Work environment is in the office Traditionalists What do they want? Recognition/respect for experience Job security and stability Company with ethics and good reputation Defined rules/policies/procedures Training aligned with company goals “Put in 30 years, retire, live on pension” Traditionalists Challenges in the workplace: Avoidance to change Don’t like the unknown Avoid conflict Rules driven Hierarchy approach Value rank/tenure Traditionalists How do you communicate to them: Address formally (Mr., Mrs., Ms.) Good grammar and manners Inclusive language (we, us) More personal interaction Don’t waste their time Logical manner Traditionalists How do you work with them? Follow the rules Work isn’t always fun Frustrated by perceived lack of respect Individual contributor Satisfied by a job well done Private, subtle recognition No “fanfare” Invest in them long term Ask for input, previous experiences Traditionalists How do they contribute: Bring value through experience Disciplined Loyal Thorough Dependable Consistent Hardworking Baby Boomers Who are they? Influenced by: Civil Rights Movement, Cold War, Vietnam, Sexual Revolution, Space Travel Education is a birth right Live the “American Dream” Nuclear families are the norm “Live to work” Work defines self worth and how they evaluate others Baby Boomers This is technology to a Baby Boomer: Baby Boomers Characteristics: Big picture Fresh perspective Do not respect titles Optimistic Avoid conflict Equal rights Spend now, worry later Competitive Consumerism Multi-task Anti-government/establishment Baby Boomers Work Ethic: Driven “Workaholic” Quality Work ethic = worth Imbalance between work/life balance “Live to work” Experience = authority Baby Boomers Views on the workplace: Acquire technology Authority = experience Visibility is key Skills are important, but “face time” is better Fear taking time off as to not loose their place Flat management style Equal opportunity Desire a career Don’t handle negative feedback well Attire is business casual Work environment is long hours in the office Baby Boomers What do they want? Recognition/respect for experience Make a contribution Work in teams Clear, defined expectations Training path to promotion and more compensation Retire, take a part-time job Baby Boomers Challenges in the workplace: Expect everyone to be a “workaholic” Dislike conflict Judgmental if they disagree Peer loyalty Don’t like change Challenge authority of Traditionalists Baby Boomers How do you communicate to them: Prefer in person communication Body language Include them in dialogue Want answers to their questions Friendly rapport Address by first name Tie directives to company mission/vision/values/goals Baby Boomers How do you work with them? Their ideas matter Want to be valued Career defines them Need to understand the “big picture” Like attention and recognition Like meetings Rewarded through compensation Like titles Enjoy public recognition Hang awards, certificates on the wall Baby Boomers How do they contribute: Visualize the big picture Mission oriented Political savvy Work hard Go the extra mile Challenge status quo Team Players Generation X Who are they? Influenced by: Dual income families, Reagan Revolution, Energy Crisis, Watergate Education is a way to get there “Work to live” Day care generation Work/life balance regarding their families Generation X This is technology to Generation X: Generation X Characteristics: Positive attitude Impatient Think globally Informal Question authority Goal oriented Pragmatic Skeptical Conservative with money Ethical Flexible Generation X Work Ethic: Seek balance between work and life “Work smarter, not harder” Desire structure and direction Task and results oriented Get paid to do the job “Work to live” Generation X Views on the workplace: Assimilated technology Authority = experience End result more important than the journey Skills will lead to the next job Take time off regardless of consequences Prefer positive, fun work environments Work at a fast pace Focus on productivity Work is “just a job” Attire is business casual Work environment is in the office and/or at home Flex schedules Generation X What do they want? Technology Forward thinking Flexibility in schedules Evaluations on performance, not seniority/tenure Training is an investment in their future Retire and relax, or start an entirely new career Avenues to more education, training Recognize that they “have a life” Provide opportunities to try new things Generation X Challenges in the workplace: Skeptical Dislike authority Impatient Rejects rules Mistrust institutions/organizations Don’t like rigid work assignments No long term outlook Generation X How do you communicate to them: Blunt/direct Email is the preferred method Share information immediately and often Don’t micro-manage Tie the message to results Present facts Generation X How do you work with them? Give independence More informal work environment Allow pursuit of other interests Want to have fun at work Ensure latest technology to get the job done Generation X How do they contribute: Adapt to change Eager to learn Educated Good communicators Multi-taskers Flexible Determined Millennials Who are they? Influenced by: 9/11, Digital Media, School Shootings, Global Economy Education is an incredible, but worthy expense Work fills the time between the weekends Coddled generation Came from divorced families Technology advanced generation Want to right the wrongs of the world Millennials This is technology to a Millennial: Millennials Characteristics: Diverse Civic Duty Sociable Self-confident Educated Optimistic Want it now Street smarts High morals Competitive Tech savvy Millennials: Work Ethic: Multi-task “Work smarter, not harder” Entrepreneurial spirit Tenacity Value life balance vs. promotions “Work to live” Experience = contribution Change for the better Millennials Views on the workplace: Integral technology Authority = relaxed Skills will lead to the next job Take time off regardless of consequences Prefer positive, fun work environments Enjoy collaborative environments Focus on creativity Work is what is between the weekends A means to an end Attire is business relaxed Work environment is anywhere Flex schedules/telecommuting Millennials What do they want? Want to be challenged Strong, ethical leaders Non-hierarchical organizations Flexible schedules Want to make a difference Motivated by learning Recognize they “have a life” Meaningful work Mentor relationships Continuous feedback-invest in them Avenues of continued education Millennials Challenges in the workplace: Don’t like menial work Need supervision Need structure Impatient Lack of experience Respond poorly to rank High expectations Don’t respond well to “because I said so” or “because it’s always been done this way” Millennials How do you communicate with them: Respectful, motivational Face-to-face for important information Language = visual pictures Use humor-show you are human Email, text, instant message Don’t talk down to them Use action verbs Millennials How do you work with them? Team oriented work environments Treat with respect Provide engaging experiences Provide rational for work requested Reward extra effort/excellence Personalize work Learn about their goals, personal and professional Mentor Millennials How do they contribute: Collaborate Educated Optimistic Tenacious Goal oriented Multi-task Positive attitude How do we “bridge the gap”? Understanding Acceptance Leverage Adapt Understanding Through education, training and experience develop a better understanding of values and traits Don’t make assumptions Don’t stereotype Understand that upbringing, life events, education and the like can have an impact Acceptance Accept others for who they are Embrace differences and utilize to add value to organization Help each other overcome shortcomings Keep lines of communication open Leverage Leverage strengths to supplement each other Utilize traits from different generations to solve problems Recognize differences and partner people together who can assist one another Adapt They aren’t leaving: each generation has a reason to still work Each generation has advantages in the workforce By combining resources, organizations will get even better results Organizations would fail if only one generation was present in the workforce Millennials: Fun Facts By the end of 2014 36% of the workforce will be Millennials (Miller, 2012). By 2020, it will be 46% (that’s almost half!)(Miller, 2012) Millennials will be loyal to an organization if they feel they are treated fairly. Otherwise, they have no problem looking elsewhere. Training, education and skills advancement are very important to Millennials. Millennials value feedback and mentor relationships. They strive for work/life balance and an organization that values what they value both personally and professionally. Conclusion Traditionalist Loyal Baby Boomer Somewhat loyal Generation X Will go elsewhere Millennial Not loyal at all Conclusion Traditionalist Formal work environment Baby Boomer Somewhat formal work environment Generation X Casual work environment Millennial Relaxed work environment Conclusion Traditionalist Prefer direct communication Baby Boomer Prefer inclusive communication Generation X Share information immediately and often Millennial Respectful communication, don’t talk down to them Conclusion Traditionalist “Pay your dues” Baby Boomer “Workaholics” Generation X “Work smarter, not harder” Millennial “Work to live” Questions? Miller, Matt (2012). Why you should be hiring millennials. Forbes.com United Nations Joint Staff Pension Fund (2013). Overcoming generational gaps in the workplace.
