From Traditionals to Millenials: Leading Generations at Work 4/20/2017 From Traditionals to Millenials: Leading Generations at Work Ken Eastman Department of Management Oklahoma State University For the first time in our history, we have four different generations working together in the workplace. As we’ll discuss, this situation presents many opportunities and challenges. As we work to acclimate to a more diverse workforce, we must remember to make generational differences about or our discussion. Ken Eastman - OSU

Caveats Generalizations, not stereotypes Generations at Work 4/20/2017 Caveats Generalizations, not stereotypes Remember, individuals will differ within a generation Some differences due to life-stage differences Keep your mind and lines of communication open! What is a Generation? A society-wide group, who collectively posses a common persona Generations are shaped by history and events, technological advances, social changes, economic conditions, popular culture, etc. They also perceive themselves to have things in common Ken Eastman - OSU

Four Generations Generation Birth Year % in the Workforce Generations at Work 4/20/2017 Four Generations Generation Birth Year % in the Workforce Traditionalists (Matures, Silents, Schwarzkopfs) 1922 – 1945 5% Baby Boomers (Boomers) 1946-1964 45% Generation Xers (Xers, Post Boomers) 1965-1980 40% Millennials (Generation Y, Nexters, Echos) 1981-1999 10% There are no hard and fast rules about how generations are created and the dates I have used are a consensus of most researchers. There are currently two dominant views on the generations: one that there are four and the other five generations either at work or soon to be. We’ll look at the four approach first and it is probably the most well known. Boomers rule! They are the largest generation of all time and they have set our country’s agenda for a long time. Xers are the smallest generation but are beginning to reach key positions in organizations. Often overlooked because of the size of the Boomers and of the Millenials. Millenials are young, brash, and often misunderstood. Lancaster & Stillman, 2002 Ken Eastman - OSU

“Cuspers” Cusper Birth Years Traditionalist/Boomer 1940-1945 Generations at Work 4/20/2017 “Cuspers” Cusper Birth Years Traditionalist/Boomer 1940-1945 Boomer/Xer 1960-1965 Xer/Millenial 1975-1980 Expanding on the dominant groupings, some researchers argue that there are “tweener” or transition generations that do not fit perfectly into one generation. They are on the “cusp” of two generations. Trad/Boomer – old enough to relate to the work ethic of the trads, yet young enough to get excited about challenging the status quo with the Boomers. Experienced the transition from radio to TV. Boomer/Xer – too young to protest in the 60’s and they became preppies. Graduated from college during the recession and had to scratch for a job. Experienced the first wave of video games and computers. Xers/Millennials – have some of the cautiousness of the Xers and were the first generation to be told they would do worse than their parents. But they also were exposed to the optimism of the millenials brought on by economic success. Often experience an identity crisis, because they do not completely fit with a particular generation. They can, however, be effective in helping generations understand each other. They bridge two generations and they can relate to both and help those generations interact more effectively. Lancaster & Stillman, 2002 Ken Eastman - OSU

Five Generations Generation Birth Years Traditionalists 1922 – 1945 Generations at Work 4/20/2017 Five Generations Generation Birth Years Traditionalists (Matures, Silents, Schwarzkopfs) 1922 – 1945 Baby Boomers Woodstockers Generation Jones 1946-1964 1946-1953 – 16% 1954-1964 – 26% Generation Xers (Xers, Post Boomers) 1965-1977 Generation Yers 1978-1989 Millenials 1990-Present Other writers draw finer lines among generations. This approach incorporates some of the “cuspers” ideas but also recognizes a difference between Yers and millenials. In general the descriptions are similar but the Boomers are broken into two groups. Woodstockers – doted on by parents they became the “me-generation”. The revolution many of them sought didn’t materialize so they poured their energy into work and a dual search for material goods and spiritual meaning. Generation Jones – must like the cuspers. Missed the social rebellion of the 60’s and they were met with the disappointments of the 70’s – Watergate, gas lines, hostage crisis, & bad economy. Learned you had to struggle to fulfill your dreams and that change occurs from the inside, not outside. With no war of their own, they became “politely political”. Transition to the Xers. Millenials are seen as distinct from Yers particularly when it comes to “hyper-parenting”. Gravett & Throckmorton, 2007 and Martin & Tulgan, 2006 Ken Eastman - OSU

Five Major Life Shaping Forces Generations at Work 4/20/2017 Five Major Life Shaping Forces Parents/Family Schools/Education Religion/Morality Friends/Peers Media/Culture After talking about this slide, break them into the generational groups and have them complete the “Generational Perceptions” sheet. Discuss Ken Eastman - OSU

Traditionalists: Defining Events Generations at Work 4/20/2017 Traditionalists: Defining Events The Great Depression The New Deal World War II GI-Bill Golden Age of Radio Things were scarce and life was a struggle for these folks. They became cautious and conservative. They learned to do without, delay gratification, and to be very frugal. They are patient and understand the value of doing grunt work when you are new to a job. They became loyal and patriotic. Ken Eastman - OSU

Traditionalists: Core Values Generations at Work 4/20/2017 Traditionalists: Core Values Loyalty Commitment Strong Work Ethic Patriotism Law & Order Respect for Authority Patience Delayed Reward Work hard, keep your mouth shut, and suck it up. Things take time, so wait your turn. Ken Eastman - OSU

Boomers: Defining Events Generations at Work 4/20/2017 Boomers: Defining Events Woodstockers Civil Rights Assassinations Summer of Love Vietnam War Space Race/Moon Landing Jones Watergate Gas Lines Iranian Hostages Women’s Liberation They vowed to “never trust anyone over 30”, then settled in to run everything! The negative events the Jones experienced erased some of the fervent social activism that the Woodstockers experienced. These events taught them the importance of working within the system and they became immersed in the world of politics. Ken Eastman - OSU

Boomers: Core Values Optimism Idealism Personal Gratification Generations at Work 4/20/2017 Boomers: Core Values Optimism Idealism Personal Gratification Promotion & Recognition Competitiveness Involvement Lots of opportunity, because the world revolves around them. They literally shaped the world and the world molded to them. They will work hard and they expect to be personally rewarded for it. Learned to play the game and play it well…they run most things now! Ken Eastman - OSU

Generation Xers: Defining Events Generations at Work 4/20/2017 Generation Xers: Defining Events Milk-carton Kids Challenger Disaster Single Parent Homes Latchkey Kids MTV AIDS Personal Computers Maybe the first generation to not have clear heros, or at least they were the first to have heros who were not that grand. No John Waynes nor Roy & Dale. The expansion of technology and media eroded the American mystique and the nobility that it carried. Some researchers contend that this generation was often an after-thought for their parents, since they were consumed with their own lives. Children were not the center of the families. Drugs, AIDS, child molesters, and drunk drivers created an environment of fear and uncertainty. They did not have the simple, care-free childhood of the Boomers. They were also left alone much more often and at an earlier age than other generations. Ken Eastman - OSU

Generation Xers: Core Values Generations at Work 4/20/2017 Generation Xers: Core Values Skepticism Resourcefulness Self-Reliance Pragmatism Free-Agency Balance in Life Informality They do not trust organizations – companies, religions, political parties etc. Feel they have to take care of themselves and that they cannot rely on others for help. They developed a short-term perspectives because they didn’t trust employers to have their long-term interests at heart. Became the first generation to jump jobs to seize better opportunities. Became career-oriented, not company-oriented. The birth of casual days! Don’t worry so much about rules and expectations. Ken Eastman - OSU

Generation Yers: Defining Events Generations at Work 4/20/2017 Generation Yers: Defining Events Oklahoma City Bombings Schoolyard Shootings & Violence Clinton/Lewinsky Scandal Technology Globalization 9/11 A number of potentially devastating events occurred in their youth. Things that shattered some of our feelings of security. At the same time technology seemed to be in hyper drive and the speed of everything seemed to accelerate. Instant messaging and texting become the preferred method of communication. A very ethnically diverse group. Ken Eastman - OSU

Generation Yers: Core Values Generations at Work 4/20/2017 Generation Yers: Core Values Realistic Hopeful Socially Conscious Confidence Morality Expressive Diversity Strong parental attention helped modified the effect of many negative events on these kids. They see possibilities and feel obligated to make the world a better place. Are more open to different people and experiences. Believe strongly in the value of education. Want to continually learn and grow by using the latest technology. They feel connected to each other and the planet. Less likely to abuse drugs, engage in promiscuous sex, and break the law. Passionate and very confident that they can and will make a difference in the world. Some have called them the next “Greatest Generation”. Millennials are seen to be an extension of these values – “uber-Gen yers”! Ken Eastman - OSU

Millenials 9/11 Helicopter parents German reunification Generations at Work 4/20/2017 Millenials 9/11 Helicopter parents German reunification Soviet Union collapses Gulf war Space station launched A combination of tragic and uplifting events. Parents lavished attention on kids. Family life revolved around kids and kids were nurtured and developed. E-mail is slow for these kids. Instant messaging is important. Will be the most ethnically diverse group with over 1/3 being non-Caucasian. Ken Eastman - OSU

Millenials: Core Values Generations at Work 4/20/2017 Millenials: Core Values Still being discovered “Uber-Gen Yers” Strong parental attention helped modified the effect of many negative events on these kids. They see possibilities and feel obligated to make the world a better place. Are more open to different people and experiences. Believe strongly in the value of education. Want to continually learn and grow by using the latest technology. They feel connected to each other and the planet. Less likely to abuse drugs, engage in promiscuous sex, and break the law. Passionate and very confident that they can and will make a difference in the world. Some have called them the next “Greatest Generation”. Millennials are seen to be an extension of these values – “uber-Gen yers”! Ken Eastman - OSU

Generations at Work 4/20/2017 Clashpoints Collisions at work between people of two different generations Occur around career goals, rewards, balancing work and home, retirement and having fun at work People from different generations have different values, views of authority, and communication styles The different generational experiences has created different interpretations of how we should conduct ourselves and how we relate to organizations. Lancaster & Stillman, 2002 Ken Eastman - OSU

Authority Generation View Traditionals Chain of Command Boomers Generations at Work 4/20/2017 Authority Generation View Traditionals Chain of Command Boomers Change of Command Gen Xers Self-Command Gen Yers Collaborate, not Command From loyalty and order to flexibility and team-work. Traditionals have a more military-oriented mentality. Follow the chain of command and obey your superiors. Boomers rebelled against the command and control and challenged authority. They did not believe they should blindly follow orders and saw political maneuvering as the key to getting what they needed. Xers don’t believe in hierarchy or politics. They believe they should be given the right to make decisions about what they do. They hate mindless procedures and just want to be able to do what is needed. Xers do not like groups as Yers…they prefer greater independence. Yers were raised in a participative environment with parents who asked them what they wanted to do. As such, they believe that we should work together to make decisions. They will be difficult to bully because they are used to standing up for themselves. They respect authority but are not awed by it. They also want to know “why” things need to be done. The Boomers started the trend and younger generations have followed it…authority isn’t that big a deal. Younger workers believe that if they have the goods, they should be allowed to make the decisions. Seniority is an antiquated concept. Ken Eastman - OSU

Work-Life Balance Generation View Traditionals Generations at Work 4/20/2017 Work-Life Balance Generation View Traditionals Support me in shifting the balance. Boomers Help me balance everyone and find meaning. Gen Xers Give me balance now! Gen Yers Give me flexibility. It’s a matter of balance of time and mind…people want to feel they are centered. Traditionals and Boomers do not thing that Xers & Yers have earned the right to ask for balance. If we have flex-time, who will do the work? Traditionals believe they have earned the right to a little flexibility but most are so loyal, that they feel guilty about taking time off. They also worry about their self-worth after retirement…they need help with this. Boomers are competitive and politically savvy. They know the importance of being seen at work. Ever the idealists, they are seeking their life’s purpose. Xers hate meetings, being micro-managed, and political actions. They don’t believe they should “earn” balance, but rather they need it now. Xers have helped spur changes such as telecommuting and flex-time. Older workers see problems with these arrangements, younger ones don’t. Getting the work done, not how much time you spend on the job, should be rewarded. Yers were raised to be active and involved. They multi-task and spread themselves thin. They learned to juggle activities and they want work and their life to be a seamless blend of time. Ken Eastman - OSU

What Younger Workers Want in a Boss Approachable Active listener Supports life-balance Provides regular feedback Doesn’t micro-manage Encourages growth

Younger Workers Need to “Manage Up” Show some loyalty Have some patience Be a team player Appear positive Make your boss look good Lancaster & Stillman, 2002

Generations at Work 4/20/2017 Summary Generations should be a part of any diversity management program Be aware of generalizations, but be wary of stereotypes Be open to differences We were all “young” once! Ken Eastman - OSU