1. Generational Interface
Successfully Working Across Generation Lines
X420 Discussion #95

2. None of the requirements of today’s workforce are driven by the needs and expectations of any one generation!

3. Workplace 2006 is Here Pre-1946 1946-1964 1965-1981 1982-2000
Veterans or Traditionalists
Baby
Boomers
Gen Xers
Millennials
Birth Years
Pre-1946
Population
Size
75 million
(25% still in
Workplace)
80 million
46 million
76 million
Influences
Great Depression;
WWII;
GI Bill
Economic Prosperity; Vietnam; Watergate; Protest;
Human rights;
Promiscuity;
Drugs;
Rock n roll;
Dual incomes
MTV;
Personal Computers;
Divorce;
AIDS; Drugs;
Loss of “world” safety
Technology;
The Media;
Gangs;
Pervasive violence; Greater gulf between haves and have-nots

4. Number 1 Reason for Keeping or Changing Jobs
Veterans
Boomers
Gen Xers
Millenials
Loyalty to Customers
Making a
Difference
Building a Career
Work that has Meaning

5. Veteran Traits Patriotic; Loyal Conservative Faith in Institutions
Value hard work; High work ethic
Respect military model, authority, law & order
Experience

6. Baby Boomer Traits Idealistic & Optimistic
Tough competition for jobs & promotions; highly competitive
Question authority
Believe hard work and dedication will gain them recognition and rewards
Value health, wellness, personal growth, and involvement
Experienced; Team-workers; Skilled at mentoring

7. Generation X Traits Resourceful Comfortable with change
Self-reliant & Adaptable
Saw Vets & Boomers downsized—know the “paternal corporation” is history; distrust institutions
Info-highway pioneers
Generation that got rid of “The Box”

8. Millennials Traits AKA “The Digital Generation” Cyber literate
Integrated
Techno Savvy
Expect 24 hour info
Realistic
Environmentally conscious
Will try anything

9. Friction & Conflict
The most common intergenerational problems concern managing & motivating
It’s hard to motivate, coach and give assignments to someone you don’t understand

10. Negative Stereotypes

11. Veterans Can’t learn technology Refuse to give up the reins
Non-engaged

12. Boomers Materialistic Work hard not smart “Sold out” their ideals
Heavily in debt
Not loyal

13. Gen Xers Haven’t paid their dues Too young for management
Say what they think
Slackers
Aggressive
Annoying
Loud

14. Millennials Unaware of lack of skills Require excessive affirmation
MTV generation

15. What are Values?
Things that define the type of person we are or want to be
Set of guiding principles
Framework to help us to decide the “right thing to do”

16. Veteran Values Job stability Long-term careers Great reputation
Fiscal responsibility
Take care of possessions & responsibilities

17. Boomer Values Who am I? Where did my passion go?
Seek organizations with integrity
Politically correct
Eager to put their stamp on things
Good pay
Community involvement

18. Gen X Values Be my own boss
Team environment contrasted with entrepreneurial spirit
Advancement opportunity

19. Millennial Values High value on education
High value on life style balance
Work is NOT the most important thing
Stepping stone for future opportunities
High tech
Innovative
Diverse workforce
Be my own boss

20. Recruitment Engagement Management & Retention

21. Veterans Recognize their loyalty and experience
Select activities that help them show what they know
Remember that traditionalists have career paths too
Focus on evolution not revolution

22. Boomers Be aware of their competitive nature
Acknowledge their contributions
Focus on how they can make an impact
Offer continued training opportunities—especially life skills & balance

23. Gen Xers Respect their skepticism Establish your credentials
Show you have a sense of humor
Let them know you like them
Talk about how training applies to their careers, not just their jobs

24. Millennials Don’t assume they are all at the same level of training
Expect to do some remedial training
Teach in shorter modules
Make it fun!
Help them to visualize how the training applies to their jobs
Understand they learn best by collaborating

25. The Workplace as an Institution

26. Veterans
40% think their companies don’t try hard enough to retain them
70% think a 1-company career is good
48% think training opportunities play a role in staying with their company
73% plan to return to work in some capacity after they retire

27. Boomers
43% think they lack mentoring opportunities—30% think that contributes to job dissatisfaction
75% think time off would be the greatest reward
35% think a 1-company career is good
Prone to workplace burn-out

28. Gen Xers 30% have left a job due to lack of training opportunities
80% of men put time with family above challenging work or a higher salary
Only 17% think a 1-company career is good

29. Millennials Globally aware Cyber literate Techno-savvy
Personal safety is #1 workplace issue
Expect diversity in population
Expect variety in job

30. Improving Feedback and Communication

31. Veterans Typical Behavior Pattern: Action: “No news is good news”
May not be sending enough info down the ladder, nor receptive to info coming up the ladder
Action:
Need training in feedback skills (50% have NEVER received this type of training)
Assume they CAN change behaviors

32. Boomers Typical Behavior Pattern: Action
Once a year, formal, documented
Action
Initiate weekly, informal talks and formally document them

33. Gen Xers Typical Behavior Pattern: Action: “So how am I doing?”
Give feedback all the time & to the point
Action:
Be available
Allow freedom for continuous learning on their career paths
Tell it like it is! (Gen Xers have well-tuned BS monitor)

34. Millennials Typical Behavior Pattern: Action:
“I want it with the push of a button.”
“Let’s all talk about it.”
Action:
Initiate the connection; consider electronic connections & newsletter
Make it visual
Allow them active role in creating their own education and work plans

35. Performance Rewards

36. Veterans
Seek high-performing traditionalists & mix them with high-potential Xers to transfer the learning
Consider alternative scheduling or job sharing
Make them feel part of the company culture
Help them ease into retirement
Recognize the satisfaction of a job well done

37. Boomers Money, Title, Recognition
Recognize them as the first “sandwiched” generation caring for children as well as parents
Provide time off with pay
Provide life skills and balance training
Provide second-career avenues

38. Gen Xers Xers have shaken up the rewards system
Skeptical about jobs & organizations
Prefer time with family and outside interests
Provide opportunities for personal and professional life development

39. Millennials
Provide work that has meaning

40. If managers construct a workplace based on a single generation’s expectations of beliefs and conditions, they will alienate at least half of their staff.

41. Old Workplace Sayings Lean and __________
We don’t have time to train people. We need to hire people who can _____ the _________
Career development is up to the____
If you don’t like it here, ________

42. Successful Endings to Old Sayings
Lean and flexible
We budget to train people. We need to hire people who can learn
Career development is up to the individual and the organization
If you don’t like it here, why?

43. Traditional Workplace
Security from the institution
Promotions based on longevity
Loyalty to the organization
Wait to be told what to do
Respect based on position/title

44. New Generation Workplace
Security from within
Promotions based on performance
Loyalty to themselves
Challenge authority
You must earn respect—don’t expect one thing from them that you don’t and won’t deliver yourself—be an example

45. The Challenge Respect everyone’s point of view Practice tolerance
Capitalize on the different points of view and styles of every person
Clarify for every person his or her role in relation to the mission or goals
Make diversity a strength

46. The Challenge continued
Be approachable
Take time to be personal
Encourage employee growth
Help employees see “The Big Picture”
Build Morale

47. Know Your People …and what motivates them.