GENERATIONAL DIVERSITY

GENERATIONAL DIVERSITY

Objectives Identify characteristics and gain a better understanding of the four generations Improve communications and team work Accept personal responsibility in working together Provide tips and suggestions for overcoming generational differences Have you noticed that people of different generations respond differently in the same situations? What we are going to do today is to get a deeper understanding of why people of different age groups tend to think, feel and act as they do. You’ll learn a variety of strategies and techniques for finding “common ground” for working more effectively, collaboratively, and productively with everyone on your team.

Generations Traditionalists/Silent Generation/Matures
1925 – (94 – 74 years of age) Baby Boomers 1946 – 1964 (73 – 55 years of age) Generation X/Baby Busters/13th Generation 1965 – 1981 (54 – 38 years of age) Millennials/Generation Y 1982 – 2000 (37 – 19 years of age) Generation Z 2001 – present (18 – 0 years of age) People from different generations are working at the same place at the same time – all trying to contribute to the same mission. Four generations exist in the workplace in significant numbers, but not just in the workplace, think of our volunteers, parents, and even suppliers. Different values, experiences, styles, and activities sometimes create misunderstandings and frustrations. Everyone has different perspectives on the meaning of “employment,” how work should be done, and what workplaces should be like – all of which add to the potential for conflict. (As you go over each generation, ask who in the class is from that generation) [give out awards – traditionalists = handshake and a note of thanks; Boomers = certificate showing completion; Xers = a pass to decide when group should have a break; Millennials = ribbon ] Talk about cuspers – individuals from near the beginning or end of a generation that can have values, and beliefs of both generations. GenX correct Boomers > fill role of GI generation (WWI) Millennials will correct GenX > fill role of Traditionalists (WWI) *Each new youth generation breaks with the styles and attitudes of the young-adult generation (today, Generation X), which no longer function well in the new era. They correct for what they perceive as the excesses of the current midlife generation (today, Boomers), which includes their parents and the nation’s political leaders. And they fill the social role of being vacated by the departing elder generation (today, G.I.s), a role that now feels fresh, functional, desirable, and even necessary for society’s wellbeing. Millennials in the Workplace by Neil Howe

U.S. Population 2017 US Population: 325,719,178
This slide shows how the generations fit into the whole population of the U.S. 2017 US Population: 325,719,178

EACH GENERATION CONTRIBUTES
Generations EACH GENERATION CONTRIBUTES POSITIVE TRAITS CHALLENGES TRADITIONALISTS BABY BOOMERS GEN Xers MILLENNIALS Flip chart for each generation – with POSITIVE TRAITS and CHALLENGES columns. Have group call out 2-3 of each. -OR- Around the room we have sheets of paper for each generation. You will see that the paper has a place for positive traits and one for challenging traits. Think about the people you work with from each of these generations, as a group what makes this generation easy to get along with in the workplace, and what do you find is a challenge. Take a few minutes and list these traits on each of the sheets around the room (if there are enough people from each have them only fill in the traits for generations other than their own.

What makes one generation different from another?
Shared life experiences Each of us is a unique human being; we do not fit perfectly into any one mold or category nor will we exhibit every characteristic commonly associated with OUR generation. Generations are defined by common values and shared experiences.

Events and Experiences that Shaped Generations
Traditionalists Great Depression New Deal Attack on Pearl Harbor World War II Korean War Radio Telephone Baby Boomers Civil rights Feminism Vietnam Cold war Space travel Assassinations Scientific advances Credit cards Television The events that we experience in our youth help shape our worldview. These are the defining events that shape a generation and bind us together in the way we work and live our lives. For the Traditionalists, living as a youth through the great depression and the New Deal policies of FDR helped shape their attitudes about work. They learned the value of work and of stability and seek that in their life because of these early experiences. They also helped in the war efforts as a youth and remember their fathers and other family members going to and returning from World War II. Some also took part in the WWII or the Korean War. Baby Boomers generally see the world in black and white when asked about diversity because they were youth during the civil rights movement. They were also shaped by the Feminist movement and were the first generation where females moved into the workplace and stayed in the workplace in record numbers. Baby boomers lived during a time or protest and civil disobedience over the Vietnam War and the assassination of major political leaders. They also witness space travel in their youth and saw a man walk on the moon. Space travel represents adventure and limitless possibilities. Science advances including vaccines eliminated diseases. Credit cards were introduced and increased this generations spending. Televisions became common in households and kids and adults watched programs like Romper Room, I love Lucy, The Jack Benny Show; Dragnet; Gun smoke, The Rifleman.

Events and Experiences that Shaped Generations
Millennials Child-focused world School shootings 9/11 Boston Marathon Internet Social networking Continual feedback Enron/WorldCom Iraq/Afghanistan Generation X Fall of the Berlin Wall Challenger disaster Desert Storm Personal computers Working mothers MTV Divorce Energy crisis Generation X has lived in a time of general peacefulness with the only war being Desert Storm which lasted only a few months and was over. They saw the end of the Cold War with the fall of the Berlin Wall. Their idea of space travel is of the danger as their memory is of the Challenger disaster. They also came of age during the energy crisis and a time of layoffs in industries. They are also the PC generation. They have basically had computers in their schools and homes through most of their childhood. They are very computer literate. Millennials have grown up during a time of general prosperity and have been raised and coddled in a child focused world where everyone is a winner. Some tragic events have also shaped their worldviews such as Columbine and the 911 attacks. They are growing up in a world where terrorism is the clear and present danger. They are also growing up in the age of the internet where information is freely exchanged and any question can be answered in a matter of minutes or seconds (depending on your connection time). They get continual feedback, can look at their grades online and their class rank, can Twitter each other to keep up on their social life or use Facebook or Instagram to connect. Ask class what other experiences define their generation.

Traditionalists Born 1925 to 1945 29 million people
Grew up with many rules and pressure to conform Increased prosperity over their lifetime; however, they remember the Depression “Work First!” Children should be seen and not heard Expected lifetime career with one employer Prefer communication in writing Desire to leave a lasting legacy So how did these events shape the characteristics of each generation? Characteristics – Patriotic; loyal; “Waste not – want not”; faith in institutions; one company career; military influenced; top down approach Key descriptor – loyal Slogan – “Keepers of the Grail”

Common Values Traditionalists Hard work Dedication and sacrifice
Respect for rules Duty before pleasure Honor Conformity Loyalty Frugality The Silent Generation values conformity, no one should stand out everyone should work for the common good. Dedication and sacrifice means that you work to the common good. Age = seniority.

Baby Boomers Born 1946 to 1964 71 million
Grew up with fewer rules and a more nurturing environment Lived in generally prosperous times, but experienced layoffs Women entered workforce in record numbers “Live to Work!” Spend “quality time” with children Excelling in their career is important Prefer telephone or face-to-face communication Desire challenge and opportunity Major influences – Suburbia, TV, Vietnam, Watergate, Protests, Human Rights and Women’s Movements, drugs, sex, and rock n roll Characteristics – idealistic, competitive, question authority Key descriptor – optimist Slogan: “Thank God It’s Monday” Dr Spock’s Baby and Child Care – one of the biggest best sellers of all time.

Common Values Baby Boomers Optimism Team orientation
Personal gratification Involvement Personal growth Workaholics Competitors Baby Boomers rebelled against the conformity of the traditionalists - although they did take on the value of team orientation. But as a rebel they put personal gratification above group sacrifice of the generation before. Boomers tend to believe that success is only achieved through hard work (long hours) and playing nice, but being competitive.

Generation X Born 1965 to 1981 72 million
Grew up as latchkey or day care children Turbulent economic times – downturn in 80s, upswing in 90s “Work to Live!” Friends with their child, want to spend quantity time Expect their career to keep moving forward or they will leave Prefer electronic communications Change from job security to career security Born between 1965 and 1981; this group holds strong positions in key mid-manager, supervisor, and team leaders. Many are rapidly approaching the mid point of their working careers. Does anyone know why they are also referred to as the 13th generation? (the 13th generation from the pilgrims landing at Plymouth Rock) Other 13th generation notes - Generation X is "the 13th generation" to be familiar with the flag of the United States (counting back to the peers of Benjamin Franklin).[3] The label was also chosen because, according to generational theory, it is considered a "Reactive" or "Nomad" generation, composed of those who were children during a spiritual awakening. Older generations generally have negative perceptions of Reactive generations—whose members tend to be pragmatic and perceptive, savvy but amoral, more focused on money than on art[19]—and the use of 13 is also intended to associate this perception with the negative connotations of that number. The authors highlight this negative perception by noting the popularity of "devil-child" movies, wherein children are portrayed as malevolent protagonists (e.g. Rosemary's Baby[20]), released soon after the generation's first members were born

Common Values Generation X Diversity Techno-literacy
Fun and informality Self-reliance Pragmatism – realists Results oriented Individualism Challenge the system Generation X came of age when the U.S. was losing. There was a slight depression, their parents experienced layoffs. This generation also has no heroes. Latch-key kids they had to come home and take care of their brothers and sisters. This created a large amount of independence and self-reliance in this generation. Major Influences – Sesame Street, MTV, Game Boy, PC, divorce-rate tripled, latch-key kids, left alone Characteristics – eclectic, resourceful, self-reliant, distrustful of institutions, highly adaptive to change & technology Key descriptor – Skeptic Slogan – “Work to Live”

Millennials Born 1982 to 2000 83 million
Attended day care, very involved “helicopter” parents Prosperity has increased over their lifetime “Live, then Work!” Achievement oriented Prefer instant or text messaging Want to build parallel careers – experts in multitasking Major Influences – Expanded technology, natural disasters, violence, gangs, diversity, coddled by parents Characteristics – Globally concerned, realistic, cyber-savvy, suffer “ADD”, remote control kids Key descriptor – Realist Slogan – “Its all about me”

Common Values Millennials Optimistic Civic duty Confident
Achievement oriented Respect for diversity Informal Tenacious Social consciousness Millennials have a very short attention span because they are in a get it fast and get it now world. They are very team oriented. They feel a camaraderie with the Silent Generation. Millennials do not value Generation X because they do not get their angst.

GENERATIONS IN THE WORKPLACE
At no time in American history have so many different generations with such diversity in worldviews and work philosophies been asked to team up and work together. Organizations that are generationally savvy value the differences between people and look at differences as strengths. People who come together from different perspectives always have the potential to bring different thoughts and ideas. The possibility for positive creative synergy is immense. However, the different values, worldviews, ways of working, thinking, talking, even dressing, can set people in opposition to one another.

Generations in the Workplace
This shows the generations in the workplace today. Of course, as the Baby Boomers retire, and the Millennials enter the workforce, these proportions will change. 155,761,000 in 2018

Traditionalists in the Workplace
Polite Respectful Reserved Obedient Conformers Because of this, this group is least likely to : Speak their minds Question instructions Abuse privileges Make a scene in public

Boomers in the Workplace
Uncomfortable with conflict Consensus building leadership style Formal Follow protocol Social Politically sensitive Idealistic Because of this: They tend to build processes and procedures around everything. They avoid giving people bad news or find a way to make bad news seem not so bad (at least to them)

Gen Xers in the Workplace
Fast-paced Independent Confident Value personal time Challenge the status quo Loyal to staff leader They are not prone to working extensive overtime or weekends – but will do the work during work hours or during the time promised. Tend to reject formality, rules and protocol because these things hamper their ability to get the job done quickly. “Tell me what you need done and when you need it – Don’t tell me how or where to do it.” - get out of my way. Freedom and flexibility are the best rewards for achievement.

Millennials in the Workplace
Task oriented Want options & choices Expect attention Expect feedback Multitask through multimedia Think “digital” Work toward weekend or closing time They are impatient Want to be led Because of these traits, this group is the least likely of all generations to seek additional responsibility, give extra hours, accept tedious rules and protocols, or seek promotions. For many Millennials, life is about abundance. Their perspective on work and business has been shaped by media stories about successful entrepreneurs, workforce layoffs, and corporate scandals. Be tolerant when this generation does things differently than “the way we’ve always done it.” They might accomplish things faster and more efficiently (all while playing loud music). When possible ask what they can offer to your mission. Instead of just giving them a “to do” list, ask them to help you achieve your desired outcomes. They process data completely differently than retiring professionals (Baby Boomers) which is analog or linear and young professionals are digital. Retiring professionals think more like a videotape. If you don’t like a part of a movie, you have to fast-forward. Millennials have never had to fast-forward. They just jump to whatever chapter they want on their DVD. They can jump to the last chapter without a fast-forward. They process information quickly (we call it “twitch speed”) and embrace change. They don’t sit around and wait for things to happen when they know they can make things happen. They don’t want to wait for someone else to make a difference – they want to do it. Give them that opportunity and they’ll begin to grow roots in your organization. This younger generation is cause-driven. They are highly motivated by causes and are always looking for ways to make a difference and to make their mark. When the match is right, they’re highly committed and fiercely loyal. When training, don’t just teach process, teach desired outcomes. Once they’re convinced of your cause, these professionals and volunteers will seek out ways to make a difference for your organization. If you inspire them, making your passion their passion, you’ll make incredible allies. This generation is much more integrated in the world than the Gen Xers. Diversity is a value for this generation and they display an incredible tolerance and slowness to judge other people. You might be thinking, “What? These young people are rude and outspoken!” Valid observation, but don’t confuse that with being judgmental. Young professionals have a great spirit of openness. They’re great team members, ignoring gender and racial biases to work with anyone to accomplish common goals. To be a part of a winning team – a team that makes a difference. However, there is a but. They want to be a unique part of the team. They want to be able to use their gifts and abilities to make that difference. You have heard, “There’s no ‘I’ in ‘team.’” Well, this younger generation might tell you that there is an “I” in “win.” Provide them opportunities to grow as a team by using team-building games and activities regularly in your meetings. Allow them to get to know each other and bond together with your entire team. Millennials, like the Boomers, want to make a difference. They don’t want to be managed; they want to be led. Be careful not to micromanage this generation. Help them understand your mission, your cause and your desired outcomes. Earn their respect. As you earn their trust and get them excited about your cause, they’ll follow your lead. Might want to mention here – some of these difference can be attributed to age/life perspective and experience in the workforce.

On-the-Job Strengths Trads Boomers Xers Millennial Job Strength Stable
Service Oriented/Team Players Adaptable and Techno-Literate Multitaskers and Techno-Savvy Outlook Practical Optimistic Skeptical Hopeful View of Authority Respectful Love/Hate Unimpressed and Unintimidated Polite Leadership By Hierarchy By Consensus By Competence By Pulling Together Relationships Personal Sacrifice Personal Gratification Reluctant to Commit Inclusive These next two slides / pages in your notes show strengths and challenges that each generation brings to the workplace. Are any of these differences particular strengths or challenges for you in your work?

On-the-Job Strengths Trads Boomers Xers Millennial Time on the job
Punched the clock Visibility is key “Face Time” As long as I get the job done, who cares It’s quitting time – I have a real life to live Diversity Ethnically segregated Integration began Integrated No majority race Feedback No news is good news Once a year with documentation Interrupts and asks how they are doing Wants feedback at the push of a button Work/Life Balance Needs help shifting Balances everyone else and themselves Wants balance now Need flexibility to balance activities

Generational Challenges We Face in the Workplace
Poor communication Decreased productivity, quality, & innovation Misunderstood attitudes, relationships & working environments Less engaged volunteers & coworkers Lack of motivation, initiative, and team work We can create a frustrating place to work when we fail to understand each other and how to work together.

On-the-Job Challenges
Xers and Millennials Prefer electronic communication. Do not like meetings. Many have not developed listening skills. Traditionalists and Boomers Prefer face-to-face communication. Boomer bosses like to have at least one meeting each week with employees. Xers and Millennials prefer electronic communication. Therefore, Xers and Millennials do not like meetings and many have not developed listening skills. Traditionalists and Boomers prefer face-to-face communication. Boomer bosses like to have at least one meeting each week with employees. Again, how should you apply this?

On-the-Job Challenges
Traditionalists and Boomers generally do not question or challenge authority. Xers and Millennials have been taught to speak up. Traditionalists and Boomers generally do not question or challenge authority or the status quo. See challenges to authority as rudeness, not knowing their place. Xers and Millennials have been taught to speak up and ,therefore, do not understand, or even resent, what they see as a lack of a backbone or initiative. How can you “use” this knowledge in your council?

Bridging the Generation Gaps
“We have absolutely nothing in common!” What bugs you? Drives you crazy? Break time and group discussion. Have you ever felt this way with someone from another generation? That is a common reaction, but we need to really look at this. - Do we really have nothing in common? [Divide into pairs] You will have five minutes to talk to each other and find out all of the things that the two of you have in common. I don’t want you to write down physical things, or that you both work for the BSA and are in PDL-3, but to put some real thinking behind this - What do you have in common?  And what bugs you! Knowing your common ground, how can you work through the challenges? Want to be valued and respected Want to feel good about the work we do and about ourselves Want to be successful and make a difference Ask: Where any of you surprised by any of the things that you have in common? – What surprised you? Are the challenges with basics or processes?

For all employees Appreciate differences Acknowledge your interdependency Appreciate what you have in common Acknowledge that everyone is different. Being different does not make you wrong – it just makes you different. Seek to understand and then be understood and collaborate.

For all employees Accept and appreciate another’s perspective Take responsibility for making your relationships better YOU are the only one that you can change. How you think someone SHOULD think or act, doesn’t really matter. Understanding the generations better, may help you work through challenges and improve your relationships in the workplace.

For all employees Discuss expectations Inquire about immediate tasks Look for ways to cut bureaucracy and red tape Keep up with technology Here are some other ideas on how to bridge the generation gap in the workplace from researchers who have studied what works. For all employees Discuss expectations. Find out what others expect and let them know what you expect. Inquire about immediate tasks. How does doing “A” get you to “B.” Look for ways to cut bureaucracy and red tape. Keep up with technology.

For Managers Focus on goals Make everyone feel included Break the bonds of tradition Show employees the future Encourage balance And here is what you can do as a manager trying to get all the generations working together toward common goals. For Managers Focus on goals to resolve problems without dampening enthusiasm. Make everyone feel included. Keep an open mind. Encourage each generation to mentor the other. Break the bonds of tradition. If there is a better way to do something take the suggestion. Show employees the future. Tell them where the organization is going, how they fit in, and how to prepare. Encourage balance. Employees of all ages place a high value on balancing their work and personal lives.

Getting along with Traditionalists Honor the chain of command Value the legacy they have built Value their experience Appreciate their dedication Communicate one-on-one Learn the corporate history Getting along with Traditionalists Honor the chain of command. Value the legacy they have built. Value their experience. Use them as a resource to learn what has and hasn’t gone right. Appreciate their dedication. Thank them in writing. Communicate one-on-one. Learn the corporate history. Find out what has gone wrong and right in the past before making suggestions for changes

Getting along with Boomers Show respect Choose face-to-face conversations Give people your full attention Learn the corporate history Getting along with Boomers Show respect. Acknowledge that you have less experience and can learn from their experience. Choose face-to-face conversations. Give people your full attention. Stop multitasking while someone is talking. Learn the corporate history. Find out what has gone wrong and right in the past before making suggestions for changes.

Getting along with Xers Get to the point Use Give them space Get over the notion of dues paying Lighten up Getting along with Xers Get to the point. Avoid jargon and buzzwords that obscure your point. Use . Take advantage of technology and only have face-to-face meetings when required. Give them space. Don’t micromanage but have an open door. Xers crave autonomy. Get over the notion of dues paying. Lighten up. Remember it’s OK for work to be fun.

Getting along with Millennials Challenge them Ask them their opinion/collaborate Encourage finding a mentor Provide timely feedback Lighten up Getting along with Millennials Challenge them. They want to do work that really matters. Ask them their opinion. They love to collaborate and be a team player. Encourage finding a mentor. They have an affinity and respect for Silents. Provide timely feedback. They are used to getting feedback instantaneously. Lighten up. Remember it’s OK for work to be fun

Remember that all generations want: To be treated fairly Work that provides personal satisfaction Employers who understand personal lives are important Work that is valued by employers and customers A clear sense of purpose from employers

Remember the Golden Rule? “Treat others as you would like to be treated.” Change it to the Platinum Rule “Treat others as they would like to be treated” What is the Golden Rule? It’s a wonderful guide for human interaction, but it has one basic flaw. Can anyone tell me what that is? All of us are unique individuals with varying needs, desires, and perspectives. For every person who enjoys public praise, there is a person who prefers to be recognized privately. For every team member who wants direct and candid feedback, there is another who likes the feedback with a little sugar coating. For every person who want to lead, there is someone else who really likes to be a committed follower. So what can you do when you go back to the council to live by the Platinum Rule?

Action Plan What changes will you make based upon what you have learned today? Relationships Work environment Rules

GENERATIONAL DIVERSITY

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