1. Generational Differences in the Workplace
There is an old adage that says, “Everyone is part of something greater than
one’s self.” This saying rings true, as we are all a part of a family, neighborhood, sports team, religion, or workplace. But perhaps the largest group with which we are associated, and probably the one that influences most who we are, is a generation. Throughout history generations have clashed with one another, their differences causing conflict and misunderstanding between the young and the old, parents and their children, or even generation to generation. Though generational diversity is not a new phenomenon, the recent attention given to its effects in the workplace is new.
The American workforce today is more diverse than ever with a mix of gender, race, and ethnicity. However, generational diversity has come to the forefront in recent years, creating new tensions, challenges, and opportunities in the work environment. Exploding in the 1990s, this issue has continued to grow and change as now a fourth generation is joining the ranks of the working. In order for companies to survive in the future they must have a clear understanding of generational differences, including what causes them; how they manifest themselves in the workplace; and how this knowledge can be used to develop new strategies to attract, retrain, and manage their employees.
James Smith
Mary Wolf
Katy Wolfrom

2. Generations in the Workplace
Traditionalists (born before 1946)
Baby Boomers (born )
Generation X (born )
Millennials (born )
This is the first time in American history that we have four different generations working along side of each other in the workplace.
The traditional roles in the workplace have also undergone a change that has caused additional stress in the workplace. The traditional hierarchal chain of power in the workplace:
Oldest – CEO, upper management
Middle age – middle management
Youngest – labor force
which was based on paying your dues and slowly working your way up the ladder:
has given way to an environment where the roles are all over the place. Now it is not uncommon for Generation X or even Y may be in a position of power over older employees.

3. Why Learn About the Generations?
Gain an understanding of the changing demographics
Understand its impact in the workplace
Increase communication and effective management
Promote teamwork

4. Current Structure of the Workplace

5. Changing Workforce Structure
Employers need to plan for this impending shift in the generational structure of the workplace by changing their current policies for attracting, retaining, and managing employees. There is no coincidence that new programs that address lifestyle changes, work/life balance, and health and fitness, which were not previously considered key benefits, are now the primary consideration of potential employees

6. Generational Differences
The events and conditions each of us experience during our formative years help define who we are and how we view the world.
The ‘core values’ and attitudes that we develop as a result manifest themselves in the workplace and can cause conflict.
ancient saying, “people resemble their times more than they resemble their parents”

7. Borrowing an Analogy from Nature:
You can compare members of the same generation to trees that were planted in the same year…..
Let us take a look at each generation, what events they have in common, and how these events have shaped the “core values” of that generation.

8. Traditionalists – Age 62 +
*Events & Experiences
Great Depression
New Deal
World War II
Korean War
*Values
Hard work
Dedication & sacrifice
Respect for rules
Duty before pleasure
Honor

9. Baby Boomers – Age 43-61 *Events & Experiences Civil rights
Sexual revolution
Cold War
Space travel
Assassinations
TV in every home
Vietnam War
*Values
Optimism
Team orientation
Personal gratification
Involvement
Personal growth

10. Generation X – Age 28-42 *Events & Experiences Fall of Berlin Wall
Watergate
Women’s liberation
Desert Storm
Energy crisis
Challenger explosion
Oil embargo
*Values
Diversity
Techno literacy
Fun and informality
Self-reliance
Pragmatism

11. Millennials – Age 13-27 *Events & Experiences *Values School Shootings
Oklahoma City
Technology
Child focused world
Clinton/Lewinsky
9/11
Iraq War
Hurricane Katrina
*Values
Optimistic
Feel civic duty
Confident
Achievement oriented
Respect for diversity

12. Generational Work Traits
Workplace Characteristics
Veterans
Baby Boomers
Generation X
Generation Y
Work Ethic and Values
Hard work
Respect authority
Sacrifice
Duty before fun
Adhere to rules
Workaholics
Work efficiently
Crusading causes
Personal fulfillment
Desire quality
Question authority
Eliminate the task
Self-reliance
Want structure and direction
Skeptical
What’s next
Multitasking
Tenacity
Entrepreneurial
Tolerant
Goal Oriented
Work Is…
An obligation
An exciting adventure
A difficult challenge
A contract
A means to an end
Fulfillment
Leadership Style
Directive
Command and control
Consensual
Collegial
Everyone is the same
Challenge others
Ask why
*TBD
Interactive Style
Individual
Team player
Loves to have meetings
Entrepreneur
Participative
Communications
Formal
Memo
In person
Direct
Immediate
Vmail
Feedback and Rewards
No news is good news
Satisfaction in a job well done
Don’t appreciate it
Money
Title recognition
Sorry to interrupt, but how am I doing?
Freedom is the best reward
Whenever I want it, at the push of a button
Meaningful work
Messages that Motivate
Your experience is respected
You are valued
You are needed
Do it your way
Forget the rules
You will work with other bright, creative people
Work and Family Life
Ne’er the twain shall meet
No balance
Work to live
Balance
Let us examine how these core values manifest themselves in the workplace in the form of work traits, values, ethics, leadership, work/life balance, and how the generations differ in what motivates them and how they like to be rewarded.
Veterans - work first attitude
Boomers – live to work
Generation X – work to live
Millennials – live then work
Source: Mixing and Managing Four Generations of Employees by George Hammill

13. Frequent Conflicts/Complaints
So I told my boss, “If you’re looking for loyalty, buy a dog.”
“They have no work ethic. They’re just a bunch of slackers.”
“A hiring bonus! Wet behind the ears and he wants a hiring bonus!”
“I can’t believe the way he/she dresses.”
“He/she is out of touch; he/she should just retire.”
“He/she has no manners/does not follow proper etiquette.”
If I hear “We tried that in ’87 one more time, I’ll hurl in his wrinkly old face.”
He asks me, “Do you have an address?” I felt like telling him, “since you were in diapers buddy.”

14. Heathfield’s (2007) tips for managing millennials:
Provide structure.
Provide leadership and guidance.
Provide encouragement.
Encourage teamwork.
Listen.
Provide challenge and change.

15. More tips:
Expect them to multi-task, otherwise millennials will get bored.
Expect them to use the computer, cell phone, and other electronic devices…all at once
Encourage networking.
Provide a life-work balanced workplace.
Provide a fun, employee-centered workplace.

16. Different generations…..
…working together!