1. Understanding Generational Differences APWA Public Works Institute April 9, 2014

2. Today’s Goals  Understand our generational differences  Learn the importance of developing teams across generations  Determine how to capitalize on strengths  Consider communication and motivation of a variety of generations

3. Generations GenerationBirth Years Current Population Traditionalists1925-194550 million Baby Boomers1946-196480 million Generation X1965-198046 million Generation Y/Millennials 1981-200676 million

4. Why consider generational differences?  Trying to fit an increasingly nontraditional workforce into a traditional workplace  Different values, experiences and styles create misunderstanding and frustration  Hinders development and execution of plans and ideas

5. Why consider generational differences?  It’s about creating effective teams.  Active listening  Differing perspectives  A range of expertise  Humor  Recognition and appreciation

6. Generations: The Details

7. Traditionalists: 1925-1945 InfluencesCharacteristics  Great Depression  Roaring 1920s  WWI and WWII  Korean War  GI Bill  Patriotic  “Waste not/want not”  Faith in institutions- one company career  Military influenced top down approach Key Word: Loyal

8. Traditionalists

9. Baby Boomers: 1946-1964 InfluencesCharacteristics  Suburbia  TV  Vietnam, Watergate  Human Rights Movement  Drugs and RockNRoll  Idealistic  Very competitive  Question authority Key Word: Optimist

10. Baby Boomers

11. Generation X: 1965-1980 InfluencesCharacteristics  Sesame Street and MTV  Game Boy  Divorce rate tripled  Latch Key Kids  Eclectic  Resourceful  Self -reliant  Distrustful of institutions  Highly adaptive to change and technology Key Word: Skepticism

12. Generation X

13. Millennials: 1981-2006 InfluencesCharacteristics  Expanded technology  Natural disasters  Violence  Ganges  Diversity  Globally concerned  Realistic  Cyber literate  Personal safety is top concern Key Word: Realistic

14. Millennials

15. TraditionalistsBaby BoomersGeneration XMillennials GoalsBuild a legacyStellar Career Portable Career Parallel Careers Career Path Job changing stigma Job changing puts you behind Job changing is necessary Doesn’t have to be in a straight path RewardsJob well done Money, title and recognition Freedom Work that has meaning MotivatorSecurityMoneyTime off Company Loyalty HighestHighLow Money isLivelihoodStatus symbolMeans to endToday’s payoff ValueFamily/Commu nity SuccessTimeIndividuality

16. Playing to the strengths  Communication  Management Style  Motivation

17. Communication  Let’s consider something outside the box.  Your experience is respected.  Your commitment made all the difference.  Your contributions are really valuable.

18. Communication  You will be collaborating with other bright, creative people.  You are important to our success.  Tell us what has worked well in the past.  Your technical expertise is a big asset.

19. Management Style  My experience should bring value to the organization.  I expect the appropriate level of authority and respect for what I do.  All I want is to know how I’m doing and to be recognized for what I do.  I want to be part of a team.

20. Motivation

23. Credits “When Generations Collide: Who They Are. Why They Clash. How to Solve the Generational Puzzle at Work.” By Lynne Lancaster and David Stillman Survey Analysis: Employee Motivation by Generation Factors By Seleste Lunsford, Achieve Global