1. Pink Hair in a Land of Bifocals Managing the Generations in the Workplace

2. Learning Objectives  Identify the generations in the workplace and define them by experience and events  Compare and contrast the values and the potential outcomes of generational interaction  Consider potential problems within the organization when people fail to communicate effectively  Offer strategies for cross generational communication including feedback styles

3. Why learn about the Generations  Changing demographics  Better understand it’s impact in the workplace  Increase personal competency in communication and management  Promote teamwork

4. Generations at work  Events and conditions during our formative years help define who we are and how we view the world  The generation we grow up in is just ONE influence on adult behavior influence on adult behavior Generational differences may INFLUENCE behavior but they don’t DETERMINE our Interactions.

5. Born Between   Traditionals (1922-1943)   Baby Boomers (1943-1960)   Generation X (1960-1980)   Millenial (Gen Y) (1980-1990) Contains iY (1990 - )

6. Traditionals (Silent Generation) 1925-1944 Grown up during the great depression Grown up during the great depression Fought in WWII Fought in WWII Radio Radio Rise of Labor Unions Rise of Labor Unions

7. Traditionals Value duty, discipline and thrift Value duty, discipline and thrift Expect to be called upon for personal sacrifice Expect to be called upon for personal sacrifice Don’t expect life to be “fun” Don’t expect life to be “fun” Believe conformity is good and individuality is bad Believe conformity is good and individuality is bad Delayed reward Delayed reward Believe in hard work Believe in hard work

8. On the Job Assets Detail oriented Detail oriented Thorough Thorough Loyal Loyal Hard working Hard working Stable Stable Liabilities Don’t like change or ambiguity Won’t buck the system Don’t like conflict Reticent when they disagree

9. Working with Traditionals Direct leadership style Direct leadership style “We’ve always done it that way” “We’ve always done it that way” Like being respected for their experience Like being respected for their experience Status symbols are big Status symbols are big

10. Baby Boomers (1943-1960)  Cold War  Korean Conflict  Civil Rights  May have served in Vietnam  Suburbs  Rock & Roll  TV

11. Baby Boomer traits  Vast majority of management and administration in organizations  “Cleaver” family  Optimistic  Relationship oriented  Spared harsh discipline and day care stresses  Pay with plastic

12. Boomer Core Values  Optimism  Team orientation  Personal gratification  Health and wellness  Personal growth  Youth  Work  Involvement  Identify themselves by jobs  Ladder oriented

13. Boomers on the Job  Assets  Service oriented  Driven  Willing to go the extra mile  Good at relationship  Good team players  Liabilities  Not naturally budget minded  Uncomfortable with conflict  Overly sensitive to feedback  Self centered  Judgmental of those who see things differently

14. Working with Boomers  Believe they are leading consensually but they may not be!  Show them where they can excel  Public recognition  Reward work ethic

15. Generation X (1960-1980)  Slacker or “Me” Generation  Challenger Tragedy  AIDS  Fall of the Berlin Wall  MTV  Apple Computers  Gulf War

16. The Gen X “Me Generation”  Mom began working outside home  More skeptical and less optimistic than Boomers  Tech savvy  Less relationship oriented than Boomers – resent close supervision

17. Gen X Core Values  Diversity  Thinking globally  Balance  Technoliteracy  Fun  Informality  Self-reliance  Pragmatism  Work to play

18. Xer’s in the Workplace  Assets  Technoliterate  Independent  Adaptable  Not intimidated by authority  Creative  Liabilities  Impatient  Poor people skills  Inexperienced  Cynical

19. Working with Xer’s  Be willing to flex schedule  Hands off supervision  Make work fun  Offer professional development  Realize their need for variety at work  Out of the box rewards

20. Millennial Generation (Born in 1980’s and 1990’s ) 9-11 9-11 Cell Phones Cell Phones MP3 players, downloading, Napster… MP3 players, downloading, Napster… Information Super highway Information Super highway Instant Messaging Instant Messaging Facebook, My Space Facebook, My Space Reality TV Reality TV Iraq Iraq

21. Gen Y’s Core Values Optimisim Optimisim Civic Duty Civic Duty Confidence Confidence Achievement Achievement Sociability Sociability Morality Morality Street Smarts Street Smarts Diversity Diversity Want to move up fast Want to move up fast

22. Traits and Tendencies of Gen Y Impatient Impatient Adaptable Adaptable Innovative Innovative Let them multi-task Let them multi-task Ask for their input Ask for their input Harness their energy Harness their energy Source of new ideas Source of new ideas

23. Traits and Tendencies, cont; Efficient Efficient Desensitized Desensitized Projects with dead- lines Projects with dead- lines Move away from hourly pay Move away from hourly pay Connect through their hearts Connect through their hearts

24. Working with Millenials Budget time for plenty of orientation Budget time for plenty of orientation Dump idea of traditional gender roles Dump idea of traditional gender roles Continue professional development Continue professional development Mentor programs Mentor programs

25. Traits and Tendencies, cont. Disengaged Disengaged Skeptical Skeptical Resilient Resilient Emphasize the good stuff Emphasize the good stuff 100% truth 100% truth Let them in on the future Let them in on the future

26. And more …… Disrespectful Disrespectful Blunt Blunt Tolerant Tolerant Committed Committed Don’t demand Don’t demand Structured forum Structured forum Don’t segregate them Don’t segregate them Make them believe! Make them believe!

27. Generation iY Overwhelmed – Overwhelmed – 94 % stressed out 44 % depressed 10% considered suicide Stress is both external and internal Stress is both external and internal

28. Over-connected Respond to stress by getting lost in virtual world or by trying to over perform Respond to stress by getting lost in virtual world or by trying to over perform Don’t take time for self discovery Don’t take time for self discovery Short on patience, listening skills and conflict resolution Short on patience, listening skills and conflict resolution

29. Overprotected Safety, safety, safety! Safety, safety, safety! So sheltered by parents, teachers, counselors and government that they have trouble learning independent coping skills. So sheltered by parents, teachers, counselors and government that they have trouble learning independent coping skills.

30. Overserved Very high self esteem Very high self esteem 80% of high school students feel they are very important people 80% of high school students feel they are very important people Where do they get this idea? Where do they get this idea?

31. Tips for connecting with the iY generation. 1. EXPERIENTIAL 2. PARTICIPATORY 3. IMAGE RICH 4. CONNECTED

32. Generational Feedback Feedback style and form can be impacted by generational differences Feedback style and form can be impacted by generational differences

33. Feedback styles Traditionalists – “No news is good news” Traditionalists – “No news is good news” Boomers – “Feedback once a year and lots of documentation.” Boomers – “Feedback once a year and lots of documentation.” Xers – “Sorry to interrupt but how am I doing?” Xers – “Sorry to interrupt but how am I doing?” Millenials – “Feedback whenever I want it at the push of a button Millenials – “Feedback whenever I want it at the push of a button

34. Generational Meaning of Feedback Traditionalists – seek no applause but appreciate subtle acknowledgement that they have made a difference Traditionalists – seek no applause but appreciate subtle acknowledgement that they have made a difference Boomers often give feedback to others but seldom receive feedback, especially positive Boomers often give feedback to others but seldom receive feedback, especially positive Xers need positive feedback to let them know they are on the right track Xers need positive feedback to let them know they are on the right track Millenials are used to praise and may mistake silence for disapproval – need to know what they are doing right and what they are doing wrong Millenials are used to praise and may mistake silence for disapproval – need to know what they are doing right and what they are doing wrong

35. Motivating the Generations One size does not fit all! One size does not fit all!

36. Traditionals Use personalization Visual status symbols

37. Boomers Public recognition Public recognition Perks Perks Chance to prove themselves Chance to prove themselves Get them quoted in journal or newsletter Get them quoted in journal or newsletter Consensus Consensus Reward work ethic Reward work ethic

38. Gen X Give multiple projects Give multiple projects Constructive and constant feedback Constructive and constant feedback Freedom and fun Freedom and fun Technology Technology Watch out for the “good old boy’ network Watch out for the “good old boy’ network

39. Gen Y Personal Personal Proportionate Proportionate Punctual Punctual Public Public

40. Generational Work Performance Expectations EVERY employee should be held to the same standard EVERY employee should be held to the same standard No adaptation should be made that compromises the integrity of the job or compromises the effectiveness on your department to carry out its mission No adaptation should be made that compromises the integrity of the job or compromises the effectiveness on your department to carry out its mission