1. Generations at Work: Generational Differences and Conflicts in the Workplace Presented by Marti Eagleton 10.01.2012

2. Goals/Objectives  Understand each generation’s attitudes towards work ethic, technology, compensation & benefits, and communication;  Understand how generational differences can create conflict in the workplace, and,  Better appreciate each generation’s contributions to the workforce.

3. From http://citizensforsafetechnology.org

4. What is a generation?  A cohort united by a shared coming of age process in which major political, social and/or economic events create a common history and connection with others of the same age.  Adwoa K. Buahene and Giselle Kovary

5. Cautions - Not intended to promote ageism, but understanding - Not a panacea

6. The Primary Players - Boomers - Generation X - Millennials (aka Generation Y)

7. Defining Factors - Historical events - Music/books - Technology - Parental Expectations - Values

8. Boomers  Generally defined as those born 1946- 1964.  Vietnam War, Civil Rights Movement, Space program, the Kennedy and King assassinations  Rock & Roll, TV

9. Boomers  Grew up in an era of reform.  Not afraid of confrontation; challenge established practices  Confident, independent, loyal, cynical, work-centric

10. Boomers  Motivated by position, perks and prestige  Define self-worth by accomplishments  “Workaholics”  Don’t understand why Gen X and Millennials think they can get ahead without “paying their dues”  Fault younger workers for working remotely  Competitive

11. Boomers  Work is somewhere to go as well as something to do  Equate success and commitment with high salaries and long hours

12. Generation X  Generally defined as those born 1965- 1981.  Sometimes called the “MTV generation”  Energy crisis, Chernobyl, Space Shuttle challenger, fall of the Berlin Wall, 1990’s economic boom.  Video games, computers. Grunge and hip-hop music.

13. Generation X  Cited by the U.S. Census Bureau as the most highly educated generation  Smaller than previous generations due to birth decline  Initially labeled as insecure, angst-ridden underachievers  Now independent, resourceful and self- sufficient  Rather than challenge leaders with the intent to replace them, challenge systems and institutions

14. Generation X  Dislike being micromanaged and structure work hours.  Embrace a hands off management philosophy.  Enjoy challenging assignments.  Thrive on & seek out diversity, challenge, responsibility and opportunities to give creative input  Dislike “meetings about meetings”

15. Generation X  Skeptical – grew up in a time of high divorce rates, corporate layoffs and public scandals  Saw parents lose hard-earned positions.  More willing to change jobs to get ahead than boomers  Work to live rather than live to work. Bring fun & humor into the work place

16. Millennials  Generally considered to be those born 1982- 200X.  Known by multiple names: Generation Y, Echo Boomers, Generation Me, Trophy Generation, Peter Pan Generation  Columbine School shooting, Oklahoma City bombing, dot.com bust, current financial crisis  Cell phones, then smart phones. Katy Perry, Miley Cyrus, Justin Bieber.

17. Millennials  Most studied generation in history  Well-versed in technology, plugged in 24/7  Feel incredible pressure to conform  According to Jean Twenge (“Generation Me”), display confidence, tolerance, entitlement, narcissism, rejection of social conventions

18. Millennials  Communicate through email, text messaging, instant messaging  Prefer webinars to lecture-based presentations  Willing to trade high pay for fewer hours and flexible schedules  This is often viewed as a lack of commitment, discipline and drive

19. Millennials  “No person left behind” – loyal, committed, want to be involved and inclusive  Crave attention  Seek frequent feedback, praise & reassurance  May benefit from being matched with a mentor who can provide 1:1 attention

20. Millennials  Lives have always been busy & structured  Work is an activity, not a place  By the end of this decade, will be the dominant age group in the workforce  May be drawn to this field in higher numbers because of their traits

21. Compensation & Benefits  Bonuses  Vacation  Career ladders  Other perks

22. Mentoring, Coaching & Supervision  Feedback  The importance of cross-training  Relationships and boundaries

23. Communication  Meetings  Memos/Emails  IM and Texting

24. Recruiting and Retention  Job postings  Interview process  Opportunities for growth and development

25. Managing Teams  Communication  Expectations

26. Professionalism  Dress code  Office geography  Schedules

27. Other impacts on agencies  Social media  Texting

28. What can you learn from them?  Boomers  Gen X  Millennials

29. Resources and Additional Reading  Generations: The History of America’s Future, 1584 to 2069 (Neil Howe and William Strauss) Generations: The History of America’s Future, 1584 to 2069 (Neil Howe and William Strauss)  Generation Me: Why Today’s Young Americans Are More Confident, Assertive, Entitled – And More Miserable Than Ever (Jean M. Twenge) Generation Me: Why Today’s Young Americans Are More Confident, Assertive, Entitled – And More Miserable Than Ever (Jean M. Twenge)  Not Everyone Gets A Trophy: How to Manage Generation Y (Bruce Tulgan) Not Everyone Gets A Trophy: How to Manage Generation Y (Bruce Tulgan)

30. Resources and Additional Reading  n-gen People Performance White Paper: http://www.ngenperformance.com/pdf/ white/ManagingGenDivide.Overview.pdf http://www.ngenperformance.com/pdf/ white/ManagingGenDivide.Overview.pdf  Life Course Associates (Neil Howe): http://www.lifecourse.com/ http://www.lifecourse.com/