1. Marcia Knupp Updated, 2014

2. Today there are four generations of people represented in our working systems. That means that 70 + year olds and 22 year olds work for the same company. http://www.economist.com/news/business/21586831- businesses-are-worrying-about-how-manage-different-age- groups-widely-different

3. The events that happened in the world as we were growing up cause different generations to see things differently, share certain thoughts, values and behaviors within their generation.

4. By considering our own generation’s traits as well as the traits that represent our co- worker’s generation, we may understand more about them and how to work more effectively with them.

5.  As it is wise to note the differences in generations, in the working world it is just as important to know that similarities are also present.

6. In spite of the stereotypes, respondents from each generation share similar patterns of workplace preferences. Workers from all three generations are made up of roughly equal numbers of introverts and extroverts, those motivated by work and those motivated by personal goals, and those who like “hands-on” experiences versus those who prefer written instructions. http://www.camagazine.com/generationshttp://www.camagazine.com/generations 2010

7. Workers from all three generations desire many of the same things in the workplace, including respect, flexibility, fairness and the opportunity to do interesting and rewarding work.  http://www.camagazine.com/generations 2010 http://www.camagazine.com/generations

8. The Silent Generation 1922-1945 Baby Boomer Generation 1943-1960 Generation X 1961-1980 Generation Y 1981-2004

9. This generation is also known as the Greatest Generation, Veterans and Traditional. Although the Silent Generation is only about 5% of the work force today, many people from this generation sit on boards and hold influence in areas that effect our jobs. It would behoove us to know how to best communicate with this group.

10. Influenced by: The Great Depression and WWII

11. They value: Conservative thoughts, disciplined minds, a sense of obligation, the past, respect, your word is your bond, & loyalty

12. What they look for in a job:  Top down management style  Recognition of & respect for their experience  Value placed on history & traditions  Job security & stability  A company with good reputation & ethics  Clearly defined rules & policies

13. How to best communicate with them:  Present your story in a formal, logical manner  Show respect for their age & experience (address as Mr., Sir, Mrs.)  Use good grammar & manners ( no profanity )  Deliver your message based on the history & traditions of the company & how they fit in.

14. What can be expected: Loyalty-- don’t adapt well to change --stable- - avoid conflict --detail oriented -- don’t deal well w/ ambiguity-- thorough—dependable— self-centered—they may expect perks because of their experience– they have a depth of knowledge--perfected critical thinking skills--- understand the older customer base--willing to invest effort

15. This generation is the largest workforce to date: approximately 78 million. It has influence in all sectors of education and the economy. Boomers were influenced by feminism, suburban living, television, birth control and the two-income family. They were taught they would make a difference in the world.

16. Influenced by: Social and political turmoil, Vietnam, The Civil Rights Movement, Kennedy and King assassinations, Watergate, & the sexual revolution. Despite all that, they grew up in a time of prosperity and optimism in America.

17. They value: Question everything, spend now, worry later, anything is possible, the ‘ME’ generation, anti-war, anti-government, equal rights and opportunities, hard work & sacrifice are the price to pay for success, Boomers started the workaholic trend (& are proud of it)

18. What Boomers look for in a job:  Step-by-step promotions  Ability to shine  Humane, warm & friendly work environment  Equal opportunity

19. How to best communicate with them:  Establish a friendly rapport  OK to use first names  Learn what is important to them  Emphasize the company’s vision & mission and how they fit in.

20. What can be expected Service oriented --will work long hours to complete an assignment-- dislike conflict -- anxious to please-- peer loyalty --good team players --process before results’ --- judgmental if disagree-- get process- oriented--wear their values on their sleeves

21. This small generation of 46 million grew up overlooked, results-oriented, and pressed for time; thus they ended up with a survivor mentality. They were latchkey children who learned to rely on themselves. They want to get the job done and get to their lives beyond work.

22. Influenced by: Society, family and financial insecurity, witnessed parents laid off, high divorce rate, single parent homes, decline of American global power, corporate downsizing, MTV, AIDS, video games and the rise of technology

23. They value: Work/life balance, instant feedback, self- reliance and autonomy

24. What they look for in a job:  Flexible schedules  More teamwork than Boomers  Work should be fun  Sense of accomplishment, but not by the clock  Dynamic leaders  Forward thinking company  Cutting edge technology

25. How to best communicate with Xers  Use a direct, straightforward approach  Avoid buzz works & company jargon  Tie your message to “results”  Emphasize “WIIFM” (what’s in it for me) in terms of training & skills to build their resume.

26. What can be expected Adapt well to change--technologically savvy- - cynical—skeptical--not intimidated by authority-- impatient --value ‘information’-- lack people skills --highly educated-- no long-term outlook--diversity--think globally- think the Boomers are crazy to work so hard—think giving a two week notice is showing loyalty—they find it natural to interact & ask questions of their superiors

27. Also known as the Millennials or the Nexters, this will be the largest generation to come to the work force at about 100 million strong. This most educated generation will make a huge impact on the world in time. Born to late Boomers and Gen X’ers, Millennials have been nurtured and overscheduled since they were toddlers; therefore they are both high performance and high maintenance.

28. Influenced by: Excessive parental attention, involvement in activities, taught that they were special, had access to technology at a young age

29. They value: Technology, self-confidence, own worth, family, diverse lifestyles, fun, immediate feedback, being members of the global community, social networks & high expectations

30. What they look for in a job:  Collaborative work, social opportunities  Achievement-oriented  Highly creative jobs  Diversity  Fun work environment  Flexible schedule  Want to be heard… no matter how young or inexperienced they are

31. How to best communicate with them:  Be positive  Determine their goals & aspirations & tie message to them  Ask for input and consider their ideas  Communicate with them electronically

32. What can be expected: They are sociable, talented, open-minded, influential, & achievement-oriented. They’ve always felt sought after, needed, indispensable. They are arriving in the workplace with higher expectations than any generation before them—they’re so well connected that, if an employer doesn’t match those expectations, they can tell thousands of their cohorts with a couple of key strokes. Independent— creative—live moment by moment--not intimidated by authority—adaptable- If they aren’t happy they won’t work through it, they will leave.

33. Generations X & Y believe: o Job-hopping is valid career advancement o They are not intimidated or in awe of management o Asking questions directly to superiors is not disrespectful & they do expect answers

34. Some similarities in all generations: o Resist change that is disorganized o They will stay in a job when there are opportunities for advancement, learning, development & support o They all value family first o They all want to receive recognition & appreciation

35.  Now you have seen the characteristics that make up the generations. Let’s ask the big questions. So what? How will this help me?  After looking at a particular generation’s characteristics, identify someone specific from that generation…what might be a better way to communicate with them?

36.  : http://www.shrm.org/hrdisciplines/diversity/articles/page s/generational-differences- stereotypes.aspx#sthash.Yalfz6zG.dpuf 2012 http://www.shrm.org/hrdisciplines/diversity/articles/page s/generational-differences- stereotypes.aspx#sthash.Yalfz6zG.dpuf  : http://www.shrm.org/hrdisciplines/diversity/articles/page s/generational-differences- stereotypes.aspx#sthash.Yalfz6zG.dpuf 2013 http://www.shrm.org/hrdisciplines/diversity/articles/page s/generational-differences- stereotypes.aspx#sthash.Yalfz6zG.dpuf  http://www.huffingtonpost.com/randy-hain/bridging-the- generation-g_b_3677405.html 2013 http://www.huffingtonpost.com/randy-hain/bridging-the- generation-g_b_3677405.html http://difference-works.com/millennials-recognizing- similarities-appreciating-differences/ 2013 http://difference-works.com/millennials-recognizing- similarities-appreciating-differences/