1. Generation Gaps What are they and how do we all work together? Presented By: Jentry Phelan, MS, PHR

2. Generations Today  For the first time, there are four different generations working together in the workforce.  This assists in creating an environment of collaboration and innovation.  It can also assist in creating an environment that is constrained and misguided.  In an effort to work together more cohesively, we first need to understand each other’s differences and values.

3. The Generations  Traditionalists: AKA-Veterans  Pre 1945 (28 Million)  Baby Boomers:  1946-1964 (80 Million)  Generation X:  1965-1980 (110 Million)  Millennials: AKA-Generation Y  Post 1981 (9 Million) *United Nations Joint Staff Pension Fund

4. Traditionalists  Who are they?  Influenced by: World War II, Great Depression, New Deal, Civic Duty  Education is a dream  Experienced times of hardship followed by prosperity  Financially conservative  Not risk tolerant  Cautious

5. Traditionalists  This is technology to a Traditionalist:

6. Traditionalists  Characteristics:  Team players  Indirect communication  Loyal to organization  Dedication and sacrifice  Duty before pleasure  Obedient  Seniority/age/rank associated  Adhere to rules  Patriotic  Savers  Disciplined  Give back

7. Traditionalists  Work Ethic:  “Pay your dues”  Work hard  Company first  “Do more with less”  Respectful of authority  Task oriented  Conservative  Ethical

8. Traditionalists  Views on the workplace:  Adapt to technology  Authority = seniority/tenure  Punch the clock  Skills benefit the company  Work hard = job security  Chain of command  Top down management  Desire long term careers in same organization  Mentoring not needed  Attire is formal  Work environment is in the office

9. Traditionalists  What do they want?  Recognition/respect for experience  Job security and stability  Company with ethics and good reputation  Defined rules/policies/procedures  Training aligned with company goals  “Put in 30 years, retire, live on pension”

10. Traditionalists  Challenges in the workplace:  Avoidance to change  Don’t like the unknown  Avoid conflict  Rules driven  Hierarchy approach  Value rank/tenure

11. Traditionalists  How do you communicate to them:  Address formally (Mr., Mrs., Ms.)  Good grammar and manners  Inclusive language (we, us)  More personal interaction  Don’t waste their time  Logical manner

12. Traditionalists  How do you work with them?  Follow the rules  Work isn’t always fun  Frustrated by perceived lack of respect  Individual contributor  Satisfied by a job well done  Private, subtle recognition  No “fanfare”  Invest in them long term  Ask for input, previous experiences

13. Traditionalists  How do they contribute:  Bring value through experience  Disciplined  Loyal  Thorough  Dependable  Consistent  Hardworking

14. Baby Boomers  Who are they?  Influenced by: Civil Rights Movement, Cold War, Vietnam, Sexual Revolution, Space Travel  Education is a birth right  Live the “American Dream”  Nuclear families are the norm  “Live to work”  Work defines self worth and how they evaluate others

15. Baby Boomers  This is technology to a Baby Boomer:

16. Baby Boomers  Characteristics:  Big picture  Fresh perspective  Do not respect titles  Optimistic  Avoid conflict  Equal rights  Spend now, worry later  Competitive  Consumerism  Multi-task  Anti-government/establishment

17. Baby Boomers  Work Ethic:  Driven  “Workaholic”  Quality  Work ethic = worth  Imbalance between work/life balance  “Live to work”  Experience = authority

18. Baby Boomers  Views on the workplace:  Acquire technology  Authority = experience  Visibility is key  Skills are important, but “face time” is better  Fear taking time off as to not loose their place  Flat management style  Equal opportunity  Desire a career  Don’t handle negative feedback well  Attire is business casual  Work environment is long hours in the office

19. Baby Boomers  What do they want?  Recognition/respect for experience  Make a contribution  Work in teams  Clear, defined expectations  Training path to promotion and more compensation  Retire, take a part-time job

20. Baby Boomers  Challenges in the workplace:  Expect everyone to be a “workaholic”  Dislike conflict  Judgmental if they disagree  Peer loyalty  Don’t like change  Challenge authority of Traditionalists

21. Baby Boomers  How do you communicate to them:  Prefer in person communication  Body language  Include them in dialogue  Want answers to their questions  Friendly rapport  Address by first name  Tie directives to company mission/vision/values/goals

22. Baby Boomers  How do you work with them?  Their ideas matter  Want to be valued  Career defines them  Need to understand the “big picture”  Like attention and recognition  Like meetings  Rewarded through compensation  Like titles  Enjoy public recognition  Hang awards, certificates on the wall

23. Baby Boomers  How do they contribute:  Visualize the big picture  Mission oriented  Political savvy  Work hard  Go the extra mile  Challenge status quo  Team Players

24. Generation X  Who are they?  Influenced by: Dual income families, Reagan Revolution, Energy Crisis, Watergate  Education is a way to get there  “Work to live”  Day care generation  Work/life balance regarding their families

25. Generation X  This is technology to Generation X:

26. Generation X  Characteristics:  Positive attitude  Impatient  Think globally  Informal  Question authority  Goal oriented  Pragmatic  Skeptical  Conservative with money  Ethical  Flexible

27. Generation X  Work Ethic:  Seek balance between work and life  “Work smarter, not harder”  Desire structure and direction  Task and results oriented  Get paid to do the job  “Work to live”

28. Generation X  Views on the workplace:  Assimilated technology  Authority = experience  End result more important than the journey  Skills will lead to the next job  Take time off regardless of consequences  Prefer positive, fun work environments  Work at a fast pace  Focus on productivity  Work is “just a job”  Attire is business casual  Work environment is in the office and/or at home  Flex schedules

29. Generation X  What do they want?  Technology  Forward thinking  Flexibility in schedules  Evaluations on performance, not seniority/tenure  Training is an investment in their future  Retire and relax, or start an entirely new career  Avenues to more education, training  Recognize that they “have a life”  Provide opportunities to try new things

30. Generation X  Challenges in the workplace:  Skeptical  Dislike authority  Impatient  Rejects rules  Mistrust institutions/organizations  Don’t like rigid work assignments  No long term outlook

31. Generation X  How do you communicate to them:  Blunt/direct  Email is the preferred method  Share information immediately and often  Don’t micro-manage  Tie the message to results  Present facts

32. Generation X  How do you work with them?  Give independence  More informal work environment  Allow pursuit of other interests  Want to have fun at work  Ensure latest technology to get the job done

33. Generation X  How do they contribute:  Adapt to change  Eager to learn  Educated  Good communicators  Multi-taskers  Flexible  Determined

34. Millennials  Who are they?  Influenced by: 9/11, Digital Media, School Shootings, Global Economy  Education is an incredible, but worthy expense  Work fills the time between the weekends  Coddled generation  Came from divorced families  Technology advanced generation  Want to right the wrongs of the world

35. Millennials  This is technology to a Millennial:

36. Millennials  Characteristics:  Diverse  Civic Duty  Sociable  Self-confident  Educated  Optimistic  Want it now  Street smarts  High morals  Competitive  Tech savvy

37. Millennials:  Work Ethic:  Multi-task  “Work smarter, not harder”  Entrepreneurial spirit  Tenacity  Value life balance vs. promotions  “Work to live”  Experience = contribution  Change for the better

38. Millennials  Views on the workplace:  Integral technology  Authority = relaxed  Skills will lead to the next job  Take time off regardless of consequences  Prefer positive, fun work environments  Enjoy collaborative environments  Focus on creativity  Work is what is between the weekends  A means to an end  Attire is business relaxed  Work environment is anywhere  Flex schedules/telecommuting

39. Millennials  What do they want?  Want to be challenged  Strong, ethical leaders  Non-hierarchical organizations  Flexible schedules  Want to make a difference  Motivated by learning  Recognize they “have a life”  Meaningful work  Mentor relationships  Continuous feedback-invest in them  Avenues of continued education

40. Millennials  Challenges in the workplace:  Don’t like menial work  Need supervision  Need structure  Impatient  Lack of experience  Respond poorly to rank  High expectations  Don’t respond well to “because I said so” or “because it’s always been done this way”

41. Millennials  How do you communicate with them:  Respectful, motivational  Face-to-face for important information  Language = visual pictures  Use humor-show you are human  Email, text, instant message  Don’t talk down to them  Use action verbs

42. Millennials  How do you work with them?  Team oriented work environments  Treat with respect  Provide engaging experiences  Provide rational for work requested  Reward extra effort/excellence  Personalize work  Learn about their goals, personal and professional  Mentor

43. Millennials  How do they contribute:  Collaborate  Educated  Optimistic  Tenacious  Goal oriented  Multi-task  Positive attitude

44. How do we “bridge the gap”?  Understanding  Acceptance  Leverage  Adapt

45. Understanding  Through education, training and experience develop a better understanding of values and traits  Don’t make assumptions  Don’t stereotype  Understand that upbringing, life events, education and the like can have an impact

46. Acceptance  Accept others for who they are  Embrace differences and utilize to add value to organization  Help each other overcome shortcomings  Keep lines of communication open

47. Leverage  Leverage strengths to supplement each other  Utilize traits from different generations to solve problems  Recognize differences and partner people together who can assist one another

48. Adapt  They aren’t leaving: each generation has a reason to still work  Each generation has advantages in the workforce  By combining resources, organizations will get even better results  Organizations would fail if only one generation was present in the workforce

49. Millennials: Fun Facts  By the end of 2014 36% of the workforce will be Millennials (Miller, 2012).  By 2020, it will be 46% (that’s almost half!)(Miller, 2012)  Millennials will be loyal to an organization if they feel they are treated fairly. Otherwise, they have no problem looking elsewhere.  Training, education and skills advancement are very important to Millennials.  Millennials value feedback and mentor relationships.  They strive for work/life balance and an organization that values what they value both personally and professionally.

50. Conclusion  Traditionalist  Loyal  Baby Boomer  Somewhat loyal  Generation X  Will go elsewhere  Millennial  Not loyal at all

51. Conclusion  Traditionalist  Formal work environment  Baby Boomer  Somewhat formal work environment  Generation X  Casual work environment  Millennial  Relaxed work environment

52. Conclusion  Traditionalist  Prefer direct communication  Baby Boomer  Prefer inclusive communication  Generation X  Share information immediately and often  Millennial  Respectful communication, don’t talk down to them

53. Conclusion  Traditionalist  “Pay your dues”  Baby Boomer  “Workaholics”  Generation X  “Work smarter, not harder”  Millennial  “Work to live”

54. Questions? Miller, Matt (2012). Why you should be hiring millennials. Forbes.com United Nations Joint Staff Pension Fund (2013). Overcoming generational gaps in the workplace.