1. ACCEPTING DIFFERENCES FOR ALL & MAKING THEM WORK Presented by: Donna Morris & Cathy Dunlap August 11, 2011 Senior Commissioner’s Representatives, AWSS-SCR Branch-Field Operations

2. 2 Generations Timeline Traditionalists/Matures (1909 – 1945) Baby Boomers (1946 – 1964) Generation X (1965 – 1978) Millennials (1979 - 2000)

3. 3 How Generations Communicate  Based on generational backgrounds  Distinct attitudes  Behaviors  Expectations  Habits  Motivational buttons

4. 4 Learning to Communicate  Eliminates many major confrontations  Misunderstandings in workplace

5. 5 Personal & Lifestyle Characteristics by Generation Traditionalists (1909 – 1945) Baby Boomers (1946 – 1964) Generation X (1965 – 1978) Millennials (1979 – 2000) Veterans (1909 – 1945)

6. 6 Understanding Generational (General Observations…not intended to put people in a box) Characteristics Influencers Traditionalists/Matures (1909 – 1945)  The Great Depression  World War II  The GI Bill / Cold War Baby Boomers (1946 – 1964)  Economic prosperity  Vietnam / Watergate  Protest and Human Rights Movements  Sex / Drugs  Rock ‘n’ Roll  Dual Incomes

7. 7 Understanding Generational Characteristics Influencers Generation X (1965 – 1978)  Sesame Street / MTV  Personal Computers  Loss of “World” Safety  Children of Divorce  AIDS Millennials (1979 – 2000)  Expansion of Technology and the Media  Drugs and Gangs  Widening chasm between Haves & Have-Nots  Unprecedented Immigration Growth

8. 8 Values Traditionalists/Matures (1909 – 1945)  Job stability  Fiscal responsibility  Take care of possessions and responsibilities Understanding Generational Characteristics …continuing Baby Boomers (1946 – 1964)  Who am I?  Seek organizations with integrity  Good pay  Politically correct

9. 9 Values Generation X (1965 – 1978)  Be my own boss  Team environment  Advancement opportunity Millennials (1979 – 2000)  High value on lifestyle balance  High tech  Be my own boss  Stepping stone for future opportunities Understanding Generational Characteristics …continuing

10. 10 Recruitment/Engagement/ Management/Retention Traditionalists/Matures (1909 – 1945)  Recognize their loyalty and experience  Select activities that help them show what they know  Have career paths, focus on evolution, not revolution Understanding Generational Characteristics …continuing

11. 11 Recruitment/Engagement/ Management/Retention Understanding Generational Characteristics …continuing Baby Boomers (1946 – 1964)  Be aware of boomers’ competitive nature  Acknowledge their contributions  Offer continued training opportunities, especially life skills and balance

12. 12 Recruitment/Engagement/ Management/Retention Generation X (1965 – 1978)  Respect their skepticism  Establish credentials  Show sense of humor  Talk about how training applies to their careers, not just their jobs Understanding Generational Characteristics …continuing

13. 13 Recruitment/Engagement/ Management/Retention Millennials (1979 – 2000)  Don’t assume they are all at the same level in training;  Expect to do more remedial training  Teach in shorter modules  Help them visualize how training applies to their jobs  Understand they learn best by collaborating Understanding Generational Characteristics …continuing

14. 14 Improving Feedback and Communication Traditionalists/Matures (1909 – 1945)  No news is good news  Info up and down the ladder  Provide training in feedback skills  Assume they can change behaviors Baby Boomers (1946 – 1964)  Once a year, formal and documented  Initiate weekly informal talks and formally document them Understanding Generational Characteristics …continuing

15. 15 Improving Feedback and Communication Generation X (1965 – 1978)  “So how am I doing?”  Immediate and regular feedback  Allow freedom to keep them learning and focused on career paths  Tell it like it is (Xers have a well tuned BS-ometer) Understanding Generational Characteristics …continuing

16. 16 Understanding Generational Characteristics …continuing Improving Feedback and Communication Millennials (1979 – 2000)  “I want it with the push of a button.”  Initiate the connection  Consider electronic connections  Make it visual  Allow them an active role in creating their own education and work plans

17. 17 Negative Stereotypes Traditionalists/Matures (1909 – 1945)  Can’t learn technology  Refuse to give up the reins  Non-engaged Baby Boomers (1946 – 1964)  Materialistic  Work hard not smart  Sold out their ideals  Heavily in debt Understanding Generational Characteristics …continuing

18. 18 Negative Stereotypes Generation X (1965 – 1978)  Haven’t paid their dues  Too young for management  Say what they think  Slackers / Aggressive  Annoying / Loud Millennials (1979 – 2000)  Unaware of lack of skills  Require excessive affirmation  MTV generation Understanding Generational Characteristics …continuing

19. 19 Workplace Characteristics Traditionalists (1909 – 1945) Baby Boomers (1946 – 1964) Generation X (1965 – 1978) Millennials (1979 – 2000) Veterans (1909 – 1945)

20. 20 Ways to Minimize Generational Differences in Workplace  Focus on similarities rather than differences  Recognize that change does occur  Recognize the value and the perils of the “tried and true”  Develop a curiosity for things unknown to you  Ask questions rather than make statements  Avoid characterizations based on age  Be careful about cultural or historical references

21. 21  Slow population growth between 1966 and 1985; not enough Gen X or Millennials to replace retirees during the next 5 years  Talent is still the name of the game  Every skilled worker of every age will be needed in every successful enterprise  The expressions “you’re too young” or “you’re too old” are moot points and need to be eliminated entirely from all hiring criteria Challenges

22. 22 Challenges …continuing  The mind-set of too old or too young needs to be replaced with:  Can they do the work  Can they learn the skills necessary  Can they add value to the workplace  Do they have the willingness to leverage their talents and expertise

23. 23 Remember  Members of multigenerational teams find that under the strata of age diversity lies a bedrock of unifying needs  Everyone seeks the same: respect, creative challenges, opportunity to add value, increasing responsibility, recognition and flexibility  The only difference is that the Xers and Yers want it at the beginning of their career, not later

24. 24  100% responsible for how they create their lives, take care of themselves and their families, and use their experience to collaborate on getting the best work done every day  The most successful people in the 21 st century will be true “Gen Mixers” Remember …continuing

25. 25 Remember …continuing We are all responsible for our careers, lives and families. Develop a healthy sense of WIIFM as we contribute the best work alongside the best people of all ages every day!

26. 26 Question(s)