1. Generational Interface Successfully Working Across Generation Lines X420 Discussion #95

2. None of the requirements of today’s workforce are driven by the needs and expectations of any one generation!

3. Workplace 2006 is Here Veterans or Traditionalist s BabyBoomers Gen Xers Millennials Birth Years Pre-19461946-19641965-19811982-2000 PopulationSize 75 million (25% still in Workplace) 80 million 46 million 76 million Influences Great Depression; WWII; GI Bill Economic Prosperity; Vietnam; Watergate; Protest; Human rights; Promiscuity;Drugs; Rock n roll; Dual incomes MTV; Personal Computers; Divorce; AIDS; Drugs; Loss of “world” safety Technology; The Media; Gangs; Pervasive violence; Greater gulf between haves and have-nots

4. Number 1 Reason for Keeping or Changing Jobs VeteransBoomers Gen Xers Millenials Loyalty to Customers Making a Difference Building a Career Work that has Meaning

5. Veteran Traits Patriotic; Loyal Patriotic; Loyal Conservative Conservative Faith in Institutions Faith in Institutions Value hard work; High work ethic Value hard work; High work ethic Respect military model, authority, law & order Respect military model, authority, law & order Experience Experience

6. Baby Boomer Traits Idealistic & Optimistic Idealistic & Optimistic Tough competition for jobs & promotions; highly competitive Tough competition for jobs & promotions; highly competitive Question authority Question authority Believe hard work and dedication will gain them recognition and rewards Believe hard work and dedication will gain them recognition and rewards Value health, wellness, personal growth, and involvement Value health, wellness, personal growth, and involvement Experienced; Team-workers; Skilled at mentoring Experienced; Team-workers; Skilled at mentoring

7. Generation X Traits Resourceful Resourceful Comfortable with change Comfortable with change Self-reliant & Adaptable Self-reliant & Adaptable Saw Vets & Boomers downsized— know the “paternal corporation” is history; distrust institutions Saw Vets & Boomers downsized— know the “paternal corporation” is history; distrust institutions Info-highway pioneers Info-highway pioneers Generation that got rid of “The Box” Generation that got rid of “The Box”

8. Millennials Traits AKA “The Digital Generation” AKA “The Digital Generation” Cyber literate Cyber literate Integrated Integrated Techno Savvy Techno Savvy Expect 24 hour info Expect 24 hour info Realistic Realistic Environmentally conscious Environmentally conscious Will try anything Will try anything

9. Friction & Conflict The most common intergenerational problems concern managing & motivating It’s hard to motivate, coach and give assignments to someone you don’t understand

10. Negative Stereotypes

11. Veterans Can’t learn technology Can’t learn technology Refuse to give up the reins Refuse to give up the reins Non-engaged Non-engaged

12. Boomers Materialistic Materialistic Work hard not smart Work hard not smart “Sold out” their ideals “Sold out” their ideals Heavily in debt Heavily in debt Not loyal Not loyal

13. Gen Xers Haven’t paid their dues Haven’t paid their dues Too young for management Too young for management Say what they think Say what they think Slackers Slackers Aggressive Aggressive Annoying Annoying Loud Loud

14. Millennials Unaware of lack of skills Unaware of lack of skills Require excessive affirmation Require excessive affirmation MTV generation MTV generation

15. What are Values? Things that define the type of person we are or want to be Things that define the type of person we are or want to be Set of guiding principles Set of guiding principles Framework to help us to decide the “right thing to do” Framework to help us to decide the “right thing to do”

16. Veteran Values Job stability Job stability Long-term careers Long-term careers Great reputation Great reputation Fiscal responsibility Fiscal responsibility Take care of possessions & responsibilities Take care of possessions & responsibilities

17. Boomer Values Who am I? Who am I? Where did my passion go? Where did my passion go? Seek organizations with integrity Seek organizations with integrity Politically correct Politically correct Eager to put their stamp on things Eager to put their stamp on things Good pay Good pay Community involvement Community involvement

18. Gen X Values Be my own boss Be my own boss Team environment contrasted with entrepreneurial spirit Team environment contrasted with entrepreneurial spirit Advancement opportunity Advancement opportunity

19. Millennial Values High value on education High value on education High value on life style balance High value on life style balance Work is NOT the most important thing Work is NOT the most important thing Stepping stone for future opportunities Stepping stone for future opportunities High tech High tech Innovative Innovative Diverse workforce Diverse workforce Be my own boss Be my own boss

20. Recruitment Engagement Management & Retention

21. Veterans Recognize their loyalty and experience Recognize their loyalty and experience Select activities that help them show what they know Select activities that help them show what they know Remember that traditionalists have career paths too Remember that traditionalists have career paths too Focus on evolution not revolution Focus on evolution not revolution

22. Boomers Be aware of their competitive nature Be aware of their competitive nature Acknowledge their contributions Acknowledge their contributions Focus on how they can make an impact Focus on how they can make an impact Offer continued training opportunities—especially life skills & balance Offer continued training opportunities—especially life skills & balance

23. Gen Xers Respect their skepticism Respect their skepticism Establish your credentials Establish your credentials Show you have a sense of humor Show you have a sense of humor Let them know you like them Let them know you like them Talk about how training applies to their careers, not just their jobs Talk about how training applies to their careers, not just their jobs

24. Millennials Don’t assume they are all at the same level of training Don’t assume they are all at the same level of training Expect to do some remedial training Expect to do some remedial training Teach in shorter modules Teach in shorter modules Make it fun! Make it fun! Help them to visualize how the training applies to their jobs Help them to visualize how the training applies to their jobs Understand they learn best by collaborating Understand they learn best by collaborating

25. The Workplace as an Institution

26. Veterans 40% think their companies don’t try hard enough to retain them 40% think their companies don’t try hard enough to retain them 70% think a 1-company career is good 70% think a 1-company career is good 48% think training opportunities play a role in staying with their company 48% think training opportunities play a role in staying with their company 73% plan to return to work in some capacity after they retire 73% plan to return to work in some capacity after they retire

27. Boomers 43% think they lack mentoring opportunities—30% think that contributes to job dissatisfaction 43% think they lack mentoring opportunities—30% think that contributes to job dissatisfaction 75% think time off would be the greatest reward 75% think time off would be the greatest reward 35% think a 1-company career is good 35% think a 1-company career is good Prone to workplace burn-out Prone to workplace burn-out

28. Gen Xers 30% have left a job due to lack of training opportunities 30% have left a job due to lack of training opportunities 80% of men put time with family above challenging work or a higher salary 80% of men put time with family above challenging work or a higher salary Only 17% think a 1-company career is good Only 17% think a 1-company career is good

29. Millennials Globally aware Globally aware Cyber literate Cyber literate Techno-savvy Techno-savvy Personal safety is #1 workplace issue Personal safety is #1 workplace issue Expect diversity in population Expect diversity in population Expect variety in job Expect variety in job

30. Improving Feedback and Communication

31. Veterans Typical Behavior Pattern: Typical Behavior Pattern: “No news is good news”“No news is good news” May not be sending enough info down the ladder, nor receptive to info coming up the ladderMay not be sending enough info down the ladder, nor receptive to info coming up the ladder Action: Action: Need training in feedback skills (50% have NEVER received this type of training)Need training in feedback skills (50% have NEVER received this type of training) Assume they CAN change behaviorsAssume they CAN change behaviors

32. Boomers Typical Behavior Pattern: Typical Behavior Pattern: Once a year, formal, documentedOnce a year, formal, documented Action Action Initiate weekly, informal talks and formally document themInitiate weekly, informal talks and formally document them

33. Gen Xers Typical Behavior Pattern: Typical Behavior Pattern: “So how am I doing?”“So how am I doing?” Give feedback all the time & to the pointGive feedback all the time & to the point Action: Action: Be availableBe available Allow freedom for continuous learning on their career pathsAllow freedom for continuous learning on their career paths Tell it like it is! (Gen Xers have well- tuned BS monitor)Tell it like it is! (Gen Xers have well- tuned BS monitor)

34. Millennials Typical Behavior Pattern: Typical Behavior Pattern: “I want it with the push of a button.”“I want it with the push of a button.” “Let’s all talk about it.”“Let’s all talk about it.” Action: Action: Initiate the connection; consider electronic connections & newsletterInitiate the connection; consider electronic connections & newsletter Make it visualMake it visual Allow them active role in creating their own education and work plansAllow them active role in creating their own education and work plans

35. Performance Rewards

36. Veterans Seek high-performing traditionalists & mix them with high-potential Xers to transfer the learning Seek high-performing traditionalists & mix them with high-potential Xers to transfer the learning Consider alternative scheduling or job sharing Consider alternative scheduling or job sharing Make them feel part of the company culture Make them feel part of the company culture Help them ease into retirement Help them ease into retirement Recognize the satisfaction of a job well done Recognize the satisfaction of a job well done

37. Boomers Money, Title, Recognition Money, Title, Recognition Recognize them as the first “sandwiched” generation caring for children as well as parents Recognize them as the first “sandwiched” generation caring for children as well as parents Provide time off with pay Provide time off with pay Provide life skills and balance training Provide life skills and balance training Provide second-career avenues Provide second-career avenues

38. Gen Xers Xers have shaken up the rewards system Xers have shaken up the rewards system Skeptical about jobs & organizations Skeptical about jobs & organizations Prefer time with family and outside interests Prefer time with family and outside interests Provide opportunities for personal and professional life development Provide opportunities for personal and professional life development

39. Millennials Provide work that has meaning Provide work that has meaning

40. If managers construct a workplace based on a single generation’s expectations of beliefs and conditions, they will alienate at least half of their staff.

41. Old Workplace Sayings Lean and __________ Lean and __________ We don’t have time to train people. We need to hire people who can _____ the _________ We don’t have time to train people. We need to hire people who can _____ the _________ Career development is up to the____ Career development is up to the____ If you don’t like it here, ________ If you don’t like it here, ________

42. Successful Endings to Old Sayings Lean and flexible Lean and flexible We budget to train people. We need to hire people who can learn We budget to train people. We need to hire people who can learn Career development is up to the individual and the organization Career development is up to the individual and the organization If you don’t like it here, why? If you don’t like it here, why?

43. Traditional Workplace Security from the institution Security from the institution Promotions based on longevity Promotions based on longevity Loyalty to the organization Loyalty to the organization Wait to be told what to do Wait to be told what to do Respect based on position/title Respect based on position/title

44. New Generation Workplace Security from within Security from within Promotions based on performance Promotions based on performance Loyalty to themselves Loyalty to themselves Challenge authority Challenge authority You must earn respect—don’t expect one thing from them that you don’t and won’t deliver yourself—be an example You must earn respect—don’t expect one thing from them that you don’t and won’t deliver yourself—be an example

45. The Challenge Respect everyone’s point of view Respect everyone’s point of view Practice tolerance Practice tolerance Capitalize on the different points of view and styles of every person Capitalize on the different points of view and styles of every person Clarify for every person his or her role in relation to the mission or goals Clarify for every person his or her role in relation to the mission or goals Make diversity a strength Make diversity a strength

46. The Challenge continued Be approachable Be approachable Take time to be personal Take time to be personal Encourage employee growth Encourage employee growth Help employees see “The Big Picture” Help employees see “The Big Picture” Build Morale Build Morale

47. Know Your People …and what motivates them.