Ages and Stages Generations in the Workplace

1. Ages and StagesGenerations in the Workplace

2. Housekeeping Before we start: Name Plates Cell Phones Materials Rest Rooms Questions Fire Drill

3. Objectives • Discuss workplace impact of generational identities • Differentiate generational characteristics • Review Levinson’s theory of adult development • Develop strategies for working through generational differences

4. Why Talk About Age in the Workplace? • Appreciate generational strengths • Enhance creativity and productivity • Approach problems from a variety of vantage points • Draw from greater breadth of experience • Recruit, develop, and retain top talent of all ages • Comply with federal law

5. Federal Law Fair and legal employment practices • Age Discrimination in Employment Act – 1967 • Amended by • Older Workers Benefit Act – 1990 • Civil Rights Act – 1991 • All prohibit employment discrimination against persons 40 years of age and older hiring, benefits, layoffs, etc.

6. Workplace is Changing, Too . . . Styles of Leadership From: Command and Control To: Teamwork (varied by function and project) Decision Making From: Hierarchical Structure To: Horizontal Structure Management and Reporting From: Seniority Based To: Competency Based

7. Why Age Matters Activity: What does this mean to you? Is age important at UF? Age is an internal dimension of personal diversity— impacting both personality and perception by others.

8. Part 1Identifying Generations in the Workplace

9. Four Generations *Dates vary • How many of these generations do you know? Name them! • What defines a generation?

10. Value Imprints • Impact generational characteristics • Reflect the political, social, and economic climate of a generation’s youth • Are shared things remembered when coming of age • Become reflected in adult values, attitudes, ambitions, and world views What about you?

11. Four Generations *Dates vary Traditionalists (Veterans, Matures) Born 1925 to 1942*

12. Four Generations *Dates vary Baby Boomers Born 1943 to 1960*

13. Four Generations *Dates vary Generation X Born 1961 - 1981 *

14. Four Generations *Dates vary Generation Y Born 1982 – 2002 *

15. Recap: Four Generations • Traditionalists (Veterans, Matures) • Born 1925 to 1942* • Baby Boomers • Born 1943 to1960* • Generation X • Born 1961 to1981* • Generation Y (Millennials) • Born 1982 to 2002* “Just babies” “Young people” “Gray hairs” “Old timers” *Dates vary

16. Four Generations Group Activity Who are we? Generation Y Boomers Generation X Traditionalists

17. Activity Reflection • Which generations do you understand better? less? • What was confirmed? • What was a surprise? • What conversations evolved from the decision-making? Boomers Generation Y Generation X Traditionalists

18. Rewrite Assumptions… Traditionalists Dinosaur Experienced Boomers Workaholic Achievers Generation X Unengaged Self-Reliant Generation Y Lazy Efficient

19. Part 2Levinson’s Theory of Adult Development

20. Levinson’s Theory: Seasons of Life • Three adult eras (seasons) • Early (17-40), Middle (40-60), and Late (60+) Adulthood • Begins with the “dream” • Each era • Stable periods of 6 to 10 years • Form the basis of individual life structure, including relationships and activities • Transitional periods of 4 to 5 years • Times of minor and major changes or even a crisis

21. Levinson’s Theory: Seasons of Life • The “dream” • Pervasive theme of development • A vision of imagined possibilities • Source of energy and vitality • Projection of the ideal life • Constantly revisited and modified • At each age in the seasons • How does reality compare to the imagined life?

22. Adult Development Pattern • All three adult eras – Early(17-40), Middle (40-60), and Late (60+) Adulthood follow the following pattern: Settling Down Transition Settling Down Transition

23. Developmental Tasks Levinson • Early Adult Transition • (17-22) • Parental separation and leaving of adolescence • Preliminary choices for adult life • Entering the Adult World • (22-28) • Initial choices in love, occupation, friendship, values, and lifestyle • Initiation of the dream Young Adulthood Era

24. Developmental Tasks Levinson • Age 30 Transition • (28-33) • Change in the first life structure • Creation of a more satisfactory life structure Young Adulthood Era • Settling Down • (33-40) • Building of second life structure the dream • Establishment in family, career, and society

25. Developmental Tasks Levinson • Midlife Transition • (40-45) • Questioning of life’s meaning and direction • Change in life structure to allow expression of neglected parts Middle Adulthood Era • Entering Middle Adulthood • (45-50) • Choices made for new life structure the dream • Commitment to new tasks

26. Trivia Question: What pop culture term is usually associated with this image? Midlife Crisis

27. Developmental Tasks Levinson • Age 50 Transition • (50-55) • Review of real world vs. the dream • Creation of a more balanced life structure Middle Adulthood Era • Culmination of Middle Adult • (55-60) • Balancing of needs of self and society • Integration of separateness and attachment in life

28. Developmental Tasks Levinson • Age 60 Transition • (60-65) • Refocus away from work • Modification of life structure with more time for personal interests and relationships Late Adulthood Era • Late Adult • (65+) • Concern for the next generations

29. But . . . Remember • As to developmental ages and stages • Think broadly, rather than narrowly • Movement through life isn’t necessarily linear • Steps forward, steps backward, pauses, etc. • Impact of individual variability • Influence of dynamics of change

30. Self-Reflection and Discussion Your developmental stage: Greater sense of transition or stability? Young Adulthood Middle Adulthood What developmental task or change is your current focus at home? at work? Late Adulthood You

31. Part 3 Working Together

32. Misunderstandings • Use of technology • Work ethic • Assumptions about age • Communication style

33. How Do We Resolve . . . “People have to pay their dues!” “Big salaries require long hours to earn.” “Have some regard for precedent and experience.” vs. “I need to make big money ASAP; I have debt.” “I want a life.” “Older employees are inefficient and don’t relate to technology.”

34. Video and Discussion • Generations Vignettes • Out With The Old … In With The New • Saturday Is Just Another Day • Do I Have to Spell It Out • M.E.E.T. • Make time to discuss • Explore differences • Encourage respect • Take responsibility

35. With All Generations • Respect • Communication • Focus on the work (purpose and goals) • Opportunity to contribute and develop – coaching, feedback, mentoring (mentor or mentored)

36. With Traditionalists • Be mindful of the “Chain of Command” • Value their experience • Appreciate their dedication

37. With Baby Boomers • Show respect • Choose face to face communications • Give them your full attention

38. With Generation X • Use e-mail • Give them space and don’t micro-manage • Lighten up – Have fun at work!

39. With Generation Y • Challenge them • Ask their opinion • Mentor them • Make it formal • Use teams • Provide structure • Break goals into steps • Provide timely feedback

40. Working Together • Understand generational differences • Avoid rigid stereotyping • Don’t make assumptions… • Caution against seeing differences as negatives (e.g., not using formal names, leaving ear buds in) • Ask questions, listen, communicate • Find common ground • Take action

41. Ages and StagesGenerations in the Workplace Please sign the Attendance Roster before departure!