Reaching Across and Between Generations at Work

1. Reaching Across and Between Generations at Work

2. Agenda – Learning Objectives

3. The New Face of the US Workforce

4. The New Face of the US Workplace

5. What’s Your Generation?

6. US Workforce Distribution in 2015 Traditionalists………………………….…3.7M or 2% Baby Boomers..…………………….......53M or 28% Generation X……………………………52M or 33% Millennials.……………………………...45M or 35% Generation Z…………………………….4M or 2%*

7. Can We Characterize Members of Each Generation? • Defining Influences • Attitudes & Ideas • Personal & Professional Values • Goals (Career & Life) • Workplace Expectations

8. Audience Participation Consider an individual EAP client that you have worked with and what you were able to discern about any generational issues, concerns, or experiences that may have played a role in the counseling or coaching that you provided. Summarize with key take away(s) or practice approach. Consider a work group or an organizational EAP client that you worked with and what you were able to discern about any generational experiences, issues, or concerns that played a role in the consultation or coaching you provided. Summarize with key take away(s) or communication approach.

9. Traditionalists: Born from 1925-1945 • The oldest, smallest and most powerful cohort in workforce Defining Moments: Great Depression, WWII, New Deal Attitudes and Influences: extended families under one roof, clearly defined roles, working from young age, thrifty - save money/pay cash Values: sacrificing for the common good, organizational loyalty, personal discipline, respect for authority, hard work Goals: to build a legacy, pave way for next generation Workplace Expectations: stability, respect for experience and loyalty, need support to learn new systems & technologies

10. Baby Boomers: Born from 1946 - 1964 Defining Moments: Women’s Movement, Civil Rights Movement, Vietnam Attitudes and Influences: Relative prosperity, freedom to change and expression; education a birthright; focus on nuclear family, yet some of the first single-earner households Values: personal growth, ambition, family, security Goals: to leave a mark, provide for their family Workplace expectations: opportunities for personal and professional growth, stability, security

11. Generation X: Born from 1965 - 1980 Defining Moments: personal computers, AIDS, corporate downsizing, end of Cold War Attitudes and Influences: era marked by unrest, skepticism, and anxiety about health, financial, and job safety; two-career households/latchkey generation Values: independence, adaptability, results Goals: to maintain independence in personal and professional life Workplace Expectations: career growth, opportunities for learning and development, autonomy at work, work-life balance

12. Millennials: Born from 1981 - 1995 • Largest cohort currently in the workforce. Defining Moments: Internet boom, political scandals, reality TV, economic meltdowns of late-2000s and early 2010s Attitudes and Influences: self-confidence, self-assurance and sense of entitlement due to enormity of conveniences, youth-positive culture, superior grasp of technology, overstimulation Values: optimism, confidence, civil-mindedness, innovation, diversity, instant gratification Goals: to find work that has personal meaning Workplace expectations: opportunities for creativity, variety of experiences, cultural diversity, service to community

13. Generation Z: Born from 1996 on • The youngest generational cohort, just beginning to join the workforce Defining Moments: 9/11, Iraq Wars, proliferation of technological conveniences, hyper-security and fear of terrorism Attitudes and Influences: This dynamic and growing segment of Digital Natives is just beginning to join the workforce and so these are still forming.  Values: independence, adaptability, results Goals: 50% expect to obtain college degree, to maintain independence in personal and professional life Workplace Expectations: are motivated by value & opportunities a job offers, yet prefer to be happy with what they do rather than earn more income

14. What Might Generations Say About Each Other? • You may be right, but I’m the boss. • Just do your job! • She asked for feedback—what the heck is that? • It’s 5:00, I’m out of here. • I remember when… • The kid wants a promotion after six months on the job? • They have no work ethic, just hang around the coffee room on their phones • They don’t even know what Instagram is…!

15. Workplace Implications

16. Bridging the “Generational Assumption” Gap Goal: To help clients, work groups and organizations acknowledge and act upon the current notion that age, ability and workplace value are not directly linked. As with other diversity efforts, promoting trans- or cross generational understanding is generally received by employees as positive and contributing to a welcoming and valued work environment.

17. Bottom Line:While appreciating the differences and what each generation brings to the table, it’s always important to remember commonalities among individuals and groups. • Everyone wants to succeed • Everyone wants to feel valued • Everyone wants to learn what is relevant • Everyone wants to get clear communications of expectations

18. Thanks for your attention !! Bernie McCann, PhD, CEAP mccannbag@gmail.com www.linkedin.com/in/berniemccannphd