Geezers, Gen- Xers , Grungers , and Geeks:

1. Geezers, Gen-Xers, Grungers, and Geeks: A Look at Workplace Conflict and How We Can All Get Along Presented by: Kelly Svenkesen, Laramie County Community College Joe Donlay, Wichita State University

2. Overview • Throw typical “generational” definitions OUT the window • Ie. Traditionalists, Baby Boomers, Gen X, and Gen Y. • Think about “Generational Personalities” • What is your Generational Personality? How do you perceive others?

3. Standard Generational Definitions • Traditionalists • 1922-1945, about 52 million • Baby Boomers • 1946-1964, about 75-80 million • Generation X • 1965-1980, about 46 million • Generation Y • 1981-present, about 60 million

4. Generational Personalities • Geezers!aka “Traditionalists or Boomers” • Gen X-ers! aka “Generation X” • Grungers! aka “Millenials” • Geeks! A combination of all generations

5. Also known as the World War II Generation, Builders, Matures, Industrialists, Depression Babies, Radio Babies, GI Joe Generation, and Greatest Generation Major events as they grew up Hindenburg tragedy Disney release Snow White Hitler invades Russia Pearl Harbor WWII is fought Jackie Robinson enters MLB Korean War begins Traditionalists/Geezers

6. Traditionalists/Geezers continued • Approximately 12.5 million still working • Came from a strong, nuclear family • Tend to be more conservative • Work is a privilege. Have a strong work ethic, discipline, stability, and experience • Messages from their formative years • Make do or do without. Stay in line. Sacrifice. Be heroic. Consider the common good. • Popular technology in the era that shaped them • Radio

7. Also known as the Boomers, Vietnam Generation, and the Me Generation Major events as they grew up: 1st transistor radio Birth control pills introduced John Glenn orbits the earth President Kennedy assassinated U.S. troops to Vietnam World’s 1st heart transplant U.S. lands on the moon Woodstock Women’s liberation demonstrations Baby Boomers/Geezers

8. Baby Boomers/Geezers continued • Approximately 66 million in the workforce • Parents learn parenting from Dr. Spock • Learned to be good team players and to be optimistic • Tend to have a strong work ethic, good communication skills, and emotional maturity • Messages from their formative years • Be anything you want to be. Change the world. Work well with others. Live up to expectation. Duck and cover. • Popular technology in the era that shaped them • Television

9. How are “Geezers” Perceived • What do others say about “geezers”? • Rigid and resistant to change • Technology challenged • Narrow in their view • Linear Thinkers • Set in their ways • The ones with all the money • Trustworthy • Good leaders • Brave

10. Also known as GenX, Baby Busters, Twenty-somethings, Thirteen Generation (since American Revolution), and Post-Boomers Major events as they grew up: Global energy crisis Tandy & Apple market PCs Three Mile Island accident Margaret Thatcher becomes 1st female British Prime Minister John Lennon killed AIDS identified Chernobyl Challenger explosion Exxon Valdez oil spill Berlin Wall falls Tiananmen Square uprisings Generation X/Gen X-ers

11. Generation X/ Gen X-ers continued • Approximately 50 million in the workforce • Either both parents worked or were divorced • Latchkey generation • Tend to be self-reliant, can thrive amid chaos and change, like to see measurable results. • Messages from their formative years • Don’t count on it. Heroes don’t exist. Get real. Take care of yourself. Always ask “why?” • Popular technology from the era that shaped them • Personal computer

12. How are Gen X-ers Perceived? • They don’t respect experience • They don’t follow procedures • Slackers • Always doing things “their own way” • Won’t wait their turn • Rude and lack social skills • Self-reliant • Technology! • Have fun at work!

13. Also known as the Millennial Generation, Internet Generation, Echo Boomers, Nexters, Nintendo Generation, Sunshine Generation, and Digital Generation Major events as they grew up: Apartheid ends Oklahoma City Bombings Princess Diana dies Columbine High School shootings World Trade Center and Pentagon attacks Enron, WorldCom scandals War on terrorism War in Iraq Tsunami in Asian Ocean Hurricane Katrina Generation Y/Grungers

14. Generation Y/Grungers continued • Approximately 22 million in the workforce and counting • Parents and children were equals • More goal and achievement oriented and have a high level of social concern • Messages from their formative years • You are so special. Leave no one behind. Connect 24/7. Achieve now! Serve your community. • Popular technology from the era that shaped them • Internet

15. How are Grungers Perceived? • Flip-flop wearing, I-pod toting, multi-tasking generation that is optimistic and ready to change the world and your workplace! • They crave a role model • Better be challenged….or they’ll find someone else who will do it • Smart little critters • Self-absorbed generation of spoiled brats • Diverse and inclusive • Sociable • Confident

16. Geeks!! • Generation combination made up mostly of grungers and gen xers, but slowly more and more geezers are sneaking in! • Keep the technology up to date and motivating. Learn from the geeks! • Geeks like their music at work, instant messaging, BlackBerrys and fast technology.

17. How are Geeks perceived? • analytical • literal • very direct/abrupt • truthful – enjoy academic purity • aggressive

18. Assets Experience, knowledge, dedication, focus, stability, loyalty, maturity, and perseverance Liabilities Reluctant to buck the system, uncomfortable with conflict, reticent when they disagree Motivation Connection between actions and overall good of the organization Rewards Tangible symbols of loyalty, commitment, and service including plaques and certificates Preferred method of communication Memos, letters, and personal notes What drives them crazy Being too touchy-feely, indecisiveness, making unpopular decisions, profanity and slang, and disorganization. Workplace Characteristics Geezers and Traditionalists

19. Workplace Characteristics Geezers and Baby Boomers • Assets • Service orientation, dedication, team perspective, experience, and knowledge • Liabilities • Not necessarily “budget minded”, uncomfortable with conflict, reluctant to go against peers, put process ahead of result • Motivation • Being involved and shown how they can make a difference • Rewards • Personal appreciation, promotion, recognition • Preferred method of communication • Phone calls, personal interaction • What drives them crazy • Not being open to input, bureaucracy, my-way-or-the-highway messages, people who are brusque, lack of interest, one-upmanship

20. Workplace Characteristics Gen X-ers • Assets • Adaptability, techo-literacy, independence, creativity, willingness to buck the system • Liabilities • Skeptical, distrustful of authority • Motivation • Being allowed to get the job done on their own schedule • Rewards • Free time, upgraded resources, opportunities for development, bottom-line results, certifications • Preferred method of communication • Voice mail, e-mail • What drives them crazy • Being micro-managed, people who don’t walk the talk, spending too much time on process and too little on results, being flashy, bureaucracy, being schmoozed

21. Workplace Characteristics Grungers and Generation Y • Assets • Collective Action, optimism, ability to multi-task, and technological savvy • Liabilities • Need for supervision and structure, inexperience – especially with handling difficult people issues • Motivation • Connection of actions to personal and career goals • Rewards • Awards, certificates, tangible evidence of credibility • Preferred method of communication • Instant messages, blogs, text messages, e-mails • What drives them crazy • Being cynical and sarcastic, being treated as too you to be valuable, people who are threatened by their technical savvyness, people that are condescending, being inconsistent and disorganized

22. Workplace CharacteristicsGeeks • Assets • Intelligence • Expect efficiency • Prefer technology • Unafraid of a challenge • Liabilities • Intelligence and technical acuity at the expense of good/tactful communication • Abruptness in response to situations • Can be challenging to supervise • Motivation • Technology • Flexibility • Doing away with convention • Rewards • Flex time, dynamic work environments, networking opportunities, career growth • Preferred method of communication • Social media (Twitter, Facebook, etc.) • What drives them crazy> • Micro-management. Conventional ways of doing business. Waxing philosophy in lieu of analysis-driven results. Constricting or confining work environments that curtail productivity and creativity.

23. Communicating Geezers and Traditionalists • Communicate clearly – face to face. • More formal. More professional. • “Pull” for input from this group. • Be detail-oriented. • Their “M.O.” is often “We’ve always done it this way”… So offer this up as a challenge and they will accept it. • Show respect for their wisdom and experiences.

24. Communicating Geezers and Baby Boomers • Conversation should be more relational. • Make it participatory. • Show optimism. • Welcome their perspective. • Foster collaboration and give recognition.

25. Communicating Gen X-ers • Don’t waste their time. • Be direct and straightforward. • Avoid corporate-speak. • Send an e-mail or voicemail that state clearly what you want, and how it will serve them and when you want something completed by.

26. Communicating Grungers and Generation Y • Be positive. • Send a text message or meet face-to-face. • Tie the message to their personal goals or to the goals of the whole team. • Don’t be condescending. • Avoid cynicism and sarcasm.

27. CommunicatingGeeks • Communicate with technology – social media or texting – email *can* be passé. • Be direct. • Communicate at their level. • Use caution – don’t “talk down”. • Use your credibility – Geeks relate best to other Geeks!

28. Similarities • Work is seen as a vehicle of fulfillment and satisfaction, not just a paycheck; yet compensation needs to be in line with the rest of the market. • Workplace culture is important to job satisfaction. The highest indicator of satisfaction is to feel valued on the job. • More than 70% of all employees want a supportive work environment where they are recognized and appreciated. • Career development is a high priority. • Flexibility is important. 7 out of 10 employees would like to set their own work hours, as long as the work gets done.

29. How to work together • Communication • Discuss the generational differences openly • Each group has something to offer • Give them the Why, not just the What • Gen X and Gen Y prefer immediate feedback • Instant Messaging, blogs, Twitter, Facebook, etc. • Respectfulness and Inclusiveness are KEY

30. Other things to consider • Culture • Disability • Gender • Socioeconomic Status • Those on the Generational Edge • Life circumstances (health, home life, etc.)

31. Geezers, Gen X-ers, Grungers, and Geeks TRIVIA TIME!

32. References Murphy, S. (2007). Leading a Multigenerational Workforce, AARP, Washington, DC Fralix, P. (2006). Motivating a Multigenerational Workforce, Nielsen Business Media, http://www.managesmarter.com/msg/content_display/training/e31VgPy93okFVWojSp8tc0g1g%3D%3D?imw=Y Hacker, C. (2008). Managing a Multigenerational Workforce, Lawn & Garden Retailer 6(5). Scranton Gillette Communications Lake Shore Staffing. Managing the Multigenerational Workforce, Retrieved April 13, 2009. http://www.lakeshorestaffing.com/print/employer_resources/251/ Erickson, T. (2009). The Four Biggest Reasons for Generational Conflict in Teams, Harvard Business Review Questions? Kelly Svenkesen ksvenkes@lccc.wy.edu Joe Donlay joe.donlay@wichita.edu