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Generational Workshop

Generational Workshop. for EEO & Inclusion/Diversity Symposium Federal Executive Board of Baltimore Presented by Commissioners Eileen B. Hoffman and Denise P. McKenney Federal Mediation & Conciliation Service (FMCS) June 6, 2012 Martins West, Baltimore, MD

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Generational Workshop

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  1. Generational Workshop for EEO & Inclusion/Diversity Symposium Federal Executive Board of Baltimore Presented by Commissioners Eileen B. Hoffman and Denise P. McKenney Federal Mediation & Conciliation Service (FMCS) June 6, 2012 Martins West, Baltimore, MD Visit us on the internet at www.fmcs.gov

  2. “…The children now love luxury. They have bad manners, contempt for authority, they show disrespect for adults and love to talk rather than work or exercise. They no longer rise when adults enter the room. They contradict their parents, chatter in front of company, gobble down their food at the table and intimidate their teachers…”

  3. “…The children now love luxury. They have bad manners, contempt for authority, they show disrespect for adults and love to talk rather than work or exercise. They no longer rise when adults enter the room. They contradict their parents, chatter in front of company, gobble down their food at the table and intimidate their teachers…” - Socrates (470-399 B.C.)

  4. “Young employees are demanding that they be given productive tasks to do from the first day of work, and that the people they work for notice and react to their performance.”

  5. “Young employees are demanding that they be given productive tasks to do from the first day of work, and that the people they work for notice and react to their performance.” -Fortune Magazine, April 1969

  6. Why Learn About the Generations? To understand the changing demographics To better understand the impact of having all generations working together in the workplace To increase personal competency in understanding and communicating with all the generations To increase organizational effectiveness and meet changing needs with your clients, patients and customers, children and parents, and the general society.

  7. Changing Demographics of the Tomorrow’s Workforce Pool • Based on current data and predictions, tomorrow’s workforce pool will be • Younger • More Female • More Diverse • More Educated • Takeaway: What will change? What will stay the same in hospitals and other environments?

  8. Boomers working longer Delayed entry into the permanent workforce for many Millennials Young workers living at home; givesthem more options to stay or go. Delayed educational goals for Millennials and GenXrs – they are looking to renew those goals The Impact of the Global Economic Crisis

  9. Current Challenges • Due to downsizing and layoffs, many organizations have a workforce comprised of mainly Baby Boomers (seniority and age factors in layoffs) • New hires and younger employees also have high turnover rates (retention issues) • Without a mixed workforce, skills and knowledge transfer opportunities are limited. • If Boomers retire en masse, their longevity and experience will leave a skills and knowledge void.

  10. Federal Mediation & Conciliation Service • About FMCS • Mission and Purpose • Structure and Services

  11. The Generational Mix in the WorkplacePart I—Is this a Problem? • Four (perhaps even Five) Different Generations co-exist in the workplace • Is this a new development?Or have we always had differences between younger and older workers?

  12. For the first time in history, we have four different generations working side-by-side in the workplace.

  13. All the Generations…. 1922-1945 - Silent Generation or Traditionalists 1984- 2002 - Gen Y or the Millennials 1946-1964 - Baby Boomers 1965-1983 - Gen X 2003- Current –day “Alphas” or Gen Z or the Digital Generation

  14. Caveat… • The generational characteristics that will be discussed in the presentation are not meant to create or confirm stereotypes. • Every individual is unique in their experiences. Generational influences are only one part of the tapestry of culture. There are some very strong associations that many in a generational cohort will share however…

  15. The Generations • What about “Cuspers?” (More a ‘feel’ than an age) • Born on the cusp (5 yrs.) between two generations . • Identify strongly with one or the other generation. • May find they share characteristics with both.

  16. One Labor Force* – Five Generations *Labor Force as defined by the Department of Labor begins at age 16

  17. First Activity: How would you answer this? • What are some of the formative events and conditions that shaped who you are today? (Events when you were 10-15 years old). • Pick one symbol from your formative years. It could be a TV program, song, image, slogan, toy, symbol, etc.? Who were your heroes? • What do you like least about the other generations?/what do you like most? Questions based on Reader’s Guide in Lancaster & Stillman, When Generations Collide, p. 353.

  18. A word about “Influences” • The part of our brain that controls perception and behavior is guided by our stored memories. • These are “stored memories”

  19. Age Effect v. Cohort Effect “Age Effect”--behaviors and attitudes associated with being a particular age Patience, Unrealistic expectations “Cohort Effect”--- behaviors and attitudes associated with being born at a particular time and, therefore, being part of a particular age cohort People who grew up during the great depression tend to remain concerned about money their entire lives 19

  20. The Traditionalists

  21. Traditionalists: 1922 - 1945 The Greatest Generation …

  22. Influences: The Great Depression Pearl Harbor World War II Hiroshima … The Holocaust The New Deal The GI Bill Korean War The Cold War (Supposed) Traits and Values: Patriotic Duty/Sacrifice Loyal/Disciplined Faith in Institutions Thriftiness Loyal Conformist “Paying Your Dues” Traditionalists

  23. Baby Boomers

  24. Baby Boomers: 1946 - 1964 The Baby boomer generation…

  25. Influences: Assassinations Vietnam Watergate Civil Rights Movement Woodstock Women’s Issues Space Race Earth Day (Supposed) Traits and Values: Competitive Questioning authority Working Long hours Crusading causes Energy and enthusiasm Individuality Optimistic Achievement-oriented Consumption Self-importance Baby Boomers

  26. Generation X

  27. Generation X: 1965 - 1981 Generation X…

  28. Generation X • Influences: • MTV • High Divorce Rate • Single Parent Home • AIDS • Hostages • Latch Key Kids • Wall Street Frenzy • Fall of Communism/Berlin Wall (Supposed) Traits and Values: • Resourceful • Highly Adaptive • Distrustful of Institutions • Self-Reliant • Personal Focus • Skeptical • Independent • Cynical

  29. The Millennials

  30. Millennials: 1982 - 2002

  31. Millennials • (Supposed) Traits and Values: • Working with wide variety of people (teams) • Narcissistic • Sense of immediacy • Cyber-literate • Technology savvy • Environmentally- Conscious • Realistic • Multi-Tasking • Open-minded Influences: • Internet Boom • Oklahoma City Bombing • Desert Storm and Fox • Columbine • Video Games • Credit Card Debt and Educational Loans • September 11th, • Facebook and You tube • OJ Simpson Trial • Clinton/Lewinsky • Home schooling

  32. Millennials (1982 – 2002) The “Echo Boomers” Parents (aka “Helicopter Parents”) controlled and organized major life challenge points leaving Millennials with lower levels of problem-solving skills and resilience. As children, they were given the greatest level of family input of any generation to date. Because of these factors they expect guidance, feedback, and input in the workplace. They also hate to be bored and expect to succeed. 34

  33. These kids today think they know everything! That’s because we told them they did.

  34. Who’s Next?

  35. Generation “I” / “Alpha”

  36. Family Dynamics High levels of praise, coddling, and equality persist. Extended families in single homes. Economic and work views (a story still being written) Most have only known economic stressful times A world of contradictions. They see what’s possible … but obstacles abound College education assumed…yet unaffordable for many. Team dynamics taught at an early age Motivated by incentives. (the more I work the more I make) Alpha Generation

  37. Generational Mix in the WorkplacePart 2 – How Do We Deal with “Clash Points” and Different Values? Interests?

  38. Delayed adolescence……. What does “grown up” mean? Many measure it in milestones: finishing school, leaving home, getting married, having a child, reaching financial independence. Those who had reached these goals by age 30: 77% 1960 2000 65% 46% 31% Men Women Source: American Sociological Association, USA Today, Sept 30, 2004

  39. 2008 US Workforce Demographics [Civilian, Non-Institutional Population] US Workforce Demographics 6% 18% 9 mi 26 million 55 million 55 million 38% 38% Source: Bureau of Labor Statistics

  40. Employed in the Labor Force 2010 6.3M 32.5M 37.8M 45.5M SOURCE: Bureau of Labor Statistics (www.bls.gov) C) 2010 US Workforce Demographics [Civilian, Non-Institutional Population]

  41. Generational Unemployment, 2010 3% 20% 38% 38.7% SOURCE: Bureau of Labor Statistics (www.bls.gov) C) 2010 US Workforce Demographics [Civilian, Non-Institutional Population]

  42. Balancing Generational Interests Traditionalists Training Hours Dress Code Shared Values Hiring Tenure Technology Boomers Gen Xers Workplace Hierarchies Social Identity Communication Feedback Millennials Defining “Work Ethic” Rewards/Promotions Work-Life Balance

  43. Exercise #2-Dealing with Workplace Issues Work on the 2 generational problems and see how you would resolve them Think about what you think of when you say the word…”work”

  44. CLASH POINTS? Organizational Hierarchy and the role of seniority and qualifications: Traditionalists/Boomers: Seniority first; seniority’s role in pay) Gen X / Millennials: My job and pay should be based on my skills and performance (although not opposed to seniority for other pecking orders or recognition for tenure.)

  45. Areas of Generational Conflict Organizational Hierarchy and role of seniority Managing Change Feedback, Input, and Involvement Communication modes—”short bursts” vs. long meetings Portability of benefits The Use of Technology

  46. Flexible work schedules & time off Varied and challenging work assignments “Short burst” communication vs. long meetings Educational and personal growth opportunities Training Mentoring Tuition Assistance VALUES

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