Bridging the Gap: Generations Working Together

1. Bridging the Gap Generations Working Together

2. Have you ever heard? “Gen Xers don’t want to work the way we work. They won’t commit the time and put in the hours.” Quote courtesy of Craig Weidel, www.craigweidel.com

3. Or this. . . “These older generations don’t work as smart as the rest of us. They don’t want to learn the new technology.” Quote courtesy of Craig Weidel, www.craigweidel.com

4. For the first time EVER. . . four generations are working and volunteering together, simultaneously

5. 4 Generations in the Workplace • 1925-1945: Silent Generation • 1946 -1962: Baby Boomers • 1963-1980: Gen X • 1981 -2002: Millenials

6. Dramatic Change • 2005 scales tipped more Gen X & Y in the workplace • Since 2011 roughly 10-million more Y’s join outnumbering X’s • Baby Boomers – 330 turn 60 every hour • More than a million 75+ are still working Slide courtesy of Craig Weidel, www.craigweidel.com

7. Each Generation. . . Expectations Defining Moments World Views Modes of Communicating Values

9. What do these changes mean? • One-on-one coaching and mentoring • More astute at hiring best person • Differences need to be bridged Slide courtesy of Craig Weidel, www.craigweidel.com

10. What We’ll Cover Unique Qualities of Each Generation Ways to Work Effectively with Each Generation Big Actions to Consider when Working Together Questions to Ask Yourself

11. Word to the wise. . . We’re generalizing.

12. Watch out for Cuspers!

13. 4 Generations Silent Generation Gen X Baby Boomers Millennials

14. Famous Silents Slide courtesy of Craig Weidel, www.craigweidel.com

15. Silent Generation • Born 1925 to 1945 • Approx. 30 million Americans • Experienced World War II as children • Came of age in Cold War • Conformity • 40% of men served in military

16. Major Technology Change

17. Values Loyalty Caution about Technology Patience Respect for Rules and Authority Hierarchy Self-Sacrifice

18. When working with. . . • Tradition • Loyalty to a key issue in their lives • Value of joint work ethic • No “coasting” allowed • Offer learning experiences • Create knowledge transfer programs

19. Famous Boomers Slide courtesy of Craig Weidel, www.craigweidel.com

20. Baby Boomers • Born 1946 to 1962 • Approx. 80 million Americans • Largest generation in US history • Grew up with huge social change • Openly rebelled against government • Experienced the Cold War

22. Values Sense of Entitlement Career-Focused Technology that Makes Life Easier Optimism Self Improvement and Growth Cynicism about Institutions

23. When working with. . . • Value to the team • Need for them • Ability to improve your services • Young and “cool” workplace • Public recognition • Help “change the world”

24. Famous Xers Slide courtesy of Craig Weidel, www.craigweidel.com

25. Gen X • Born 1963 to 1980 • Approx. 45 million Americans • Worked in the Boomers’ shadow • Interested in stability

27. Values Latest Technology Work-Life Balance Independence Self-Reliance Informality and Fun Stability

28. When working with. . . • Provide flexible work arrangements • Give career development opportunities • Access to decision makers • Compensation commensurate with contribution

29. Famous Millenials Slide courtesy of Craig Weidel, www.craigweidel.com

30. Millennials • Born 1981 to 2002 • Approx. 75 million Americans • Children of boomers • Born in high-tech society • Life-long learners • Collaboration

32. Values Work-Life Balance Achievement-Focused Social Commitment Quick Impact Comfort with Technology Networking

33. When working with. . . • Remember work-life balance • Don’t parent or micro-manage • Give immediate feedback • Give voice in decision-making and planning

34. Commonalities 85% Want to feel valued Want to be recognized and appreciated 74%

35. Commonalities Want a supportive environment 73% 72% Want a capable workforce

36. Commonalities 68% Want to be part of a team

37. So, what’s the big deal?

38. Respect.

39. Work/Volunteer-Life Balance • Boomers: • “Live to Work!” • Work is a location • Gen X/ Gen Y: • “Work to Live!” • Work is an activity

40. Big Actions • Include generational issues in planning • Mentor & discuss among generations • Target market by generation • Age down • Meet techspectations

41. Mentor and Discuss • Formal and informal mentoring and discussions • Break down barriers between generations • Younger generations can mentor on technology • More experienced can mentor on managment

42. Target Market By Generation • Rethink your marketing by generation • Consider: • Medium of Communication • Emphasis in Messaging • Values

43. Age Down • Compute the mean age of: • Board • Management • Volunteers • Donors • Actively seek to reduce age • Balance effort: • Don’t want to discriminate • Value contributions of all

44. Meet Techspectations • Gen@ and Gen X have high expectations • Even Boomers have high expectations

45. Closing Thoughts “The solution to generational differences has to do more with respecting people as people and unique individuals than any prescribed formula.” ~Paula Gregorowics, The Paula G Company

46. Questions for SNA In recruiting for and recognizing volunteers, do we imply that older or younger people are the most involved or are the best?

47. Questions for SNA Do we confuse changesin volunteering with the demiseof volunteering?

48. Serving the Next Generation • Generation Z, iGeneration, Gen Tech, Gen Wii, Net Gen, Gen Next, Post Gen • Born 2002-Present • Most diverse generation

49. Generation Z Values Highly connected Don’t believe in American Dream “Digital Natives” Diversity

50. Closing Thoughts Find similarities Different isn’t wrong Focus on strengths Meet in the middle