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Explore the importance of having an intergenerational workforce and how the different generations in the workplace contribute to harmony and success. Discover the motivations and pre-conceptions of Baby Boomers, Generation X, and Millennials, and learn strategies for effectively working with each generation.
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Why it Matters Baby Boomers Generation X Intergenerational Workforce Millennials Harmony & Success
Why it Matters People are living longer Workers are staying in the workforce longer Workers are reentering the workforce after reaching retirement eligibility
Why it Matters Millennials are now the largest generation in workforce Different generations want different things No longer enough to talk about being good – you need to be good.
Activity How well do you know yourselves?
Activity Work Motivators 1 Allowed to be creative 2 Rewarding experiences at work 3 Growth opportunities 4 Doing something you care about 5 Let you choose your own rewards 6 Opportunities to grow on the job 7 Freedom to use your judgement 8 Having a mentor 9 Position and power 10 Being a mentor 11 Attending conferences 12 Challenging work 13 Democratic decision making 14 Fair policies & procedures
Activity Pre-conceptions about: Baby Boomers Set in their ways Workaholics Out of touch Stingy/cheap Old-fashioned Digital amateurs Typical work motivators are. . . Position and power Being a mentor Attending conferences Challenging work Democratic decision making Fair policies/procedures
Activity Pre-conceptions about: Generation X Slackers Skeptical Rebellious Tech savvy Selfish Over-educated Only care about money Typical work motivators are. . . Opportunities to grow on the job Freedom to use your judgement Having a mentor
Activity Pre-conceptions about: Millennials Not loyal Entitled Lack ambition Need constant praise Goal-oriented Social media experts Always job-hopping Typical work motivators are. . . Allowed to be creative Rewarding experiences at work Growth opportunities Doing something you care about Let you choose your own rewards
Why it Matters U.S. Workforce Composition by Generation
Why it Matters Velocity of Change in the Workplace
Why it Matters Velocity of Change in the Workplace Then In the past clients would get a product when it was completed. Model generations were expected to last 1 calendar year.
Why it Matters Velocity of Change in the Workplace NowProduct life cycles is measured by an “Internet Year” or approximately 90 days. The exponential increase of this change is driven by new customer expectations.
Baby Boomers Changing Trends
Baby Boomers Influences
Baby Boomers Attitudes • Optimistic • Strong belief in individual rights, equal rights • Strong work ethic • Value education • Loyal to career and employer • Value experience • Appreciate the value of a job • Consensus leadership • Challenge authority • Competitive
Baby Boomers Strengths • Confident • Ability to handle a crisis • Ambitious • Ethical • Hard-working • Collaborative • Teamwork • Experienced • Educated
Baby Boomers Weaknesses • Too opinionated • Reluctant to change • Adapts to new technology slowly • Judgmental if disagree • Workaholics • Expect everyone to be workaholics • “This is the way we’ve always done it”
Baby Boomers What they Want • Individual choice • Recognition • Security • Good Health • Commitment – Career and Personal
Baby Boomers What Skills they Need to Learn • Recognize their limitations (e.g. technology) • Be appreciative of others skills
Baby Boomers How to Work with Us • Identify problems while they are small • Provide recommendations as how best to proceed • If you do not know something, don’t be afraid to ask • Need to know their contributions are valued • Speak openly – direct style, in person or over the phone
Baby Boomers Gen X • Treat Gen X’ersas equals • Be appreciative of their skills
Baby Boomers Millennials • Recognize that Millennials are eager to learn • Don’t ‘baby’ or parent them • Be gracious
Generation X Changing Trends
Generation X How We See Ourselves
Generation X How We Think Millennials See Themselves
Generation X How We Think Baby Boomers See Themselves
Generation X How We see Millennials
Generation X How We see Baby Boomers
Generation X How We think Millennials See Us
Generation X Smaller generation sandwiched between 2 larger generations
Generation X Key Influences • Energy Crisis • Dual income families and single parents • Y2K • Activism • End of Cold War • Mom works • Increase in divorce rate Divorce Lay-offs AIDS Personal computer MTV & Cable TV The Challenger Missing children on milk cartons 24 hour media
Generation X Family Values Latch-key kids The first “day care” generation More likely to fit work around family time Women widely expected to work outside the home Dual income families Moms have a high level of education, marry later, and have children later Dads work to be involved in the daily lives of their children
Generation X Volunteer Rate
Generation X Attributes Independent Resourceful Entrepreneurial Adaptive to change Skeptical Work/life balance Self-reliance
Generation X Weaknesses Cynical; skeptical Dislike authority Dislike rigid work requirements Impatient, lack people skills No long-term outlook Mistrusts institutions Rejects rules Dark side
Generation X Strengths Reliable Survivors Technology Savvy Works well independently
Generation X What We can Teach Each Other
Generation X What We Want Dynamic leaders Cutting-edge systems/tech Forward-thinking company Flexibility in scheduling Input evaluated on merit, not age/seniority
Generation X Career Advancement Pro-active approach to career development through more degrees and experiences. Training enhances their versatility in the marketplace and investment in their future. Not necessarily loyal to the company who trained them. Balance is important. Will sacrifice balance, but only occasionally. Work to live, not live to work.
Generation X Ethics Balance Work smarter and with greater output, not work longer hours. Self-reliant Want structure & direction Skeptical
Generation X How to Work With Us Allow the Gen X employee to work on multiple projects, of their choosing if possible, and prioritize their time Allow independent work Confirm that you understand and appreciate life outside of work and help your employee balance work and home Provide feedback often Be consistent in administering policies and providing rewards and recognition Show Gen Xers how they can leverage office politics to obtain their goals
Generation X What Skills we need to Learn We are perfect
Generation X Technology
Generation X Gen X-Millennial Communication Issues “Used to be that when I needed something done, I’d ask someone face-to-face.” “I remember the days when people started a conversation, they finished the conversation.” “Once upon a time, people would come talk to me rather than shoot me an instant message.”
Millennials Influences Death of the land line The Internet Helicopter Parents Student Debt Crisis “Trophy Kids” Most Scheduled Childhood in History Social Media