Generation Gaps

1. Generation Gaps What are they and how do we all work together? Presented By: Jentry Phelan, MS, PHR

2. Generations Today • For the first time, there are four different generations working together in the workforce. • This assists in creating an environment of collaboration and innovation. • It can also assist in creating an environment that is constrained and misguided. • In an effort to work together more cohesively, we first need to understand each other’s differences and values.

3. The Generations • Traditionalists: AKA-Veterans • Pre 1945 (28 Million) • Baby Boomers: • 1946-1964 (80 Million) • Generation X: • 1965-1980 (110 Million) • Millennials: AKA-Generation Y • Post 1981 (9 Million) *United Nations Joint Staff Pension Fund

4. Traditionalists • Who are they? • Influenced by: World War II, Great Depression, New Deal, Civic Duty • Education is a dream • Experienced times of hardship followed by prosperity • Financially conservative • Not risk tolerant • Cautious

5. Traditionalists • This is technology to a Traditionalist:

6. Traditionalists • Characteristics: • Team players • Indirect communication • Loyal to organization • Dedication and sacrifice • Duty before pleasure • Obedient • Seniority/age/rank associated • Adhere to rules • Patriotic • Savers • Disciplined • Give back

7. Traditionalists • Work Ethic: • “Pay your dues” • Work hard • Company first • “Do more with less” • Respectful of authority • Task oriented • Conservative • Ethical

8. Traditionalists • Views on the workplace: • Adapt to technology • Authority = seniority/tenure • Punch the clock • Skills benefit the company • Work hard = job security • Chain of command • Top down management • Desire long term careers in same organization • Mentoring not needed • Attire is formal • Work environment is in the office

9. Traditionalists • What do they want? • Recognition/respect for experience • Job security and stability • Company with ethics and good reputation • Defined rules/policies/procedures • Training aligned with company goals • “Put in 30 years, retire, live on pension”

10. Traditionalists • Challenges in the workplace: • Avoidance to change • Don’t like the unknown • Avoid conflict • Rules driven • Hierarchy approach • Value rank/tenure

11. Traditionalists • How do you communicate to them: • Address formally (Mr., Mrs., Ms.) • Good grammar and manners • Inclusive language (we, us) • More personal interaction • Don’t waste their time • Logical manner

12. Traditionalists • How do you work with them? • Follow the rules • Work isn’t always fun • Frustrated by perceived lack of respect • Individual contributor • Satisfied by a job well done • Private, subtle recognition • No “fanfare” • Invest in them long term • Ask for input, previous experiences

13. Traditionalists • How do they contribute: • Bring value through experience • Disciplined • Loyal • Thorough • Dependable • Consistent • Hardworking

14. Baby Boomers • Who are they? • Influenced by: Civil Rights Movement, Cold War, Vietnam, Sexual Revolution, Space Travel • Education is a birth right • Live the “American Dream” • Nuclear families are the norm • “Live to work” • Work defines self worth and how they evaluate others

15. Baby Boomers • This is technology to a Baby Boomer:

16. Baby Boomers • Characteristics: • Big picture • Fresh perspective • Do not respect titles • Optimistic • Avoid conflict • Equal rights • Spend now, worry later • Competitive • Consumerism • Multi-task • Anti-government/establishment

17. Baby Boomers • Work Ethic: • Driven • “Workaholic” • Quality • Work ethic = worth • Imbalance between work/life balance • “Live to work” • Experience = authority

18. Baby Boomers • Views on the workplace: • Acquire technology • Authority = experience • Visibility is key • Skills are important, but “face time” is better • Fear taking time off as to not loose their place • Flat management style • Equal opportunity • Desire a career • Don’t handle negative feedback well • Attire is business casual • Work environment is long hours in the office

19. Baby Boomers • What do they want? • Recognition/respect for experience • Make a contribution • Work in teams • Clear, defined expectations • Training path to promotion and more compensation • Retire, take a part-time job

20. Baby Boomers • Challenges in the workplace: • Expect everyone to be a “workaholic” • Dislike conflict • Judgmental if they disagree • Peer loyalty • Don’t like change • Challenge authority of Traditionalists

21. Baby Boomers • How do you communicate to them: • Prefer in person communication • Body language • Include them in dialogue • Want answers to their questions • Friendly rapport • Address by first name • Tie directives to company mission/vision/values/goals

22. Baby Boomers • How do you work with them? • Their ideas matter • Want to be valued • Career defines them • Need to understand the “big picture” • Like attention and recognition • Like meetings • Rewarded through compensation • Like titles • Enjoy public recognition • Hang awards, certificates on the wall

23. Baby Boomers • How do they contribute: • Visualize the big picture • Mission oriented • Political savvy • Work hard • Go the extra mile • Challenge status quo • Team Players

24. Generation X • Who are they? • Influenced by: Dual income families, Reagan Revolution, Energy Crisis, Watergate • Education is a way to get there • “Work to live” • Day care generation • Work/life balance regarding their families

25. Generation X • This is technology to Generation X:

26. Generation X • Characteristics: • Positive attitude • Impatient • Think globally • Informal • Question authority • Goal oriented • Pragmatic • Skeptical • Conservative with money • Ethical • Flexible

27. Generation X • Work Ethic: • Seek balance between work and life • “Work smarter, not harder” • Desire structure and direction • Task and results oriented • Get paid to do the job • “Work to live”

28. Generation X • Views on the workplace: • Assimilated technology • Authority = experience • End result more important than the journey • Skills will lead to the next job • Take time off regardless of consequences • Prefer positive, fun work environments • Work at a fast pace • Focus on productivity • Work is “just a job” • Attire is business casual • Work environment is in the office and/or at home • Flex schedules

29. Generation X • What do they want? • Technology • Forward thinking • Flexibility in schedules • Evaluations on performance, not seniority/tenure • Training is an investment in their future • Retire and relax, or start an entirely new career • Avenues to more education, training • Recognize that they “have a life” • Provide opportunities to try new things

30. Generation X • Challenges in the workplace: • Skeptical • Dislike authority • Impatient • Rejects rules • Mistrust institutions/organizations • Don’t like rigid work assignments • No long term outlook

31. Generation X • How do you communicate to them: • Blunt/direct • Email is the preferred method • Share information immediately and often • Don’t micro-manage • Tie the message to results • Present facts

32. Generation X • How do you work with them? • Give independence • More informal work environment • Allow pursuit of other interests • Want to have fun at work • Ensure latest technology to get the job done

33. Generation X • How do they contribute: • Adapt to change • Eager to learn • Educated • Good communicators • Multi-taskers • Flexible • Determined

34. Millennials • Who are they? • Influenced by: 9/11, Digital Media, School Shootings, Global Economy • Education is an incredible, but worthy expense • Work fills the time between the weekends • Coddled generation • Came from divorced families • Technology advanced generation • Want to right the wrongs of the world

35. Millennials • This is technology to a Millennial:

36. Millennials • Characteristics: • Diverse • Civic Duty • Sociable • Self-confident • Educated • Optimistic • Want it now • Street smarts • High morals • Competitive • Tech savvy

37. Millennials: • Work Ethic: • Multi-task • “Work smarter, not harder” • Entrepreneurial spirit • Tenacity • Value life balance vs. promotions • “Work to live” • Experience = contribution • Change for the better

38. Millennials • Views on the workplace: • Integral technology • Authority = relaxed • Skills will lead to the next job • Take time off regardless of consequences • Prefer positive, fun work environments • Enjoy collaborative environments • Focus on creativity • Work is what is between the weekends • A means to an end • Attire is business relaxed • Work environment is anywhere • Flex schedules/telecommuting

39. Millennials • What do they want? • Want to be challenged • Strong, ethical leaders • Non-hierarchical organizations • Flexible schedules • Want to make a difference • Motivated by learning • Recognize they “have a life” • Meaningful work • Mentor relationships • Continuous feedback-invest in them • Avenues of continued education

40. Millennials • Challenges in the workplace: • Don’t like menial work • Need supervision • Need structure • Impatient • Lack of experience • Respond poorly to rank • High expectations • Don’t respond well to “because I said so” or “because it’s always been done this way”

41. Millennials • How do you communicate with them: • Respectful, motivational • Face-to-face for important information • Language = visual pictures • Use humor-show you are human • Email, text, instant message • Don’t talk down to them • Use action verbs

42. Millennials • How do you work with them? • Team oriented work environments • Treat with respect • Provide engaging experiences • Provide rational for work requested • Reward extra effort/excellence • Personalize work • Learn about their goals, personal and professional • Mentor

43. Millennials • How do they contribute: • Collaborate • Educated • Optimistic • Tenacious • Goal oriented • Multi-task • Positive attitude

44. How do we “bridge the gap”? • Understanding • Acceptance • Leverage • Adapt

45. Understanding • Through education, training and experience develop a better understanding of values and traits • Don’t make assumptions • Don’t stereotype • Understand that upbringing, life events, education and the like can have an impact

46. Acceptance • Accept others for who they are • Embrace differences and utilize to add value to organization • Help each other overcome shortcomings • Keep lines of communication open

47. Leverage • Leverage strengths to supplement each other • Utilize traits from different generations to solve problems • Recognize differences and partner people together who can assist one another

48. Adapt • They aren’t leaving: each generation has a reason to still work • Each generation has advantages in the workforce • By combining resources, organizations will get even better results • Organizations would fail if only one generation was present in the workforce

49. Millennials: Fun Facts • By the end of 2014 36% of the workforce will be Millennials (Miller, 2012). • By 2020, it will be 46% (that’s almost half!)(Miller, 2012) • Millennials will be loyal to an organization if they feel they are treated fairly. Otherwise, they have no problem looking elsewhere. • Training, education and skills advancement are very important to Millennials. • Millennials value feedback and mentor relationships. • They strive for work/life balance and an organization that values what they value both personally and professionally.

50. Conclusion • Traditionalist • Loyal • Baby Boomer • Somewhat loyal • Generation X • Will go elsewhere • Millennial • Not loyal at all