GENERATIONAL DYNAMICS

1. GENERATIONAL DYNAMICS LT. Michael Jackson Alabama Criminal Justice Training Center Selma Alabama Michael.Jackson@doc.alabama.gov

2. The Generations Veterans: Born Before 1943 Baby Boomers: 1943-1964 Generation X: 1965-1980 Millennials: 1981-2000

3. The Numbers

4. By The Years

5. Boomers – The Age Bubble • 50% of Federal workforce was eligible to retire in 2006 • 50% of RNs will retire in next 15 years • 30% (on average) of state workforces could retire in 2006 • 25.7% of law enforcement will leave between 1998-2008 • 80% Boomers plan to work after retirement, even if part-time • Want to experiment with new fields and/or socially relevant jobs

6. What Does this Mean? • Shrinking workforce • Lack of appeal of public sector jobs • Increasing # of new jobs in all sectors • Workforce aging • More competition • Need to keep employees • New workers = different workplace

7. Veterans . . . …And Money • Save, save, save • Buy a first home • Pay in cash • Join the Christmas Club • Use lay-away ..Their Work Ethic • Work and sacrifice • Pride and dedication • Job for life • Believe in “face time” …On Authority • Embraces it • Likes law and order • Functions best in structure …About Self • Family-oriented; remained married for the sake of kids • Support the personal touch • Conservative • Prepare for unknown

8. Veterans • Defining Moments • TV • Korean War • I Like Ike! • End of the Depression • WWII • Home ownership • Truman fires MacArthur • Popular Culture • Hoola Hoops • Ozzie and Harriet • Your Show of Shows • Poodle skirts • Personal cars • Communists in Hollywood • Drive In Movies

9. Veterans . . . …Core Values and Beliefs: • Direct • Take charge – command & control • Delegate and look for results • Decision-makers • Wary of technology • Comfortable in bureaucracy • Work hard and expect others to do the same • They designed the workplace

10. Baby Boomers… …And Money • Reacted to frugal parents • Spend now, pay later • Have plastic and don’t leave home without it ..Their Work Ethic • Live to work • You are what you do • Work ethic = worth ethic …On Authority • Question it • “Don’t trust anyone over 30” …About Self • Generation of soul searchers • Self gratification important • Not good at commitment • Generation of self-help, Yoga, Meditation

11. Baby Boomers • Defining Moments • Assassinations of JFK, MLK, RFK • Vietnam War • Civil rights movement 1968 Democratic National Convention • Kent State • Forced integration at the University of Alabama • Women in the workplace • Minorities in the workplace • Popular Culture • The Beatles • Motown • Captain Kangaroo • Laugh In • Catch 22

12. Baby Boomers… …Core Values and Beliefs • Keep proving themselves • Live to work; workaholics and expect others to be • Work ethic = worth ethic • Consensus and harmony • Teamwork • Level playing field

13. Generation X… …And Independence • Were latchkey kids, the children of workaholic Baby Boomers • Had to become self-reliant, independent …About Work • It’s a job, not a career • Believe in balance between family and work • Work to Live …On Family • Grew up with parents that believed in”quality time” but found the concept meaningless • Many came from homes of divorced parents and two working parents …About Authority • Unimpressed by it • Not against it, just indifferent • Saw too many “role models” fall off the pedestal • Challenge the status quo

14. Generation X • Defining Moments • The Challenger Explosion • Watergate • Gulf War I • War on Drugs • President Reagan is shot • Anwar Sadat is assassinated • The U.S. boycotts the Olympics in Russia • Hostages held in Iran • Popular Culture • Sesame Street • Muppets • Michael Jackson • Star Wars Trilogy • E.T. • Slackers • Bevis • Butthead

15. Generation X… … Core Values and Beliefs • Balance work/personal life • Paycheck is a means to an end • Career? This is a job • Informality at work, humor, humanity • Get bored easily • Asks “why” a lot • Value competency • Straightforward, avoids office politics • Won’t “pay dues”

16. Gen Xers At Work • Held 10.2 jobs between ages 18 – 38 • See jobs as temporary • 77% will leave for “increased intellectual stimulation” • No career ladder – spider web • Job is a stepping stone • Use “quitting” as an option between jobs • Its about my self-esteem • Entitled and ambitious • High expectations • Don’t take criticism well • Takes “employability seriously” • Hands-on

17. Gen Xers At Work, Continued • Must learn new skills • Wants mentoring • Focus on relationships not achievements • Short attention spans • Pessimistic about the future • Not afraid to be try it on their own • Adaptable • Entrepreneurial • Pragmatic

18. The Self Across the GenerationsTwenge, Jean W. (2006) Generation me: Why today’s young Americans are more confident, assertive, entitled, and more miserable than ever before, New York, Free Press, page 51. Baby Boomers • Self-fulfillment • Journey, potentials, searching • Change the world • Protests and group sessions • Abstraction • Spirituality • Philosophy of life Generation Me • Fun • Already there • Follow your dreams • Watching TV; surfing the web • Practicality • Things • Feeling good about yourself

19. Millennials… …And Family • Had over-involved parents • Were the “babies on board” • Pampered, nurtured …On Life • Confident and hopeful, sociable • A new demographic: Baby Gap, Pottery Barn-Kids • Busy kids, highly scheduled (soccer, T-ball, karate) …Their Values • Closest to those of Veterans • Accountability • Patriotic • Embrace diversity and community service …With Technology • The digital generation • Plugged in, logged on, wirelessly connected • Cyber pen-pals all over the world

20. Millennials • Defining Moments • Oklahoma City Bombing • Shootings at Columbine High School • 9/11 • The Clinton/Lewinsky Scandal • Afghanistan • Iraq • Popular Culture • Barney • Harry Potter • Rap • Britany Spears • Reality television

21. Millennials… …Core Values and Beliefs • Multi-taskers • Bored with repetitive tasks • Achievement oriented • Value inclusion and multi-culturalism • Open minded, not set in their ways • Energy, excitement

22. Millennials at Work • Work well with “friends” • Collaborative • Make a difference • Impatient • Flexible • Want mentors • Expect respect • Want a challenge

23. Millennials at Work, Continued • Inclusive • Center of attention • Success now! • Serve the community • Look out for parents! • Multi-taskers • Menial tasks – NO Way • Interpersonal skills with difficult people • Goal oriented • Positive

24. Education Veterans • 10% college graduates • 6.8% post graduate degrees Gen X’ers • 21.3% college degrees • 7.3% post graduate degrees Baby Boomers • 17.5% college degrees • 10.7% post graduate degrees Millennials (so far . . .) • 28% college degrees • Less than 1% post graduate degrees

25. Generations at WorkClash Points Agency Loyalty Chain of command/hierarchy Work ethic Workplace Diversity Feedback and Mentoring

26. Agency Loyalty Veterans are in the job for the long haul. The sacrifices their employers make are equal to their own. They put their loyalty to their company above themselves. Boomers believe loyalty to the company is critical. Loyalty to the job often comes to the detriment of their personal lives. Gen X’ers will stay only so long as they are learning something. They are about self-preservation. If you don’t hold several jobs early in your career, you’re not competitive. Loyalty to self comes first. Millennials are most like Gen X on this issue. Believe they must constantly improve and expand skills to advance career. See themselves as short-term workers offering services for a limited period.

27. Chain of Command Veterans are not only comfortable with hierarchy, chain of command, they prefer it. They respect authority and clear lines between bosses and subordinates. Baby Boomers have a love/hate relationship with hierarchy. On the one hand, they believe in “paying your dues.” On the other hand, they believe in “questioning authority.” Generation X is indifferent to chain of command. Hierarchy is a meaningless concept to them. Millennials, like Generation X, are unimpressed by rank, age or tenure. They don’t respect bosses who think they know everything. Show a Millennial knowledge and expertise, and they will show you respect.

28. Work Ethic Veterans are dedicated and dependable. They tend to “not rock the boat.” Baby Boomers are driven, workaholics. It is not unusual for them to work 50 – 60 hours a week. Generation X are task oriented. They want balance in their life. They believe in “eight and the gate.” Millennials are determined. They will work diligently if they can have a say in how the work is done and if opportunities exist for innovation and creativity.

29. View of Feedback Traditionalists [Veterans]...........“No news is good news.” Baby Boomers........“Feedback once a year, with lots of documentation!” Generation Xers....“Sorry to interrupt, but how am I doing?” Millennials......”Feedback whenever I want it at the push of a button.” Lynn C. Lancaster and David Stillman, When Generations Collide: Who They Are. Why They Clash. How to Solve the Generational Puzzle at Work (New York: Harper Business, 2002): 255

30. Diversity Veterans grew up in a largely segregated and sexist society. Diversity was a new concept in their workplace. Baby Boomers were influenced by the civil rights and women’s movement. As consensus builders, they seek equality and fairness. The generation that had first women and African Americans on the job. • Gen X’ers grew up with great awareness and tolerance. • Women in traditionally male jobs raises few eyebrows with this generation. Millennials appear the most “color blind” of the four generations. Grew up with friends who had two mommies, were adopted, and came from all ethnic groups.

31. Boomers see Veterans as: GenXers see Veterans as: Veterans see BBers as: GenXers see BBers as: Veterans see GenXers as: Boomers see GenXers as: Millennials are seen as: Through Different Eyes

32. Boomers see Veterans as narrow, dictatorial, inhibited, rigid and technologically challenged GenXers see Veterans as set in their ways, and should be ignored since they are going to retire soon Veterans see BBers as too open to discussion of private matters and very self-absorbed GenXers see BBers as dictatorial, obsessive, self-righteous, technologically challenged, too serious and work alcoholics Veterans see GenXers as undereducated, disrespectful of their work experience, unable to follow orders and not understanding the value of hard work Boomers see GenXers as self-serving, cynical, technologically over-dependent, rude, lacking in social skills, impatient, and want to do everything their own way Millennials are seen as unconcerned Through Different Eyes

33. Putting the AGE in manAGE

34. But… …How Does One Manager Coach Four Different Generational Teams?

35. Why Employees Stay • Exciting work and challenge • Career growth, learning, & development • Working with great people • Fair pay • Supportive management/good boss • Being recognized, valued and respected • Benefits • Meaningful work – making a difference • Pride in the organization, its mission • Great work environment and culture

36. Generations and Money • Veterans most frugal ($35 daily) • BB second largest spenders ($64 daily) • Gen X spend ($71 daily) • Me spend ($50 daily) • Me and BB will exceed 18% of households who earn more than 75,000 annually

37. Generations and Money Less than 1% of veterans will earn more than 75,000 30% of BB will earn 75,000 dollars or more Less than 20% of Gen X will exceed 75,000 Even now about 50% of Generation Me will earn 75,000 and that number is expected to grow; temporarily remains stagnant because of the economic crisis

38. Generations and Money Generational Earning Expectations over the course of their working life Veterans- Between 420,00 and 540,00 BB- Between 1,000,000 and 1,600,000 Gen-X – 1,200,000 and 1,350,000 Me- 2, 250,000 and 4,525,000 plus

39. Caveats • Don’t stereotype • Persons of each generation have unique traits and characteristics • Cultural and regional differences • Use this information as you think about your organization • These are not absolutes