Easing the Generation Gap in the Workplace

1. Easing the Generation Gap in the Workplace Charlotte Shelton, Ed.D. Laura Shelton, M.A. WiseWork Consulting

4. Culture Quiz Carry-on luggage on wheels Light Beer Energy bars In vitro fertilization World Wide Web Laptops, Polar fleece Self-adhesive postage stamps, online ATM’s, video games Prozac Sports bras (Twist-top beer bottles, flip-top toothpaste caps, cupholders in cars)

5. Culture Quiz #9 Carry-on luggage on wheels (1989) #2 Light Beer (1975) #7 Energy bars (1986) #4 In vitro fertilization (1978) #10 World Wide Web (1991) #5 Laptops, Polar fleece (1981) #1 Self-adhesive postage stamps, online ATM’s, video games (1974) #8 Prozac (1987) #3 Sports bras (1977) #6 (Twist-top beer bottles, flip-top toothpaste caps, cupholders in cars (1984)

6. Boomers were defined by Vietnam and civil rights; their Gen X children were shaped by working moms, divorced Parents and technology·To Boomers, education was A doorway to equal opportunity; to their children, it’s the source of great expectations·To Boomers, money is for enjoyment; to their sons & daughters, it buys freedom

7. Career-minded Boomers value moving up the salary and power ladder; their kids seek meaningful work and interesting careers·Boomers seek success; Gen Xers seek work/life balance·Boomer moms pursued work in record numbers; Gen X moms are staying out of the workforce in record numbers

10. Significant Differences in Males/Females IMPORTANCE 1 2 3 4 5 Salary 1 2 3 4 5 Benefits Package* 1 2 3 4 5 Job Security* 1 2 3 4 5 Interesting Work 1 2 3 4 5 Job Status/Prestige 1 2 3 4 5 Performance Feedback* 1 2 3 4 5 Recognition* 1 2 3 4 5 Opportunities for Advancement* 1 2 3 4 5 Opportunities for Learning* 1 2 3 4 5 Opportunities to Innovate (be creative) 1 2 3 4 5 Participation in Decision Making* 1 2 3 4 5 Positive Relationship with Supervisor* 1 2 3 4 5 Positive Relationship with Co-workers* 1 2 3 4 5 Casual, Relaxed, Playful Environment* 1 2 3 4 5 Meaningful or Spiritually Fulfilling Work

11. Job Factors that are Significantly More Important to Women than MenBenefitsJob SecurityRecognitionPerformance FeedbackOpportunities for LearningPositive Relationship with SupervisorPositive Relationship with Co-workersCasual, Relaxed, Playful Work Environment

12. Job Factors that are Significantly More Important to Men than to WomenOpportunities for advancementParticipation in decision making

14. Salary is ranked 12th Job status is 15th Salary is ranked 9th Job status is 15th Meaning over Money?Out of 15 Job Factors…Females Males

15. Why PayMatters

17. Generation Wrecked • From 1947 to 1973 it took 27 years for living standards to double. Now it will take 268. • 1/3 of college grads from last 15 years will take a job that doesn’t require a college degree (up from 1/10 in the 1960s). • Average credit card carrier under 30 has $10,000 to $12,000 in debt. • More Gen Xers believe they’ll see a UFO than a social security check with their name on it.

18. Facing the Facts

19. A 29-year-old Engineering Manager told us: “I’m disappointed at the pay I receive. It’s about $10,000 less than a male counterpart with the same job title who doesn’t even have an undergraduate degree.”

20. A 34-year-old Senior Program Representative said: “I didn’t know the politics and the good ole boy system would be as bad as they are. I started here at the same time and in the same role as a male who has no college degree or comparable experience and he has received two very hefty promotions.”

21. The Opt-Out Revolution

22. Management Implications?

23. Management Implications Develop relationship skills Create mentoring opportunities Broaden job responsibilities Offer flextime & telecommuting Provide on-site child care Introduce job sharing Consider a sabbatical program Design career “on ramps”

24. Women in Management • In 1970 women held 29% of executive, administrative, and managerial jobs • By 1983 this number had increased to 38% • Today women hold more than 49% of the jobs in this category

25. Female Leadership Strengths • Women are typically better at empowering others • Women encourage open communication • Women are more accessible • Women leaders respond more quickly to calls for assistance • Women are more tolerant of differences • Women identify problems more quickly and accurately • Women are better at defining expectations and providing feedback (Source: Krotz, 2004)

26. Catalyst Research Project • 2004 Catalyst research study shows that companies with the most women in senior roles outperformed the businesses with the fewest women by at least 34% • Sample of 353 Fortune 500 companies with average revenues of $13.5 billion • “In companies that focus on diversity--developing and leveraging women’s talent--the relationship to the bottom line is remarkable.”

27. X-Friendly Workplaces Do They Exist?

28. Habitat for Humanity Daily Brain Breaks

29. eXamples -Deloitte & Touche -SAS Institute -Supercuts -Boston Philharmonic -Best Buy

31. Over the Top Sushi Classes Box Seats

32. Big City Turnaround

34. 4 Roads to Revolution

35. 4 Roads to Revolution • Change Employers

36. 13 Questions

37. Sample Questions How do you develop positive relationships with your employees? How frequently do you spend time talking to employees about their concerns or ideas?

38. 4 Roads to Revolution • Change Employers • Become an Entrepreneur

39. The Entrepreneurial Road 1 in 5 U.S. small business owners are Xers Gen X start-up rate is 3 TIMES that of older generations By a 2-1 margin, Xers would rather own their own business than be a senior executive in a large corporation

40. 4 Roads to Revolution • Change Employers • Become an Entrepreneur • Become a Workplace Activist

42. 4 Roads to Revolution • Change Employers • Become an Entrepreneur • Become a Workplace Activist • Change Self

44. “Never doubt that a small group of committed people can change the world. Indeed, it’s the only thing that ever has.”Margaret Mead

45. For More Info: Laura Shelton laurashelton@myway.com 917.776.4082 Charlotte Shelton cshel@kc.rr.com 913.302.5693

46. The information contained in this presentation is proprietary. It is provided to you with the understanding that it will not be used or distributed without the permission of the authorsLaura & Charlotte Shelton