Generations at Work: Generational Differences and Conflicts in the Workplace

1. Generations at Work: Generational Differences and Conflicts in the Workplace Presented by Marti Eagleton 10.01.2012

2. Goals/Objectives • Understand each generation’s attitudes towards work ethic, technology, compensation & benefits, and communication; • Understand how generational differences can create conflict in the workplace, and, • Better appreciate each generation’s contributions to the workforce.

3. From http://citizensforsafetechnology.org

4. What is a generation? • A cohort united by a shared coming of age process in which major political, social and/or economic events create a common history and connection with others of the same age. • Adwoa K. Buahene and Giselle Kovary

5. Cautions • Not intended to promote ageism, but understanding • Not a panacea

6. The Primary Players • Boomers • Generation X • Millennials(aka Generation Y)

7. Defining Factors • Historical events • Music/books • Technology • Parental Expectations • Values

8. Boomers • Generally defined as those born 1946-1964. • Vietnam War, Civil Rights Movement, Space program, the Kennedy and King assassinations • Rock & Roll, TV

9. Boomers • Grew up in an era of reform. • Not afraid of confrontation; challenge established practices • Confident, independent, loyal, cynical, work-centric

10. Boomers • Motivated by position, perks and prestige • Define self-worth by accomplishments • “Workaholics” • Don’t understand why Gen X and Millennials think they can get ahead without “paying their dues” • Fault younger workers for working remotely • Competitive

11. Boomers • Work is somewhere to go as well as something to do • Equate success and commitment with high salaries and long hours

12. Generation X • Generally defined as those born 1965-1981. • Sometimes called the “MTV generation” • Energy crisis, Chernobyl, Space Shuttle challenger, fall of the Berlin Wall, 1990’s economic boom. • Video games, computers. Grunge and hip-hop music.

13. Generation X • Cited by the U.S. Census Bureau as the most highly educated generation • Smaller than previous generations due to birth decline • Initially labeled as insecure, angst-ridden underachievers • Now independent, resourceful and self-sufficient • Rather than challenge leaders with the intent to replace them, challenge systems and institutions

14. Generation X • Dislike being micromanaged and structure work hours. • Embrace a hands off management philosophy. • Enjoy challenging assignments. • Thrive on & seek out diversity, challenge, responsibility and opportunities to give creative input • Dislike “meetings about meetings”

15. Generation X • Skeptical – grew up in a time of high divorce rates, corporate layoffs and public scandals • Saw parents lose hard-earned positions. • More willing to change jobs to get ahead than boomers • Work to live rather than live to work. Bring fun & humor into the work place

16. Millennials • Generally considered to be those born 1982-200X. • Known by multiple names: Generation Y, Echo Boomers, Generation Me, Trophy Generation, Peter Pan Generation • Columbine School shooting, Oklahoma City bombing, dot.com bust, current financial crisis • Cell phones, then smart phones. Katy Perry, Miley Cyrus, Justin Bieber.

17. Millennials • Most studied generation in history • Well-versed in technology, plugged in 24/7 • Feel incredible pressure to conform • According to Jean Twenge (“Generation Me”), display confidence, tolerance, entitlement, narcissism, rejection of social conventions

18. Millennials • Communicate through email, text messaging, instant messaging • Prefer webinars to lecture-based presentations • Willing to trade high pay for fewer hours and flexible schedules • This is often viewed as a lack of commitment, discipline and drive

19. Millennials • “No person left behind” – loyal, committed, want to be involved and inclusive • Crave attention • Seek frequent feedback, praise & reassurance • May benefit from being matched with a mentor who can provide 1:1 attention

20. Millennials • Lives have always been busy & structured • Work is an activity, not a place • By the end of this decade, will be the dominant age group in the workforce • May be drawn to this field in higher numbers because of their traits

21. Compensation & Benefits • Bonuses • Vacation • Career ladders • Other perks

22. Mentoring, Coaching & Supervision • Feedback • The importance of cross-training • Relationships and boundaries

23. Communication • Meetings • Memos/Emails • IM and Texting

24. Recruiting and Retention • Job postings • Interview process • Opportunities for growth and development

25. Managing Teams • Communication • Expectations

26. Professionalism • Dress code • Office geography • Schedules

27. Other impacts on agencies • Social media • Texting

28. What can you learn from them? • Boomers • Gen X • Millennials

29. Resources and Additional Reading • Generations: The History of America’s Future, 1584 to 2069 (Neil Howe and William Strauss) • Generation Me: Why Today’s Young Americans Are More Confident, Assertive, Entitled – And More Miserable Than Ever (Jean M. Twenge) • Not Everyone Gets A Trophy: How to Manage Generation Y (Bruce Tulgan)

30. Resources and Additional Reading • n-gen People Performance White Paper: http://www.ngenperformance.com/pdf/white/ManagingGenDivide.Overview.pdf • Life Course Associates (Neil Howe): http://www.lifecourse.com/