Generation Aggravation?

1. Generation Aggravation? Generational Differences in the Workforce

2. What is a generation? • Family generation • Cohort Generation- “An identifiable group that shares birth years, age location, and significant events at critical development states.” (Kupperschmidt, 2000) • Are to societies what family generations are to families…the earlier generation is always older than the next and normally exercises authority over those that follow – the cohort type in a public setting, the family type in a private setting.” (Strauss & Howe, Generations: The History of America’s Future)

3. Disclaimers • Generational traits are only one part of who we are • There is no one agreed upon exact start and end year for each generation – there is no one icon or event that characterizes each • “The specific affectations of a generation’s formative years DO bind them together in exclusive ways.” • AND: age/life stage is a factor at work, too

4. Generation Groups

5. CUSPERS

6. The Numbers

7. My Generation - discuss • What defines your generation (or one of the four discussed)? • Heroes – Musical Influences – Seminal Events – Breakthrough Technology • Do you think there are differences between the generations?

8. VIDEO BREAK

9. Traditionalists “An honest day’s work for an honest day’s pay.” Work is noble and ennobling. Volunteering is a civic duty

10. Baby Boomers Know they can change the world; choose work that is meaningful to them Good team players Will go the extra mile – term “workaholic” coined in 1970 to describe them

11. Boomers Contribute when they see a cause that impacts them directly Want to give back Strength in numbers

12. GEN X Work for money Want work-life balance Cynical; “lone wolf” mentality Volunteer when they see a cause that impacts them directly

13. Gen X Job security became a thing of the past Many came out of college to a recession --What did the art history major say to the engineering major?

14. Millennials • Work needs to be meaningful • Want to give back and make an impact Sources: http://www.scribd.com/doc/30670708/Motivating-Volunteers, http://www.mavanetwork.org/trends2012

15. Millennials • Want experience for employability • Volunteerism is civic duty

16. Generation Gap Break • http://www.youtube.com/watch?v=skYis9qPgVE

17. Traditionalists Sources: http://www.wmfc.org/GenerationalDifferencesChart.pdf, http://www.scribd.com/doc/30670708/Motivating-Volunteers

19. Baby Boomers Sources: http://www.wmfc.org/GenerationalDifferencesChart.pdf, http://www.scribd.com/doc/30670708/Motivating-Volunteers

20. Generation Xers Sources: http://www.wmfc.org/GenerationalDifferencesChart.pdf, http://www.scribd.com/doc/30670708/Motivating-Volunteers

21. Millennials Sources: http://www.wmfc.org/GenerationalDifferencesChart.pdf, http://www.scribd.com/doc/30670708/Motivating-Volunteers

22. In a word… • Traditionalists are LOYAL • Boomers are OPTIMISTIC • Gen Xers are SKEPTICAL • Millennials are REALISTIC

23. Is your workplace or volunteer program based on a “traditionalist” model? • What does this model look like? • Recruitment? • Job design/management/communication? • Recognition?

24. Group workConsidering these generational differences, how might you approach staff and volunteer…RecruitmentJob design/management Engagement/Recognition

25. Source: MN Association of Volunteer Administrators • Great Management Practices for Boomers and Millennials • Understand their deep-seated need to have impact. Let them take the lead on certain initiatives/projects they care about. • Short term and seasonal jobs for volunteers; skills–based positions for volunteers and staffers • Develop engaging position descriptions that show impact • For volunteer coordinators: focus the volunteer interview on learning the prospective volunteer’s passions, mutually designing his/her volunteer role • Offer a wide choice of volunteer opportunities in all aspects of the organization’s operations

26. Be open to their project ideas. • Develop appealing recruitment messages, working through your organization’s networks. • Cultivate prospects and be highly visible online

27. Identify high potential staff and volunteers and cultivate them to take on additional responsibility • Re-frame recognition to respond to the value current volunteers place on having impact and being lifelong learners

28. Great Management Practices for Gen Xers • Establish project-driven, not “touchy-feely," • relationships with them • Stay in touch, offering constant very specific feedback • Never micromanage • Let them be creative and do things their own way

29. Xers • Listen to them express their opinion. • Value their new ideas. Source: http://www.volunteerpower.com/articles/GenX.asp

30. Xers • Be specific about the end results of the project they are working on. • Be sure they understand that you are depending on them to meet the deadlines. • Establish certain checkpoints during the course of the project.

31. Xers • Empower younger volunteers to work at their pace, making their own day-to-day decisions, mistakes and creative solutions. Let them know that you are holding them responsible for the end result.

32. Train them on skills and competencies that not only help your organization but also are something that interest them. They love win/win contractual relationships. They love to win and be rewarded for the effort that they put in.

33. Xers • Encourage questions and be generous in sharing information about the organization and the project.

34. References Minnesota Association of Volunteer Management Schullery, N. Workplace engagement and generational differences in values. Business Communications Quarterly 76(2) 252-265. 2013. Strauss, W. & Howe, N. (1991) Generations , The History of America’s Future, 1584 – 2069. New York: Harper Perennial Zemke, R. (2013) Generations at Work. New York: American Management Association

35. Generational Attributes Source: http://www.wmfc.org/GenerationalDifferencesChart.pdf