accepting differences for all & making them work presented by: donna morris & cathy dunlap...

ACCEPTING DIFFERENCES

FOR ALL

&MAKING THEM WORK

Presented by: Donna Morris & Cathy Dunlap

August 11, 2011Senior Commissioner’s Representatives, AWSS-SCR Branch-Field Operations

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Generations Timeline

Traditionalists/Matures

(1909 – 1945)

Baby Boomers

(1946 – 1964)

Generation X

(1965 – 1978)Millennials

(1979 - 2000)

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How Generations Communicate

Based on generational backgrounds

Distinct attitudes

Behaviors

Expectations

Habits

Motivational buttons

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Learning to Communicate

Eliminates many major confrontations

Misunderstandings in workplace

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Personal & LifestyleCharacteristics by Generation

Traditionalists

(1909 – 1945)

Baby Boomers

(1946 – 1964)

Generation X

(1965 – 1978)

Millennials

(1979 – 2000)

Veterans

(1909 – 1945)

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Understanding Generational

(General Observations…not intended to put people in a box)

Characteristics

Influencers Traditionalists/Matures (1909 – 1945)

The Great Depression World War II The GI Bill / Cold War

Baby Boomers (1946 – 1964) Economic prosperity Vietnam / Watergate Protest and Human

Rights Movements

Sex / Drugs Rock ‘n’ Roll Dual Incomes

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Understanding GenerationalCharacteristics

Influencers

Generation X (1965 – 1978) Sesame Street / MTV Personal Computers Loss of “World” Safety

Children of Divorce AIDS

Millennials (1979 – 2000) Expansion of Technology and the Media Drugs and Gangs Widening chasm between Haves & Have-Nots Unprecedented Immigration Growth

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Values

Traditionalists/Matures (1909 – 1945) Job stability Fiscal responsibility Take care of possessions and responsibilities

Understanding GenerationalCharacteristics…continuing

Baby Boomers (1946 – 1964) Who am I? Seek organizations with integrity Good pay Politically correct

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Values

Generation X (1965 – 1978) Be my own boss Team environment Advancement opportunity

Millennials (1979 – 2000) High value on lifestyle balance High tech Be my own boss Stepping stone for future opportunities


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Recruitment/Engagement/Management/Retention

Traditionalists/Matures (1909 – 1945) Recognize their loyalty and experience Select activities that help them show

what they know Have career paths, focus on evolution, not revolution


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Baby Boomers (1946 – 1964) Be aware of boomers’ competitive nature Acknowledge their contributions Offer continued training opportunities,

especially life skills and balance

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Generation X (1965 – 1978) Respect their skepticism Establish credentials Show sense of humor Talk about how training applies to their careers, not just their jobs


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Millennials (1979 – 2000) Don’t assume they are

all at the same level in training; Expect to do more remedial training Teach in shorter modules Help them visualize how training applies

to their jobs Understand they learn best by collaborating


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Improving Feedback andCommunication

Traditionalists/Matures (1909 – 1945) No news is good news Info up and down the ladder Provide training in feedback skills Assume they can change behaviors

Baby Boomers (1946 – 1964) Once a year, formal and documented Initiate weekly informal talks and formally

document them


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Generation X (1965 – 1978)

“So how am I doing?” Immediate and regular feedback Allow freedom to keep them learning and focused on career paths Tell it like it is (Xers have a well tuned BS-ometer)


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Millennials (1979 – 2000) “I want it with the push of a button.” Initiate the connection Consider electronic connections Make it visual Allow them an active role in creating their own education and work plans

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Negative Stereotypes

Traditionalists/Matures (1909 – 1945) Can’t learn technology Refuse to give up the reins Non-engaged

Baby Boomers (1946 – 1964) Materialistic Work hard not smart Sold out their ideals Heavily in debt


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Negative Stereotypes

Generation X (1965 – 1978) Haven’t paid their dues Too young for management Say what they think Slackers / Aggressive Annoying / Loud

Millennials (1979 – 2000) Unaware of lack of skills Require excessive affirmation MTV generation


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Workplace Characteristics Traditionalists

(1909 – 1945)

Baby Boomers

(1946 – 1964)

Generation X

(1965 – 1978)

Millennials

(1979 – 2000)

Veterans

(1909 – 1945)

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Ways to MinimizeGenerational Differences in Workplace

Focus on similarities rather than differences

Recognize that change does occur

Recognize the value and the perils of the “tried and true”

Develop a curiosity for things unknown to you

Ask questions rather than make statements

Avoid characterizations based on age

Be careful about cultural or historical references

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Slow population growth between 1966 and 1985; not enough Gen X or Millennials to replace retirees during the next 5 years

Talent is still the name of the game

Every skilled worker of every age will be needed in every successful enterprise

The expressions “you’re too young” or “you’re too old” are moot points and need to be eliminated entirely from all hiring criteria

Challenges

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Challenges…continuing

The mind-set of too old or too young needs to be replaced with:

Can they do the work Can they learn the skills necessary Can they add value to the workplace Do they have the willingness to leverage

their talents and expertise

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Remember

Members of multigenerational teams find that under the strata of age diversity lies a bedrock of unifying needs

Everyone seeks the same: respect, creative challenges, opportunity to add value, increasing responsibility, recognition and flexibility

The only difference is that the Xers and Yers want it at the beginning of their career, not later

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100% responsible for how they create their lives, take care of themselves and their families, and use their experience to collaborate on getting the best work done every day

The most successful people in the 21st century will be true “Gen Mixers”

Remember…continuing

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Remember…continuing

We are all responsible for our careers, lives and families. Develop a healthy sense of WIIFM as we contribute the best work alongside the best people of all ages every day!

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Question(s)

accepting differences for all & making them work presented by: donna morris & cathy dunlap...

Documents

remedial training

behaviors baby boomers

valuesgeneration x

feedback skills

gi bill cold war baby

values traditionalistsmatures

baby boomers1946

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