Generation GapsWhat are they

and how do we

all work together?

Presented By: Jentry Phelan, MS, PHR

Generations Today For the first time, there are four different

generations working together in the workforce.

This assists in creating an environment of collaboration and innovation.

It can also assist in creating an environment that is constrained and misguided.

In an effort to work together more cohesively, we first need to understand each other’s differences and values.

The Generations Traditionalists: AKA-Veterans

Pre 1945 (28 Million) Baby Boomers:

1946-1964 (80 Million) Generation X:

1965-1980 (110 Million) Millennials: AKA-Generation Y

Post 1981 (9 Million)

*United Nations Joint Staff Pension Fund

TraditionalistsWho are they?

Influenced by: World War II, Great Depression, New Deal, Civic Duty

Education is a dream Experienced times of hardship followed

by prosperity Financially conservative Not risk tolerant Cautious

Traditionalists This is technology to a Traditionalist:

Traditionalists Characteristics:

Team players Indirect communication Loyal to organization Dedication and sacrifice Duty before pleasure Obedient Seniority/age/rank associated Adhere to rules Patriotic Savers Disciplined Give back

Traditionalists Work Ethic:

“Pay your dues” Work hard Company first “Do more with less” Respectful of authority Task oriented Conservative Ethical

Traditionalists Views on the workplace:

Adapt to technology Authority = seniority/tenure Punch the clock Skills benefit the company Work hard = job security Chain of command Top down management Desire long term careers in same organization Mentoring not needed Attire is formal Work environment is in the office

Traditionalists What do they want?

Recognition/respect for experience Job security and stability Company with ethics and good reputation Defined rules/policies/procedures Training aligned with company goals “Put in 30 years, retire, live on pension”

Traditionalists Challenges in the workplace:

Avoidance to change Don’t like the unknown Avoid conflict Rules driven Hierarchy approach Value rank/tenure

Traditionalists How do you communicate to them:

Address formally (Mr., Mrs., Ms.) Good grammar and manners Inclusive language (we, us) More personal interaction Don’t waste their time Logical manner

Traditionalists How do you work with them?

Follow the rules Work isn’t always fun Frustrated by perceived lack of respect Individual contributor Satisfied by a job well done Private, subtle recognition No “fanfare” Invest in them long term Ask for input, previous experiences

Traditionalists How do they contribute: Bring value through experience Disciplined Loyal Thorough Dependable Consistent Hardworking

Baby BoomersWho are they?

Influenced by: Civil Rights Movement, Cold War, Vietnam, Sexual Revolution, Space Travel

Education is a birth right Live the “American Dream” Nuclear families are the norm “Live to work” Work defines self worth and how they

evaluate others

Baby Boomers This is technology to a Baby Boomer:

Baby Boomers Characteristics:

Big picture Fresh perspective Do not respect titles Optimistic Avoid conflict Equal rights Spend now, worry later Competitive Consumerism Multi-task Anti-government/establishment

Baby Boomers Work Ethic:

Driven “Workaholic” Quality Work ethic = worth Imbalance between work/life balance “Live to work” Experience = authority

Baby Boomers Views on the workplace:

Acquire technology Authority = experience Visibility is key Skills are important, but “face time” is better Fear taking time off as to not loose their place Flat management style Equal opportunity Desire a career Don’t handle negative feedback well Attire is business casual Work environment is long hours in the office

Baby Boomers What do they want?

Recognition/respect for experience Make a contribution Work in teams Clear, defined expectations Training path to promotion and more

compensation Retire, take a part-time job

Baby Boomers Challenges in the workplace:

Expect everyone to be a “workaholic” Dislike conflict Judgmental if they disagree Peer loyalty Don’t like change Challenge authority of Traditionalists

Baby Boomers How do you communicate to them:

Prefer in person communication Body language Include them in dialogue Want answers to their questions Friendly rapport Address by first name Tie directives to company

mission/vision/values/goals

Baby Boomers How do you work with them?

Their ideas matter Want to be valued Career defines them Need to understand the “big picture” Like attention and recognition Like meetings Rewarded through compensation Like titles Enjoy public recognition Hang awards, certificates on the wall

Baby Boomers How do they contribute: Visualize the big picture Mission oriented Political savvy Work hard Go the extra mile Challenge status quo Team Players

Generation XWho are they?

Influenced by: Dual income families, Reagan Revolution, Energy Crisis, Watergate

Education is a way to get there “Work to live” Day care generation Work/life balance regarding their

families

Generation X This is technology to Generation X:

Generation X Characteristics:

Positive attitude Impatient Think globally Informal Question authority Goal oriented Pragmatic Skeptical Conservative with money Ethical Flexible

Generation X Work Ethic:

Seek balance between work and life “Work smarter, not harder” Desire structure and direction Task and results oriented Get paid to do the job “Work to live”

Generation X Views on the workplace:

Assimilated technology Authority = experience End result more important than the journey Skills will lead to the next job Take time off regardless of consequences Prefer positive, fun work environments Work at a fast pace Focus on productivity Work is “just a job” Attire is business casual Work environment is in the office and/or at home Flex schedules

Generation X What do they want?

Technology Forward thinking Flexibility in schedules Evaluations on performance, not seniority/tenure Training is an investment in their future Retire and relax, or start an entirely new career Avenues to more education, training Recognize that they “have a life” Provide opportunities to try new things

Generation X Challenges in the workplace:

Skeptical Dislike authority Impatient Rejects rules Mistrust institutions/organizations Don’t like rigid work assignments No long term outlook

Generation X How do you communicate to them:

Blunt/direct Email is the preferred method Share information immediately and often Don’t micro-manage Tie the message to results Present facts

Generation X How do you work with them?

Give independence More informal work environment Allow pursuit of other interests Want to have fun at work Ensure latest technology to get the job

done

Generation X How do they contribute: Adapt to change Eager to learn Educated Good communicators Multi-taskers Flexible Determined

MillennialsWho are they?

Influenced by: 9/11, Digital Media, School Shootings, Global Economy

Education is an incredible, but worthy expense Work fills the time between the weekends Coddled generation Came from divorced families Technology advanced generation Want to right the wrongs of the world

Millennials This is technology to a Millennial:

Millennials Characteristics:

Diverse Civic Duty Sociable Self-confident Educated Optimistic Want it now Street smarts High morals Competitive Tech savvy

Millennials: Work Ethic:

Multi-task “Work smarter, not harder” Entrepreneurial spirit Tenacity Value life balance vs. promotions “Work to live” Experience = contribution Change for the better

Millennials Views on the workplace:

Integral technology Authority = relaxed Skills will lead to the next job Take time off regardless of consequences Prefer positive, fun work environments Enjoy collaborative environments Focus on creativity Work is what is between the weekends A means to an end Attire is business relaxed Work environment is anywhere Flex schedules/telecommuting

Millennials What do they want?

Want to be challenged Strong, ethical leaders Non-hierarchical organizations Flexible schedules Want to make a difference Motivated by learning Recognize they “have a life” Meaningful work Mentor relationships Continuous feedback-invest in them Avenues of continued education

Millennials Challenges in the workplace:

Don’t like menial work Need supervision Need structure Impatient Lack of experience Respond poorly to rank High expectations Don’t respond well to “because I said so” or

“because it’s always been done this way”

Millennials How do you communicate with them:

Respectful, motivational Face-to-face for important information Language = visual pictures Use humor-show you are human Email, text, instant message Don’t talk down to them Use action verbs

Millennials How do you work with them?

Team oriented work environments Treat with respect Provide engaging experiences Provide rational for work requested Reward extra effort/excellence Personalize work Learn about their goals, personal and

professional Mentor

Millennials How do they contribute: Collaborate Educated Optimistic Tenacious Goal oriented Multi-task Positive attitude

How do we “bridge the gap”?

UnderstandingAcceptanceLeverageAdapt

Understanding Through education, training and

experience develop a better understanding of values and traits

Don’t make assumptions Don’t stereotype Understand that upbringing, life events,

education and the like can have an impact

Acceptance Accept others for who they are Embrace differences and utilize to add

value to organization Help each other overcome shortcomings Keep lines of communication open

Leverage Leverage strengths to supplement each

other Utilize traits from different generations

to solve problems Recognize differences and partner

people together who can assist one another

Adapt They aren’t leaving: each generation

has a reason to still work Each generation has advantages in the

workforce By combining resources, organizations

will get even better results Organizations would fail if only one

generation was present in the workforce

Millennials: Fun Facts By the end of 2014 36% of the workforce will be

Millennials (Miller, 2012). By 2020, it will be 46% (that’s almost half!)(Miller, 2012) Millennials will be loyal to an organization if they feel

they are treated fairly. Otherwise, they have no problem looking elsewhere.

Training, education and skills advancement are very important to Millennials.

Millennials value feedback and mentor relationships. They strive for work/life balance and an organization

that values what they value both personally and professionally.

Conclusion Traditionalist

Loyal Baby Boomer

Somewhat loyal Generation X

Will go elsewhere Millennial

Not loyal at all

Conclusion Traditionalist

Formal work environment Baby Boomer

Somewhat formal work environment Generation X

Casual work environment Millennial

Relaxed work environment

Conclusion Traditionalist

Prefer direct communication Baby Boomer

Prefer inclusive communication Generation X

Share information immediately and often Millennial

Respectful communication, don’t talk down to them

Conclusion Traditionalist

“Pay your dues” Baby Boomer

“Workaholics” Generation X

“Work smarter, not harder” Millennial

“Work to live”

Questions?

Miller, Matt (2012). Why you should be hiring millennials. Forbes.com

United Nations Joint Staff Pension Fund (2013). Overcoming generational gaps in the workplace.