Generations in the Workforce

What You Remember Reveals Your Age….

Do you remember when smoking wasn’t hazardous to your health?

The Veterans (oldest generation still working) How They Learn New is not necessarily better Not innovative with new ideas Like structure, schedules and procedures Brain processes new ideas into old mental

framework Some refuse to work with technology (too

overwhelming a learning curve, others jump in)

Want clear expectations and guidelines Must memorize the basics

School Experiences for Veterans Hard work

Respected their elders Children were to be seen & not heard Felt an obligation to make the grade Performance based on individual ability Little feedback unless negative More intrinsic reward for good performance Learned from history (other’s experiences) Small class size, one curriculum for all No special ed (students no where in sight) Virtually never tested with standardized tests

– less comparison to others

Did you ever use one of these???

The Veteran’s First Computer

Changes in the Workforce

Veterans have experienced the most change in their lifetime. They have had to adapt to: Computers Communication channels changing World getting smaller Keeping up with rapid increases in

information Move from content to process

Marketing to Veterans Faith in the government and

national institutions Want quality but believe

standard options are fine (not luxury)

Loyal customers that follow the rules

How Boomers Learn Want things to fit into the “big picture” Want recognition for how well they have

done Team oriented, work well in groups Like to explore and analyze, look at

different views Follow instructions well Good with content

Boomer’s Educational Experiences

Overwhelmed the school system starting in 1950, large class sizes

Ability grouped (red birds and blue birds)

Question authority but respect position See life as an adventure (and school) Emphasis on team work (cohort

education)

Boomer’s Educational Experiences

Need silence to concentrate Were told “you are lucky to be

here, others are standing in line to get in.”

Want to feel valued No special ed students in school but

honors courses in a few subjects Rarely tested and not for school

performance (PSAT, SAT)

Remember these……

Boomer’s First Computer

Marketing to Boomers

Are individualistic so they like “customized and custom-made products”

Want to look successful (lots of stuff)

Seek self-improvement Products/services that help them

reach a balanced life (work/home) Like technology but see the

problems that come with it

How Gen Xers Learn Task oriented – like to

learn new skills Speed is important Self-paced learning,

independent learning Want to have fun while they learn Informal learning environments are

best Hate group work Want feedback from teacher/boss

Gen X Educational Experiences

Learned to rely on self

Distrust authority Seek challenging environment

(career education emphasis)

Want feedback on progress Want to do things their way –

like no rules and freedom on assignments

Gen X Educational Experiences Had special education classrooms

in school but separated Had honors programs Funding cut to education Testing “mania” began with them First daycare centers arose with

them Many latch-key kids

Remember these…..

Gen X’s First Computer

Was this your first video game?

Was this your first calculator and cell phone?

Marketing to Xers

Can spot a phony Peer to peer referral Like technology Like products and services

with options

Millennial School Experiences

Many private schools, charter schools, magnet schools – all to meet the needs of the individual child –many, many choices

School uniforms, child safety, high performance standards, character education, cooperative learning and community service

Millennial School Experiences Goal oriented – outcome based education

(what’s in it for me) School is a means to an end – one must

endure until the next level Interactive, participatory and engaging – are

consulted by adults Everything 24/7 and available electronically No “grunt work” - must do “meaningful

work”, participate in decisions

International flavor, celebrate diversity, different is okay

Millennial School Experiences Motivated by working with bright, motivated and moral people

Student makes judgments about truth and believability of what is taught

Classroom mainstreamed – multiple levels based on ability and interest

Constantly tested and compared to peers (learned to take tests so now of little use for college admissions)

Feel pressure for high achievement

How Millennials Learn Try it their way – always looking for

better, faster way of doing things Prefer graphics before text, reading of

excerpts Like small and fast processing

technology – best when networked Want instant gratification and frequent

rewards (spot)

How Millennials Learn

Focus on skill development – not memorization of what they perceive they don’t need to know

Productivity is key – not attendance – so make it worthwhile or they won’t come

Have different critical thinking skills based on their high tech world not thought processing (need help here)

Rely on teacher to facilitate learning Group think and interaction

This is what millennials grew up with?

Their Idea of Computer Technology

What Do Businesses and Colleges/ Universities Need

to Know about Today’s College Students and Graduates

Here Come the GirlsHere Come the Girls

Boys Issues in K-12

For Every 100 Girls Who….

Number of Boys

Enroll in Kindergarten 116

Enroll in Ninth Grade 101

Enroll in Twelfth Grade 98

Are Suspended from K-12 250

Are Expelled from K-12 335

Diagnosed with Learning Disability

276

Enroll in the gifted and talented program

94

The Boys Project. http://www.boysproject.net/statistics.htmlThe Boys Project. http://www.boysproject.net/statistics.html

Boys and Their Educational Choices

For Every 100 Girls Who….

Number of Boys

Graduate from High School 96

Enroll in College 77

Earn an Associates Degree 67

Earn a Bachelors Degree 73

Earn a Masters Degree 62

Earn a Doctorate 92

The Boys Project. http://www.boysproject.net/statistics.html

First Time Freshman Enrollments by Gender – 50 Years (numbers in

thousands)

0

200

400

600

800

1000

1200

1400

1600

Males

Females

(45.2%)(45.2%)

(54.8%)(54.8%)

College Graduation Projections (numbers in thousands) (61% of degrees

will go to women)

250

350

450

550

650

750

850

950

1050

Assoc. Degree MaleAssoc. Degree FemaleBach. Degree MaleBach. Degree Female (37.4%)(37.4%)

(62.6%)(62.6%)

(40%)(40%)

(60%)(60%)

At Your Tables Discuss:

When you were an undergraduate student and had a paper assigned in a class, what was your process for preparing for and writing the paper? Where did your reference material come

from? How long did it take? Would it be done differently today?

When you were in medical school, what was the process you were taught to diagnose and treat a condition? What reference materials did you have? How is it done now?

Ambitions •Medicine•Education/teaching

•Business and marketing

•Engineering•Law and politics

•Computer science

Most sought after qualities in careers:•Responsibility

• Independence

•Creativity

• Idealistic and committed co-workers

Most common job trends :

•Multi-taskers•Change Careers

•Seek security & benefits

•Stay with company that offers a challenge

Source: Industry Week, March, 1998.

Difference in Values They have witnessed their

baby boomer parents coming home from stressed jobs, exhausted, falling asleep at the dinner table; and don’t want that for themselves.

They are a generation who is interested in a life with value and meaning – they do not aspire to what the “boomers” aspire to – they want something different.

True Multi-taskers Millennials have lived

programmed lives and are already quite capable of learning several jobs simultaneously and performing them admirably.

Millennials will change careers many times (retool/recycling skills).

To retain them, smart employers will encourage Millennials to try out different careers within the same company.

Salary Expectations of Millennials

Realistically, what do you expect your starting salary will be when you begin working? Millennials $15-20K 7.7% $21-30K 29.3% $31-40K 27.0% $41-50K 15.9% $50K+ 7.0% Not sure 12.5%

Approximately 65% felt they would earn $40K or less

Approximately 65% felt they would earn $40K or less

Future OddsHow likely is it that someday you will:

% Indicating Somewhat or Very Likely

• Work for yourself/own business?

64.3%

• Have lifestyle you grew up with?

93.4%

%%

• Somewhat to very Important 77.4%

• Not Important 22.6%

How important will a two-income household be in reaching your lifestyle goals?

Quality of Life? Rank order of items that

contribute to a good quality of life

%%

• Having a secure future for my family 70.2%• Time to enjoy family/children 69.9%• Having family/children 65.0%• Having a great job 54.7%• Having good friends 50.7%• Having plenty of money 38.6%• Having plenty of free time 38.1%

(% ranking item in top 3 on a scale of 1-8)(% ranking item in top 3 on a scale of 1-8)

Your Generation in the Future Someday your generation will be raising

kids, running corporations and occupying high political office. When that day comes, which areas of American life will be better, the same or worse than today because of your generation?

3=better2=same1=worse

Will be better, the same or worse than today because of your generation?

3=better2=same1=worse

meanmean• Technology 2.90• Race Relations 2.47• Economy 2.23• Schools 2.09• Arts/Culture 2.21

Will be better, the same or worse than today because of your generation?

meanmean• Foreign Affairs 2.13• Government 2.02• Family Life 2.01• Religion 1.93• Crime/Public Order 1.79

3=better2=same1=worse

Importance of Career Components

Millennials felt the following career elements would be very important:

Respected on the Job Opportunity for Professional

Development Ability to Have an Impact on the

World

Importance of Career Components

Items thought to be somewhat important:

Access to Information and Expression of Personal Opinion Having High Job Prestige Working with Inspiring Colleagues Geographic Location of Job Receive Guidance and Direction from Supervisor Participating in Company Decisions Independence/Professional Autonomy Using Creativity on the Job Lots of Responsibility Flexible Work Hours Dress Code Appropriate to Work Environment

Importance of Job Benefits Benefits thought to be very important

Health InsuranceSalary Growth Plans like 401K Life Insurance BonusesEmployer-paid Retirement

Benefits thought to be unimportantStock Options Profit Sharing

Jobs in Lifetime How many jobs

millennials thought they would hold in their lifetime? 1-3 35.7% 4-6 41.5% 7-10 16.5% Over 10 6.2%

64% expect to have 4 or more jobs

Reasons US Workers Change JobsIn 2006, 21% of US workers made voluntaryjob changes for the following reasons:

Growth and earnings potential (30%) Time and flexibility (23%) Financial compensation (22%) Culture and work environment (22%) Benefits (12%) Supervisor relationship (10%) Travel and development (9%) Management climate (9%)

Benefit News Benefit News

Changing Workforce Workers are demanding the ability to balance

their work and personal responsibilities. Workers are not afraid of changing jobs. The idea that the best way to grow financially

and otherwise is to stay with one employer has been eroding to the point of extinction.

Younger workers and those earning $15,000 or less were the most likely to change jobs.

The cost of turnovers range from $7,000 for hourly employees to $30,000 for mid-level managers and $80,000 for technical or senior level management (Center for Workforce Learning).

Charlotte Biz, March 2007Charlotte Biz, March 2007

What can managers do?

1. Mentor their employees• About how the organization runs, what

makes people of different generations work well together. Teach people skills not just medical processes.

Great leaders can motivate all people by balancing processes and people’s needs for the good of the organization

1. Mentor their employees• About how the organization runs, what

makes people of different generations work well together. Teach people skills not just medical processes.

Great leaders can motivate all people by balancing processes and people’s needs for the good of the organization

Messages that Motivate

Veterans Your experience is respected here What has and hasn’t worked in the past

is relevant Perseverance is valued

Boomers You are important to our success Your contribution is unique and

important We need you

Messages that Motivate

Gen Xers Do it your way There aren’t a lot of rules here We’re not very corporate

Millennials You will work with other bright, creative

people You can help turn this organization around You can be a hero here We value independent workers Your boss will help you succeed

2. Communicate with employees• Encourage them to develop trust with others

and empower people to do their jobs. Ask for input rather than telling them what to do. Open communication reduces resistance.

3. Value their values• Want work-life balance. They value family

and friends and want to work their eight hour day and go home. Older workers think long hours show your loyalty and productivity. Younger workers often get things done faster. They value efficiency and effectiveness and doing things faster.

2. Communicate with employees• Encourage them to develop trust with others

and empower people to do their jobs. Ask for input rather than telling them what to do. Open communication reduces resistance.

3. Value their values• Want work-life balance. They value family

and friends and want to work their eight hour day and go home. Older workers think long hours show your loyalty and productivity. Younger workers often get things done faster. They value efficiency and effectiveness and doing things faster.

4. Focus on Retention

• People leave for several reasons: older workers retire but younger workers often leave feeling unvalued.

• Have strategies to retain both groups.

• Older generations like monetary rewards, younger generations like time off work.

4. Focus on Retention

• People leave for several reasons: older workers retire but younger workers often leave feeling unvalued.

• Have strategies to retain both groups.

• Older generations like monetary rewards, younger generations like time off work.

Questions (if we have time) What are the greatest challenges you

face with the multiple generations in your area?

What strengths do the younger generations have that you did not at their age?

Has anyone discovered “a great truth” in working with the younger generations that you can share with us?