Presentation on theme: "Generations in the Workplace: Challenges and Opportunities"— Presentation transcript:
1Generations in the Workplace: Challenges and Opportunities Kelli D. Peck Parrott, Ph.D.Director and Assistant Clinical Professor, Student Affairs Administration in Higher EducationTexas A&M University
2Theory to practice…What were the national events you remember as you were growing up?
3Generations: The History of America’s Future, 1584-2069 (Strauss & Howe, 1991) Length is approx. the phase of birth to adulthood, 22 years.Boundaries are fixed by peer personalityFour primary types of generations: Idealist, Reactive, Civic, and Adaptive
4Types of GenerationsIdealist - increasingly indulged youths after a secular crisisReactive - grow up under-protected and criticized youths during a spiritual awakeningCivic - Increasingly protected as children after a spiritual awakeningAdaptive - Overprotected and suffocated youths during a secular crisis
5Generations… Lost Generation 1883-1900 Reactive GI Generation CivicSilentAdaptiveBoomIdealist13th/ Gen XMillennialHomeland?
6Our Upper Level Administrators & Co-workers – Silents or Traditionalists (1925-1942) Spent their youth in the great depression and WWIIThe “in-between” generationNo US president (If Mr. McCain wins, he will be the first)Very protective parents, who were sacrificing for them
7Our Upper Level Administrators & Co-workers – Silents or Traditionalists (1925-1942) After all their parents sacrificed and went through and having experienced the Depression, they still feel somewhat lucky to have jobs.Have seen so much change so quickly in the workplace.
8Our coworkers & supervisors… Boomers (1943-1960) Looking for spiritualism, flocked to drugs and religion; most active era of church formation in the 20th centuryRedefined Gender roles“A generation that when young trusted nobody over 30 today trusts nobody under 30.”Issues – remember when…; seen a great deal of change, especially in the workplace; raised with the work ethic of parents who survived the depression and WWII.
9Our coworkers & supervisors… Boomers (1943-1960) Work is a dominant force in their lives; they often sacrifice far too much for the good of the employer.One Benchmarks leadership study was full of largely Boomer execs lamenting over sacrificing time with family, spouses, and personal interests for the sake of work (Downing, 2006).Downing, K. (July/August 2006). Next generation: What leaders need to knowabout Millennials. Leadership in Action, 26, 3.
10Our coworkers and mid-managers… Xers (1961-1981) True children of the 1960s and 1970sAwakening period to their parents for them was a nightmare of self-immersed parents, disintegrating homes, AIDS, and a “Me” economyFind a world of more punishing consequences than anything the Silent or Boom generations ever knewKnew that where the Boomer children had been worth the parental sacrifice of prolonging an unhappy marriage, they were not
11Our coworkers and mid-managers… …Xers (1961-1981) Not shielded, so adult life held no secrets…believe they need to keep their eyes open, expect the worst and handle it on their ownTwo-thirds believe they will have to work harder than other generations to enjoy the same standard of livingTry to call as little attention to themselves as possible, really have not come together as a generation. You can find anything in this group.FEAR
12Millennials – The Next Great Generation (Howe & Strauss, 2000) Young Americans born 1982 or afterMost numerous, affluent, and ethnically diverse generation in American historyLargely the children of Boomers, pre-teens are the children of Xers.
13Millennials…our colleagues??? Conventional – turning back toward traditionalism, but with a modern twist –very rules oriented and highly moralConfident – very optimistic about people and themselvesSpecial – have been perceived as special since birth
14Millennials…our colleagues??? Sheltered – sheltered and protected in ways that prior generations have notPressured – feel more stress than any other generation hasAchieving – group is perceived as achieving so individuals feel pressure to keep upTeam Oriented – oriented toward teams rather than individuals
15Millennials…our colleagues? Very close to their parents. You are not just getting an employee, but parents too.Family oriented – 71.3% considered raising a family to be an “essential or very important objective”These parents provide a great deal of support, but also intrusion and annoyance as well.ACE & UCLA Higher Education Research Institute, The American freshman: National norms for Fall 1999.
16Millennials…“Candidates are stalling on job offers to consult with their parents. Parents are calling hiring managers to protest pay packages and trying to renegotiate.”Numbers of companies are involving parents in the recruiting process with welcome packets and including them on informational sessions.Downing, K. (July/August 2006). Next generation: What leaders need to knowabout Millennials. Leadership in Action, 26, 3.
17Millennials…our colleagues? Very technologically savvy, though there are socio-economic differences.Often form initial opinions of companies based on their websites.Downing, K. (July/August 2006). Next generation: What leaders need to knowabout Millennials. Leadership in Action, 26, 3.
18Our work and workplaces… By 2010 will see an exodus of Boomers – 2 leaving for every 1 new hire (Gerdes, 2006)2005 Bureau of Labor Statistics23 million workers ages 55+69 million workers ages 35-5432 million workers ages 25-3422 million workers ages 16-24
19Issues and areas of conflict… ISSUE: Silents and Boomers have sacrificed all for the company, Millennials appear to have no loyalty to the company.Common Ground: They do seem to form more loyalty to the project, their co-workers, and perhaps the values of the company. Are looking for companies that value social responsibility, diversity, and the environment.Gerdes, L. (September, 2006). The best places to launch a career. Business Week, 4001.
20Issues and Areas of Conflict Issue – The generations share a similar language with totally different meanings. Ex. Broken record technique, OMG, BFFCommon ground – Find means for keeping up, Facebook, check for understanding
21Issues and areas of conflict… ISSUE: Silents and Boomers feel devalued, as if their experience and contributions are no longer important. Millennials are not willing to pay their dues.Common Ground: Millennials are impatient to make an impact. But they are eager for feedback, and while they want to be respected they are also looking for mentors. Several companies are giving new employees senior level mentors.Gerdes, L. (September, 2006). The best places to launch a career. Business Week, 4001.
22Issues and areas of conflict… ISSUE: Silents, Boomers, and especially Xers are highly independent. The Millennials’ involvement of parents and need to work on teams is seen as childish. “They just need to grow up!”Common Ground: The biggest complaint about Xers was their inability to work with others. Millennials do this well and can teach us all. They also have a great deal to contribute, especially in regard to technology and optimism.
23Issues and Areas of Conflict Issue: Authority – Silents respect it, Boomers have a love-hate relationship with it, but now they are the authority. Xers are unimpressed with authority and Millennials do not see a need for it.Common Ground: Xers and Millennials are highly self-accountable, and therefore do not see a need for authority. A little trust goes a long way.
24Tips for working with Millennials… Don’t assume you share the same meanings for words, seek clarification constantlyState desired outcomes clearly and specifically, then get out of the way. Allow freedom to do it how, where and when they prefer if possible, but with clear goals and timelines. Time is a 24/7 resource. Tell them when it’s due, not when to do it.Have a high level of social interaction – collaboration and work teams are their strengthHave the work be meaningful – help them see meaning – KEYShepard, S. (2004). Managing the Millennials. Retrieved April 28,
25Tips for working with Millennials… Provide continuous feedback, but be as positive as possibleExperiential learning is preferred; technological experiences are even betterPlay to their strengths, let their creativity, technological skills and brainpower loose and they will do amazing things.Remember we were all young too…they are in the process of becoming.Phillips, C. (February, 2008). Get the best out of Millennials by tweaking habits. Advertising Age, 79, 6.
27ReferencesACE & UCLA Higher Education Research Institute, The American freshman: National norms for Fall 1999.Downing, K. (July/August 2006). Next generation: What leaders need to know about Millennials. Leadership in Action, 26, 3.Gerdes, L. (September, 2006). The best places to launch a career. Business Week, 4001.Hallon, J. (March, 2008). Millennials at the gate. Workforce Management, 87, 4.Howe, N. & Strauss, W. (2000). Millenials rising: The next great generation. New York: Vintage Books.Phillips, C. (February, 2008). Get the best out of Millennials by tweaking habits. Advertising Age, 79, 6.Shepard, S. (2004). Managing the Millennials. Retrieved April 28,Strauss, W., & Howe, N. (1991). Generations: The History of America’s Future, New York: Morrow.