Facilitator: Merryn Rutledge, Ed. D., Principal, ReVisions LLC Panelists Becky Cohen, Internship Program & Special Projects Manager, VBSR Tom Novak, business leader Jessica Sabick, PHR, Vermont Energy Investment Corporation Kerin Stackpole, Attorney, Paul Frank + Collins
Multiple generations in the workplace for longer periods of time We come to the workplace with different ◦ Work Experiences ◦ Educations ◦ Perspectives ◦ Life Experiences ◦ Influences ◦ Responsibilities
Economic Racial/Ethnic Diversity Legal Protections ◦ Title VII ◦ Title IX ◦ ADA, FMLA, WC ◦ NLRA Technology Social Systems ◦ Community ◦ Family ◦ Marriage ◦ Church Education Interaction with the World Workplace Practices
The WWII Generation Born 1925-1945 – Approx. 70 Million Baby Boomers Born 1946-1964 – Approx. 80 Million Generation X Born 1965-1980 – Approx. 50 Million Generation Y/ Millennials Born 1980-2002 – Approx. 76 Million
4 Generations are working side by side Different values, experiences, styles, and attitudes create ◦ Misunderstandings ◦ Frustrations ◦ Inefficient communication ◦ Lower productivity Understanding and appreciating differences can help bridge the gap.
Influences ◦ Great Depression, Roaring Twenties, ◦ World War II, Korean War, G.I. Bill Some Common Characteristics ◦ Patriotic ◦ Respect for authority ◦ “waste not, want not,” ◦ Faith in institutions ◦ Military influenced top-down approach ◦ Loyal and committed
Logic, Hard Work, Discipline and Order are important Tend to Struggle with Change Loyalty and longevity are valued Believe that Legacy is Important Not Native Technology Users
Influences and Life Experiences ◦ TV, Vietnam, Suburban Sprawl, Watergate, civil rights movement, feminist movement, anti-war protests, drugs, rock ‘n roll ◦ Saw war as it happened and watched body counts rise in Vietnam in real time. ◦ Affected by the Draft Some Common Characteristics ◦ Competitive ◦ Willing to Question Authority ◦ Optimistic ◦ Idealistic ◦ Hoping to Retire, but afraid they will never get the chance
Often called the “Me” Generation Money, Title, Recognition Want to Build A Stellar Career Told They Could “Have it All” ◦ Experiences of Men and Women in this generation are significantly different on this point. Now, members of this generation are “in charge” Entitlements are being challenged by the aging of this generation. Baby Boomers (46-65)
Influences and Experiences ◦ Sesame Street, MTV, Game Boy, PC, divorce rate tripled in their lifetime, latch-key children, Title IX, Anita Hill/Clarence Thomas, 9/11 Some Common Characteristics ◦ eclectic, resourceful, self-reliant, distrustful of institutions, highly adaptive to change and technology, willing to change jobs for better opportunities or greater life balance.
Possibly Most Misunderstood Generation Seeking a balance between work and life – Freedom Flexible and Motivated Goal is to Build a Portable Career Generation X (30’s to mid 40’s)
Influences and Life Experiences ◦ Rapid expansion of technology, climate change and natural disasters, social networking in cyberspace, school violence, cultural diversity, flexible and virtual work environments Some Common Characteristics ◦ Globally focused, realistic, very cyber literate, “personal safety” is a critical concern, seeking flexibility to achieve life balance, “informational overload,” comfortable with being constantly “connected”
Value Diversity/ Change ◦ Willing to make frequent changes to meet personal goals ◦ Willing to “try out” jobs to “rule out” what they do NOT want Community Activism is Important Want Work to be Meaningful and to Have a Say in How Work is Done Raised “by a Village” (and used to having the entire “Village” involved)
“Helicopter Parents” ◦ Less freedom given to this generation and more direct involvement by parents in their daily activities Typically from smaller families Education and Parenting methods based less on discipline and more on teaching Good with Positive Feedback; Challenged by Negative Feedback
Recognize that there can be conflicts between employees of different generations or cultural backgrounds around issues such as: ◦ Goals (why we work) ◦ Work Styles (work as work, work as fun, balance) ◦ Feedback (style, frequency and method) ◦ Rewards (money, title, time) ◦ Career Path (stability, flexibility, fluidity)
What practices work? Looking ahead, what are top challenges vis-à-vis Millennials and future generations?
Shepard, S. Managing Millennials http://www.shepardcomm.com/managing- millennials-wp.pdf Rutledge, M. Articles on Millennials and Managing Diversity http://www.revisions.org/news.php Human Resources Tips for Managing Millennials http://humanresources.about.com/od/mana gementtips/a/millenials.htm
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