Presentation on theme: "WORKING ACROSS GENERATIONS"— Presentation transcript:
1WORKING ACROSS GENERATIONS Jason Crowe and Ginny D’Angelo
2OBJECTIVESTo understand four generations in the workplace—their characteristics and needsTo be aware of demographics in your workplace vs. the marketplaceTo gain insights into leading across generations
3GENERATION TYPES BIRTH YEAR Traditionalists, Veterans, Silent GenerationBaby Boomers, The Sandwich GenerationGen Xers, Generation Xers, XersMillennial’s, Gen Y, Nexters
4SILENT GENERATIONNearly fifty million Americans were born to the Silent Generation in America from the beginning of 1925 through 1942.This generation is comparatively small when compared to the surrounding generations because people had fewer children in the 1920s and 1930s, in response to financial and global insecurity.Silents are about 95% retired at this point.The Silent Generation was the generation born between the two World Wars, who were too young to join the service when World War II started. Many had fathers who served in World War I.
8SILENT GENERATIONMembers of this generation experienced vast cultural shifts in the U.S., and struggled with conflict morals, ideas, and desires.The 1920's was, for 8 years and 3/4 of 1929, a very happy decade. The last 1/4 was the Stock Market Crash that could have started the Great Depression that lasted straight through the 1930' s, not ending until mid A war started before 1920, and a war broke out in Although it was called the Great Depression, people killed others, killed themselves, became homeless, and became penniless. Actually, the eight years of happiness might have felt like a small vacation to a person who lived during the time.
9BABY BOOMERSBaby Boomers is the name given to the generation of Americans who were born in a "baby boom" following World War II.The youngest group of Baby Boomers are managing the Millennials and Generation-X groups of employees - and in some cases, being managed by them.The United States experienced an explosion of births (hence the name baby boom) that continued for the next 18 years, when the birth rate began to drop. In 1964, baby boomers represented 40% of the population, which means that more than one third of the population was under 19 years of age.Since baby boomers make up such a sizable portion of the consuming public, their spending habits and lifestyles have a powerful influence on the economy.
13BABY BOOMERSFor the years , inclusive, 202 million Americans were born; about 77% of all Americans now living were born after During the baby boomer years, (inclusive), 75.8 million Americans were born. The ratio of males to females has stayed relatively constant. There were approximately 1.05 male births for every one female birth.The biggest year of the boom was 1957, when 4.3 million boomers were born. Why it took over 10 years for so many post-World War II families to get going is a matter of speculation. For the 5-year period between 1956 and 1960, inclusive, 21.2 million boomers were born, nearly 1 1/2 times the number born between 1941 and 1945, and the largest for any 5-year period in the 20th century.Boomers today represent 28% of the U.S. population. But in 1964, they represented about 40% of the population. In other words, in 1964 more than a third of the population was under 19 years old! No wonder the baby boomers attracted so much attention.
14GENERATION XERSIn the U.S. Generation X was originally referred to as the "baby bust" generation because of the drop in the birth rate following the baby boom.This generation saw the inception of the home computer, the rise of videogames, and later the internet as a tool for economic purposes: Dot.coms, MTV, Grunge music, Hip hop culture and Security-Moms attributed to this generation.The US Census Bureau cites this group (Generation X) as statistically holding the highest education levels when looking at age group
18GENERATION XERSAccording to U.S. Census Bureau statistics, 83.8 million people were in the year-old Generation X age bracket.Gen Xers are in their peak years of product and service consumption and its members view electronic media as a primary tool for conducting research and accomplishing tasks.The media they use are fragmented. They embrace a wider range of lifestyles than previous generations. Weaned on MTV and cable television, they are largely immune to traditional advertising. Faced with stagnant wages and high debt, they are more cost conscious than free-spending boomers.
19MILLENNIALSThe Generation Y are sometimes called the "Trophy Generation", or "Trophy Kids," a term that reflects the trend in competitive sports (as well as many other aspects of life) where "no one loses" and everyone gets a "Thanks for Participating" trophy.Trophy kids developed pressure to excel not only in school, but also hobbies , sports and service work.A recent survey, they found that 97% of students owned a computer, 94% owned a cell phone, and 56% owned an mp3 player (iPod, Zune, Sansa, etc.).They are the most educated generation in the United States currently.[
219/11 - World Trade Center attack MILLENNIALSEXPERIENCES9/11 - World Trade Center attackOklahoma bombingsKids shooting kidsCorporate scandalsGeorge W. Bush
22Grew up with Technology MILLENNIALSTECNOLOGYGrew up with TechnologyInternetPlay Station/X boxesCORE VALUESRealismConfidenceExtreme funSocial
23MILLENNIALSSixteen percent grew up—or are currently growing up—in poverty.Being amongst the first generations to be born and actively grow up in an American society desegregated by law (brown vs board of education), imposing sexual equality by law (Title IX), and proactively defending the rights of various minority groups by law, in addition to the effects of 60's and 70's era influence on their generation, Millennials to some extent have been conditioned by the state, educational insitituion, and cultural influence to take a more neutral outlook on multiculturalism.They’re the hottest commodity on the job market since Rosie the Riveter. They’re sociable, optimistic, talented, well-educated, collaborative, open-minded, influential, and achievement-oriented. They’ve always felt sought after, needed, indispensable.
24Work Ethic & Values Traditionalist Baby Boomer Gen X Millennial’s Hard workingRespect authoritySacrificeDuty before funAdhere to rulesWork is an obligationWorkaholicsWork efficientlyCrusading causesPersonal fulfillmentDesire qualityQuestions authorityWork is an exciting adventureEliminate the taskSelf-relianceWant structure and directionSkepticalWork is a challenge and a contractValues diversityWhat’s nextMulti-taskingTenacityEntrepreneurialTolerantGoal-orientedWork is a means to an end and fulfillment*https://www.fdu.edu/newspubs/magazine/05ws/generations.htm
25Work and Family Life Traditionalist Baby Boomer Gen X Millennial’s Never shall the two meetNo balanceWork to liveBalanced*https://www.fdu.edu/newspubs/magazine/05ws/generations.htm
26Communication Traditionalist Baby Boomer Gen X Millennial’s Formal MemoIn digestible amountsRelevant to their security/historical perspectiveIn personAs neededRelevant to the bottom line and their rewardsDirectImmediateWhen I need itRelevant to what matters to themVoice mailFive minutes agoRelevant to now, today and their role*https://www.fdu.edu/newspubs/magazine/05ws/generations.htm
27Motivations Traditionalist Baby Boomer Gen X Millennial’s Respect & RecognitionHonoring Long -Term ValuesPersonal TouchHandwritten Notes vs.Teamwork & DutyGroup DiscussionsIncreased ResponsibilityProfessional Interest vs. Company’sEmployer CommitmentWork/Life BalanceDiversityResponsiblyManager QualityIndependence in Decision MakingFlexible HoursCreative InputUnique Work Experiences*https://www.fdu.edu/newspubs/magazine/05ws/generations.htm
29Manager vs. Non-Manager Manager /SupervisorNon Manager
30A few reasons to pay attention: Both Gen Xers and Millennial’s say the most important job characteristic is a schedule that allows for family time70% of men ages 21 to 29 say they would sacrifice pay for more time with their families.51% of Gen Xers said they’d quit if another employer offered them the chance to telecommute.
31Questions to ask What is the age make up of our department or market? What opportunities or challenges does this present?Do we have successors identified for our key positions?Have we built leadership bench strength?Is our work environment attractive to a multi-generational work force?Can we offer flextime, telecommuting?Can we structure part time jobs for retirees?Can employees maintain work/life balance?Are we maximizing our use of technology in communications and training?