Presentation on theme: "Pink Hair in a Land of Bifocals Managing the Generations in the Workplace."— Presentation transcript:
Pink Hair in a Land of Bifocals Managing the Generations in the Workplace
Learning Objectives Identify the generations in the workplace and define them by experience and events Compare and contrast the values and the potential outcomes of generational interaction Consider potential problems within the organization when people fail to communicate effectively Offer strategies for cross generational communication including feedback styles
Why learn about the Generations Changing demographics Better understand it’s impact in the workplace Increase personal competency in communication and management Promote teamwork
Generations at work Events and conditions during our formative years help define who we are and how we view the world The generation we grow up in is just ONE influence on adult behavior influence on adult behavior Generational differences may INFLUENCE behavior but they don’t DETERMINE our Interactions.
Born Between Traditionals (1922-1943) Baby Boomers (1943-1960) Generation X (1960-1980) Millenial (Gen Y) (1980-1990) Contains iY (1990 - )
Traditionals (Silent Generation) 1925-1944 Grown up during the great depression Grown up during the great depression Fought in WWII Fought in WWII Radio Radio Rise of Labor Unions Rise of Labor Unions
Traditionals Value duty, discipline and thrift Value duty, discipline and thrift Expect to be called upon for personal sacrifice Expect to be called upon for personal sacrifice Don’t expect life to be “fun” Don’t expect life to be “fun” Believe conformity is good and individuality is bad Believe conformity is good and individuality is bad Delayed reward Delayed reward Believe in hard work Believe in hard work
On the Job Assets Detail oriented Detail oriented Thorough Thorough Loyal Loyal Hard working Hard working Stable Stable Liabilities Don’t like change or ambiguity Won’t buck the system Don’t like conflict Reticent when they disagree
Working with Traditionals Direct leadership style Direct leadership style “We’ve always done it that way” “We’ve always done it that way” Like being respected for their experience Like being respected for their experience Status symbols are big Status symbols are big
Baby Boomers (1943-1960) Cold War Korean Conflict Civil Rights May have served in Vietnam Suburbs Rock & Roll TV
Baby Boomer traits Vast majority of management and administration in organizations “Cleaver” family Optimistic Relationship oriented Spared harsh discipline and day care stresses Pay with plastic
Boomer Core Values Optimism Team orientation Personal gratification Health and wellness Personal growth Youth Work Involvement Identify themselves by jobs Ladder oriented
Boomers on the Job Assets Service oriented Driven Willing to go the extra mile Good at relationship Good team players Liabilities Not naturally budget minded Uncomfortable with conflict Overly sensitive to feedback Self centered Judgmental of those who see things differently
Working with Boomers Believe they are leading consensually but they may not be! Show them where they can excel Public recognition Reward work ethic
Generation X (1960-1980) Slacker or “Me” Generation Challenger Tragedy AIDS Fall of the Berlin Wall MTV Apple Computers Gulf War
The Gen X “Me Generation” Mom began working outside home More skeptical and less optimistic than Boomers Tech savvy Less relationship oriented than Boomers – resent close supervision
Gen X Core Values Diversity Thinking globally Balance Technoliteracy Fun Informality Self-reliance Pragmatism Work to play
Xer’s in the Workplace Assets Technoliterate Independent Adaptable Not intimidated by authority Creative Liabilities Impatient Poor people skills Inexperienced Cynical
Working with Xer’s Be willing to flex schedule Hands off supervision Make work fun Offer professional development Realize their need for variety at work Out of the box rewards
Millennial Generation (Born in 1980’s and 1990’s ) 9-11 9-11 Cell Phones Cell Phones MP3 players, downloading, Napster… MP3 players, downloading, Napster… Information Super highway Information Super highway Instant Messaging Instant Messaging Facebook, My Space Facebook, My Space Reality TV Reality TV Iraq Iraq
Gen Y’s Core Values Optimisim Optimisim Civic Duty Civic Duty Confidence Confidence Achievement Achievement Sociability Sociability Morality Morality Street Smarts Street Smarts Diversity Diversity Want to move up fast Want to move up fast
Traits and Tendencies of Gen Y Impatient Impatient Adaptable Adaptable Innovative Innovative Let them multi-task Let them multi-task Ask for their input Ask for their input Harness their energy Harness their energy Source of new ideas Source of new ideas
Traits and Tendencies, cont; Efficient Efficient Desensitized Desensitized Projects with dead- lines Projects with dead- lines Move away from hourly pay Move away from hourly pay Connect through their hearts Connect through their hearts
Working with Millenials Budget time for plenty of orientation Budget time for plenty of orientation Dump idea of traditional gender roles Dump idea of traditional gender roles Continue professional development Continue professional development Mentor programs Mentor programs
Traits and Tendencies, cont. Disengaged Disengaged Skeptical Skeptical Resilient Resilient Emphasize the good stuff Emphasize the good stuff 100% truth 100% truth Let them in on the future Let them in on the future
And more …… Disrespectful Disrespectful Blunt Blunt Tolerant Tolerant Committed Committed Don’t demand Don’t demand Structured forum Structured forum Don’t segregate them Don’t segregate them Make them believe! Make them believe!
Generation iY Overwhelmed – Overwhelmed – 94 % stressed out 44 % depressed 10% considered suicide Stress is both external and internal Stress is both external and internal
Over-connected Respond to stress by getting lost in virtual world or by trying to over perform Respond to stress by getting lost in virtual world or by trying to over perform Don’t take time for self discovery Don’t take time for self discovery Short on patience, listening skills and conflict resolution Short on patience, listening skills and conflict resolution
Overprotected Safety, safety, safety! Safety, safety, safety! So sheltered by parents, teachers, counselors and government that they have trouble learning independent coping skills. So sheltered by parents, teachers, counselors and government that they have trouble learning independent coping skills.
Overserved Very high self esteem Very high self esteem 80% of high school students feel they are very important people 80% of high school students feel they are very important people Where do they get this idea? Where do they get this idea?
Tips for connecting with the iY generation. 1. EXPERIENTIAL 2. PARTICIPATORY 3. IMAGE RICH 4. CONNECTED
Generational Feedback Feedback style and form can be impacted by generational differences Feedback style and form can be impacted by generational differences
Feedback styles Traditionalists – “No news is good news” Traditionalists – “No news is good news” Boomers – “Feedback once a year and lots of documentation.” Boomers – “Feedback once a year and lots of documentation.” Xers – “Sorry to interrupt but how am I doing?” Xers – “Sorry to interrupt but how am I doing?” Millenials – “Feedback whenever I want it at the push of a button Millenials – “Feedback whenever I want it at the push of a button
Generational Meaning of Feedback Traditionalists – seek no applause but appreciate subtle acknowledgement that they have made a difference Traditionalists – seek no applause but appreciate subtle acknowledgement that they have made a difference Boomers often give feedback to others but seldom receive feedback, especially positive Boomers often give feedback to others but seldom receive feedback, especially positive Xers need positive feedback to let them know they are on the right track Xers need positive feedback to let them know they are on the right track Millenials are used to praise and may mistake silence for disapproval – need to know what they are doing right and what they are doing wrong Millenials are used to praise and may mistake silence for disapproval – need to know what they are doing right and what they are doing wrong
Motivating the Generations One size does not fit all! One size does not fit all!
Traditionals Use personalization Visual status symbols
Boomers Public recognition Public recognition Perks Perks Chance to prove themselves Chance to prove themselves Get them quoted in journal or newsletter Get them quoted in journal or newsletter Consensus Consensus Reward work ethic Reward work ethic
Gen X Give multiple projects Give multiple projects Constructive and constant feedback Constructive and constant feedback Freedom and fun Freedom and fun Technology Technology Watch out for the “good old boy’ network Watch out for the “good old boy’ network
Gen Y Personal Personal Proportionate Proportionate Punctual Punctual Public Public
Generational Work Performance Expectations EVERY employee should be held to the same standard EVERY employee should be held to the same standard No adaptation should be made that compromises the integrity of the job or compromises the effectiveness on your department to carry out its mission No adaptation should be made that compromises the integrity of the job or compromises the effectiveness on your department to carry out its mission
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