5The Players… Traditionalists (born 1900-1945) Baby Boomers (born )Generation X (born )Millennial Generation (born )
6Does This Topic Matter? “It’s an Economic Downturn and everyone is so easy to deal with…” “Generational personalities” are carried with us throughout our livesWhen hard times hit…everyone wants to play nice in the sand, right???We entrench ourselves deeply into attitudes and behaviors that are ingrained in us!
7What does the work force challenge mean to you: Must fight harder to recruit and retain the best employeesMcKinsey and Company “war for talent” study estimated over the next 30 years, demand for bright, talented 35 to 45 year olds will increase by 25%, supply predicted to decrease 15%Prepare for mass exodus of know-how & experience and replacing it…With smaller pool of talent that comes from different values and expectationsChallenges from “the gap”
8Workplace StatsThe Boomer Cuspers are close to retirement – that means over 50% of the current workforce is about to exit.
9Generation Gaps Employees that don’t feel they “fit” will… ____ ____ ____ ____ ____What’s at your water cooler?Few decades ago, 3 or 4 generations gathered and listened to “The Shadow” on the radioTraditionalist: “Nothing decent on TV since Murder She Wrote went off the air”Boomer: “…demise of thirty something”X’er: “Melrose Place”Millennium: “…waxing lyrical over My So Called Life.”Translation: Communicational challenges and breakdown of bonds that hold companies togetherIt affects retentionWhat do your employees really have in common? That “link” really matters at the water cooler!!
10Define StereotypesWhen defining stereotypes, what usually comes to mind? (sexual orientation, gender, age, race) – often we don’t think of generational discrimination
11What do you see…--Everyone has 60 seconds to write down immediate reactions/thoughts to individual on this slide and then 60 seconds for next one. (immediate/first reaction – and honestly – is important in this exercise)Did any of these assumptions come up for young man:Selfish, lazy, spoiledTechnology savvy, connected, online, wirelessIdealistic: change the worldMulti-taskers (iPod, cell phone, laptop, driving…)Are they all like this?
12Again… What were first reactions to this slide? Well put together? Intelligent?Sophisticated?Savvy?
13Stereotypes – by the media and you The precocious Millennial kidTattooed Generation X slackerGuilt-ridden, workaholic BoomerLifeless retired Traditionalist leaning back on the porch swing
14Change – You Own It… There is only one way Get to know who those generations really areUnderstand why they are that wayTake this opportunity not to stereotype…but to learn something you didn’t know before
15Stereotypes – by resentment Xers resent Traditionalists (for being resistant to change and unwilling to hand over reins)Boomers resent Xers for finding it so easy to change jobs whenever they feel like it and demanding balance in their livesTraditionalists resent Millennials for entitlement mentality when Traditionalists had to work for everything they’ve gottenMillennials resent Boomers for leaving the planet a mess
16What forms our cultural personality? IconsMartin Luther King, Jr., Selma, Alabama, and image of empty bus (all icons of Selma bus boycott of 1965)Assassination of KennedyD-DayChallenger explosionAttack of September 11ConditionsCold WarGreat Depression (changed forever by fear of not being able to put food on the table)Changes in divorce rateLife stages…we have them in common (education, get a job, find a partner, have a family) – but different generations don’t approach them the same way
17Traditionalists 1900-1945 Came of age before/during World War II Core needs are group membership & responsibilityChildhood of struggleValue: Stability, security, sense of community, patriotism and GodTrust hierarchy and authorityThey are surprised when people go against authorityBased on military “command and control” style, they prefer actions with a focus on standards and normsTalk about their leadership style – Chain of Command!!
18TraditionalistsPeople – Joe DiMaggio; Dr. Spock; Alfred Hitchcock; Franklin D. Roosevelt; John Wayne; Bob Hope; Betty CrockerPlaces: Sarajevo; Pearl Harbor, Normandy, Hiroshima, Iwo Jima. Back home – bread lines, Victory gardens, church pew, kitchen table with family tuned in to “The Maxwell House Radio Hour”Things: were scarce; with 2 wars and the Great Depression, this generation did without. Symbols carried great weight – swastikas to Sputnik, flappers to flattops, drove roadsters to drive-ins, stacked a few 45’s on the record player and did the twistWhat defining events shaped the character of this generation? (WW I, Roaring 20’s, Great Depression, Korean War)Describe their character: God-fearing; patrioticGenerational Personality: LOYALHow do you see it in the workplace? (long careers at same company; when going gets tough and rubber hits the road – they understand that “leaders need to lead and troops need to follow”)Clash point: Chain of Command
19Tips for Traditionalists! Show respect for length of service and experienceWatch your languageTake time when discussing technologyDo your homework; prepare to be testedRespect attention to formalityDon’t rush or pressureServe and honor them
20Baby Boomers 1946-1964 The first workaholics Paid dues under old hierarchical rules; now redefining themselves in light of global initiatives and business restructuringGifted at political correctnessTraditionally found their self worth in their work ethicNow…desperate for healthy work/life balanceWhy they were first workaholics – not because it was the right thing to do; but because it was necessary to advance up the ladderGifted at PC – have changed social order by saying the right thing, at the right time, to the right personTheir leadership style: Consensus! They want to ensure everyone has a voice. They lead most big businesses and have struggled to unravel challenges of working together, generationally speaking.
21Baby BoomersPeople: Martin Luther King Jr.; Richard Nixon; Beaver Cleaver; Rosa Parks; Osmond Family; John Belushi; Captain Kangaroo; Partridge Family and The StonesPlaces: Watergate Hotel; Hanoi Hilton; Kent State; Laugh-in; Woodstock. Suburbs, bedroom, boardroom, delivery room, and eventually divorce courtroom.Things: Television (4 million in 1952 to 50 million in 1960!); Bellbottoms, mood rings, Brooks Brothers suits and Rolex watches.What defining events shaped the character of this generation? TV – brought home Vietnam, Watergate, women’s and human rights movements, recessionDescribe their character: Competitive (while graced with blessings and privileges, they’ve had to fight for their spots at school and work due to population of their generation);Generational Personality: Optimistic (postwar economy gave them a sense anything was possible)How do you see it in the workplace? (long careers at same company; when going gets tough and rubber hits the road – they understand that “leaders need to lead and troops need to follow”)Clash point: To get ahead, it would take “change of command” – they had idealism, education, and sheer numbers on their side to change it
22Tips for Boomers!Resist rushing and learn to value “people side” of businessChoose face-to-face conversationAsk for their advice (and take notes to show you are listening)Offer your support and partner to get job done (don’t wait to be asked)Put priority on a business atmosphere and relationships formed thereHonor their experiences
23Gen XersCount on technological acuity and business savvy to stay marketableExtremely resourceful and independent generationGet in…get the work done…move on to the next thingNeed freedom to act without hindranceEnergies focused on skillful performance, variety and stimulation in the workplaceResourceful – don’t believe that any person or institution is going to “see them through”They’ve taught businesses how comfortable it is to dress down and lighten up the job!Leadership Style: Lead by Competence – when they start working for or with you, YOU must earn their respect, not the other way around.Have you noticed??? What appears to be your appointment to interview a Gen X applicant turns out to be them interviewing YOU to see if you’re competent enough to work for!
24Gen X’ersPeople: Bill Clinton; Monica Lewinsky; Ayatollah Khomeni, Ted Bundy, Beavis and Butt-head, O.J. Simpson, MadonnaPlaces: Media expanded places – X’ers could travel more; Soviet Union, Somalia, Chernobyl, Scotland, international space station to internetThings: Cable TV, satellite, VCRs, video games, fax machines, microwaves, pagers, cell phones, Palm Pilots…Marked by skepticism – grew up seeing every major American institution called into question; from presidency to military to organized religion to corporate America – you name the institution and Gen Xer’s can name the crime. Add to that a U.S. divorce rate that tripled during birth years of Gen X, and you have a generation that distrusts the permanence of institutional and personal relationships.
25Tips for Gen X’ers Stop micromanaging them Initiate work/life balance initiativesTeach new skillsMentor them and ask questions. Talk with, not at, them.When delegating, describe the outcomes (but leave the processes to the Gen Xer)Provide immediate answers and feedback; they crave stimulationNeed help on something technical? Just ask!!Value their need to keep learning in order to be marketable.
26MillenniumThey are always on – come of age in an era of instantaneous global communication, media saturation, and material excess.Grew up in “decade of the child”Intellectual authority in homes and at workHigh-speed stimulus junkies (just enough skepticism – like the xers – to keep them asking healthy questions)Just enough political savvy (like the Boomers – to know who’s who)Just enough respect for character development (like Traditionalists – to incorporate the virtue of individual responsibility in their jobs)Decade of the child – extraordinary research on children’s issues
27MillenniumPeople: Prince William, Chelsea Clinton, Kurt Cobain, Barney, Britney, Backstreet Boys, Serena WilliamsPlaces: Virtual and tangible – ranging from chat rooms to Dawson’s Creek, from to Oklahoma City, from cyberspace to outer spaceThings:Access to cell phones, pagers and computers since they were in diapersTook PC’s for joyrides on information superhighway; through internet they have visited every corner of the globeChoices – hang out at local mall or virtual mall!They are realistic – about challenges of life for the modern kidNever mind the missing child on the milk carton – how about the fear of a missing classmate from the next desk as the result of a gunshot wound?Directly affected by personal threats stemming from violent outbreaks such as Columbine, readily available illegal drugs, and gangs.Recent poll – they named personal safety as #1 workplace issueThey feel empowered to take positive action when things go wrong!Predicted to truly be the next “Greatest Generation”
28Tips for the “Always On” Give them your web address; prepare for the improvement planEmphasize positives of doing right, rather than negatives of doing wrongBe positive, simple, rational, factual, friendlyRespond quickly and move fast with this “instant gratification” generationMentor them and be realisticBe prepared to offer VERY flexible schedulingRemember…100% of Millennial college students have access to Internet. Can they find your Career Opportunities info quickly and send a job app? How fast will you respond? It better be within 1 day to recruit this generation!
29Meet Edna!Story from page 15 – tech support in stockings
30Your Action Plan Sharing Time – who had “ah ha’s??” What will you change the next time you:Have a meetingNeed to ask a questionNeed to change their directionClosing – 5 minutes to prepare your action plan; stay tuned for Marc’s secret happy place!Go back to your timeline and reflect on who that purple dot stands for. Ask for volunteers to share any of their Three Actions for Generational Insights.
31Work as hard as you have to and get a life Work, but make a difference View of WorkBoomerGen XGen YWork hard and get aheadWork as hard as you have to and get a lifeWork, but make a difference
32Work Relationships Boomer Gen X Gen Y Individual – do your own work, but play by the rules‘Intrepreneur’- do what needs to be done in the fastest wayTeam player -where everyone counts
33I want status or recognition I want meaning and significance RewardsBoomerGen XGen YI want status or recognitionI want optionsI want meaning and significanceTa Da!
34Give it to me by the rules It should always be on the screen FeedbackBoomerGen XGen YGive it to me by the rulesJust say it, now.It should always be on the screen
35Prepare me to leave and I’ll stay TrainingBoomerGen XGen YAs a rewardPrepare me to leave and I’ll stayDuh?!
37Grow… With Generational “Smarts” Communicate “Smart”Sell “Smart”Market your business “Smart”Build Relationships...“Smart”
38Sources“When Generations Collide” – Lynne C. Lancaster and David StillmanRobert Lord, Training and Organizational Development Manager, Travel Guard“Talking About Our Generations” – A Personal Guide to Mastering Generational Diversity in the Workplace; Express Personnel Services