Presentation on theme: "Intergenerational Differences: Bridging the Gap"— Presentation transcript:
1 Intergenerational Differences: Bridging the Gap Curtis L. Baysinger, MD
2 The Problem of Generations Carl Manheim, German Sociologist, 1952First to describe generational differences“People are born into a class and develop a particular view of the world based on the lens through which they experience life, just as people are born to a generation which also colors their perspective of their own life experiences. Unlike class, the generation you are born to is unalterable”
3 The Problem of Generations “What is happening to our young people? They disrespect their elders, they disobey their parents, they ignore the law. They riot in the streets inflamed with wild notions. Their morals are in a state of decay. What, oh what, is to become of them and us?”Socrates (age of 29): 401 BC
4 The Problem of Generations A group of people defined by age boundariesThose who were born during a certain era and share similar experiences growing up. They have common cultural or social characteristics and attitudes. Their values and attitudes, particularly about work-related topics, tend to be similar, based on their shared experiences during their formative years.President’s Address, American Society of Anesthesiologists Annual Meeting, 2002
5 Shared life experiences during their formative years
6 “People resemble their times more than they resemble their parents.”
7 The Problem of Generations Never before has there been a workforce and workplace so diverse in race, gender, and ethnicity (Zemke, et al., 2000)We have four generations working side-by-side in the workplace of most large US organizations for the first time in history.All have unique experiences and attributes which influence their attitudes towards work.Adapted from: Heritage Foundation. Societal Impactts oft the Generational Gap. 2000
8 Composition US Workforce 2020: US Dept Labor Statistics
9 Some StatisticsThe labor force is at the lowest rate since the 1930’s and the US birth rate continues to decline.By 2025, 1 in 5 workers will be over age 55. The slowing of the workforce translates to an estimated shortfall of 20 million workers over the next 20 years.Adapted from K. Tyler, Neckties to Nose Rings (2012)
10 The Problem of Generations Changing demographicsIt will impact in the workplace,positively/negativelyIncreases in communication and managementMeasures to promote teamwork required
11 The Problem of Generations There is conflict:“They have no work ethic. They’re a bunch of slackers.”“So I told my boss. If you’re looking for loyalty buy a dog.”“If I hear, ‘We tried that in ‘87 one more time I’ll hurl.’”“Lighten up! Work should be fun.”“I wouldn’t be caught dead wearing that.”“I have a new rule. I will not attend meetings that start after 5 P.M. I have a life”
12 The Problem of Generations Think of the time on a job you heard comments like:I remember when…….Just do your job!You are right, but I am the boss!NO!The kid wants a promotion after six months on the job
13 Generations Traditionalists/Silent Generation/Matures 1925 – (89 – 69 years of age)Baby Boomers1946 – 1964 (68 – 50 years of age)Generation X/Baby Busters/13th Generation1965 – 1981 (49 – 33 years of age)Millennials/Generation Y1982 – 2000 (32 – 14 years of age)Nexters?2001 – present (14 – 0 years of age)
14 Traditionalists/Matures Traditionalists – MillionVeterans, WW II Gen, Seniors, Silent Gen, Matures, VeteransMake up about 6% of the workforce today
15 Traditionalists/Matures: Events Great Depression- Sacrifice and hard timesNew DealWorld War II – Atomic BombSocial Security MandatoryIndustrializationKorean WarRadio/telephone
16 Traditionalists/Matures: Values Hard WorkFrugalDedication & SacrificeHonor / Respect for RulesSacrifice: duty before pleasureConformity
17 Traditionalists/Matures Leadership Style Direct, Command & ControlCommunications Formal/memo, One on OneInteraction IndividualistOther No news is good newsExperience is respectedEducation for many was a dreamRotary PhonesMoney—save and pay with cashFamily is traditionalChildren are seen, not heardLifetime career with one employer
19 Baby Boomers: Events Civil Rights Space Travel Cold War Sexual RevolutionAssassinationsRock and RollVietnam WarTelevisionCredit Cards
20 Baby Boomers: Events Fewer rules: Childhood environment more nurturing Prosperous times: Few layoffsFeminismWomen entered workforce
21 Baby Boomers: Values Optimism Team Orientation Personal Gratification InvolvementPersonal GrowthWorkaholic/Material AcquisitionCompetitive
22 Baby Boomers Leadership Style Consensual, Collegial Interaction Team player, love to have meetingsCommunication In personOther Love title recognitionMoneyYou are valued and neededEducation is a birthrightFamily begins disintegratingBuy now, pay laterAffluent
23 Generation X Gen X-ers 1965 – 1977 70.1 Million Twenty Somethings, Thirteeners, Baby Busters, Post BoomersCurrently make up 29% of workforce
24 Generation X/ Events Fall of Berlin Wall Women’s Liberation Watergate AIDSCynical
25 Generation X/ Events Energy Crisis Video Games Latchkey Upbringing Personal ComputersTurbulent economic times –downturn in 80s, upswing in 90s
26 Generation X/ Values Diversity Techno Literacy Fun & Informality Self Reliance/AutonomyPragmatism/Results oriented“Work to Live”Friends with their childCareer security vs job security
27 Generation X Leadership Style Everyone is the same Challenge others Interaction EntrepreneurCommunications DirectImmediateElectronicOther Freedom is the best rewardLatch Key KidsMoney cautious….save-saveEducation is a way to get thereSorry to interrupt,but how am I doing?
28 Millennials Millennials 1978 - 1994 69.7 Million Nexters, Generation Y, Generation 2001, Nintendo Gen, Gen Net Internet ConnectionCurrently make up 20%
29 Millennial/Events Oklahoma City School Shootings Technology/Internet Clinton/LewinskyConservative Values
30 Millennial/Events Fall of Berlin Wall O. J. Simpson & Casey Anthony TrialsColumbine and Norwegian ShootingsSeptember 11th TragedyIran and Afghanistan Wars-Global perspectivesSome economic prosperity-Market melt downs
31 Millennial/ValuesOptimistic/Prosperity has increased during their lifetimesTeam OrientedCivic DutyConfidentAchievement OrientedRespect for DiversitySocial
32 Millennials Leadership Style TBD Interaction Participative CommunicationsVoice mailCell phoneOtherMeaningful workWhenever I want it I can push & clickWill work with other bright & creative peopleMerged familiesEarn money to spend it
35 Generation Interaction Matures and Boomers may have a tendency not to question or challenge authority or the status quo. This may cause confusion and resentment among the Xers and Millennials who have been taught to speak up.
36 Generational Interaction Xers and Millennials who have had different life experiences and communicate with people differently, may fail to actively listen to Boomers and Matures, thereby missing valuable information and guidance.
37 Generational Interaction Xers and MillennialsPrefer electronic communication.Do not like meetings.Many have not developed listening skills.Traditionalists and BoomersPrefer face-to-face communication.Boomer bosses like to have at least one meeting each week with employees
38 Generational Feedback Feedback styles that may appear informative and helpful to one generation might seem formal and “preachy” to another.Feedback an “Xer” thinks is immediate and honest can seem hasty or even inappropriate to other generations.Some older generations have been told that there is a time and place for feedback. Younger generations haven’t necessarily been taught this “rule”.
40 Generational Feedback Matures seek no applause, but appreciate a subtle acknowledgement that they have made a difference.Boomers are often giving feedback to others, but seldom receiving, especially positive feedback.Xers need positive feedback to let them know they are on the right trackMillennials are used to praise and may mistake silence for disapproval. They need to know what they are doing right and what they are doing wrong.
41 Generational Feedback Matures-“No news is good news”Boomers-“Feedback once a year and lots of documentation”Xers-“Sorry to interrupt, but how am I doing?”Mellinials-“Feedback whenever I want at the push of a button.”
43 Generational Challenges in the Workplace Poor communicationDecreased productivity, quality, & innovationMisunderstood attitudes, relationships & working environmentsLess engaged volunteers & coworkersLack of motivation, initiative, and team work
44 Bridging the Generation Gaps As a worker/group participantAppreciate differencesAcknowledge your interdependencyAppreciate what you have in common
45 Bridging the Generation Gaps As a worker/group participantDiscuss expectationsInquire about immediate tasksLook for ways to cut bureaucracy and red tapeKeep up with technology
46 Bridging the Generation Gaps Expect your leader to: / If you are a leader :Focus on goalsMake everyone feel includedBreak the bonds of traditionShow employees the futureEncourage balance
47 Bridging the Generation Gaps Getting along with TraditionalistsHonor the chain of commandValue the legacy they have builtValue their experienceAppreciate their dedicationCommunicate one-on-oneLearn the organizational history
48 Bridging the Generation Gaps Getting along with BoomersShow respectChoose face-to-face conversationsGive people your full attentionLearn the organization’s history
49 Bridging the Generation Gaps Getting along with XersGet to the pointUseGive them spaceGet over the notion of dues payingLighten up
50 Bridging the Generation Gaps Remember the Golden Rule? “Treat others as you would like to be treated.” Change it to the Platinum Rule “Treat others as they would like to be treated”
51 Personal Strategies for Thriving in the Workplace
52 Bridging the Generation Gaps Wishing people were more like you is not an effective strategy to successBuild a community of relationships within the organizationLeverage those relationshipsConduct your own generational audit of the organizationDevelop a healthy work/life balance
53 Bridging the Generation Gaps Assess your and the organization’s valuesAre mine, the persons who work here, and the stated and unstated values of the organization similar?What are the real rules by whom gets what in the organization?
54 Bridging the Generation Gaps Ask yourself about the Formal Dimension:What am I supposed to do for the organization?What help can I expect?How and when will I be evaluated?What will I be paid? What influcence will my evaluation have on that?
55 Bridging the Generation Gaps Assess your Psychological Dimension:How hard will I have to work?What recognition, financial or other satisfaction, will I receive for my efforts?Do I need advice on assessing the reward/work balance
56 Bridging the Generation Gaps Find a mentor:“Wise and Trusted Counselor” – Homer: “The Odyssey”Someone you would like to beSomeone who can help you get to where you want to goSomeone who :“Coaches – gives correction without creating resentment”John Wooden
57 Bridging the Generation Gaps Expect to fail: “To achieve your dreams you must embrace adversity and make failure a regular part of your life. If you are not failing, you are probably not really moving forward” John Maxwell Be a professional: “Being a professional is doing the things you love to do on the days you don’t feel like doing them” Julius W. Erving, II (Dr J)
58 References1. Zemke, R., Raines, C., & Filipczak, B. (1999). Generations at work: Managing the clash of veterans, boomers, Xers and nexters in your workplace. New York: AMACOM Books. 2. Twenge JM, Campbell SM. Generational differencesin psychological traits and their impact on the workplace. J Mang Psychol 2008; 23:
60 Traditionalists/Matures Conservative somewhat dressy clothingNeatly trimmed hairOwns American Golf ClubsMemories of Marx Brothers, Sinatra, Big Bands, Big CarsTV included Ed Sullivan, Bonanza, Father Knows BestHeroes include FDR, Superman, Babe Ruth, Dimaggio, Patton, MacArthurMemorabilia include Juke Boxes, Blondie, Lone Ranger, Charlie McCarthy
61 Baby Boomers May wear designer glasses, whatever is trendy Longer Hair Designer SuitesMemories of Smothers Brothers, Beatles, Lassie, Drive In, Mickey Mouse ClubTV includes Laugh In, Westerns, Lassie, Mod Squad, Carson, MASH, Sunday Night DisneyHeroes include John and Jackie Kennedy, MLK, John Glenn, John Lennon, GandiMemorabilia includes fallout shelters, TV dinners, Hula Hoops, Peace Sign, Poodle Skirts
62 Generation XMay wear functional clothing, have tattoos, any style hair, naval or nose ringsMemories of Tonya Harding, Snoop Doggy Dog, Beavis & Butthead, Video GamesTV includes SNL, Friends, 90210, Cosby,Heroes include Michael Jordan, Ron Reagan, Magic JohnsonMemorabilia include Brady Bunch, Pet Rocks, Platform shoes, ET, The Simpsons, Sesame Street, Cabbage Patch Dolls
63 MillennialsMay wear Retro Clothing, Spiked , bleached or “in style” hair, Body PiercingPagersMemories of Goo-Goo Dolls, Trench coat Mafia, 9-11TV includes Dawson Creek, The WB, Malcom in the Middle, Who wants to be a Millionaire, That 70’s ShowHeroes include NYPD/NYFD, Parents, Princess Diana, Mother Theresa, Bill Gates, Mia Hamm, Tiger WoodsMemorabilia include, Barney, Teenage Mutant Turtles, American Girl Dolls, Spice Girls, X-Games, Oprah, Rosie
64 Bridging the Generation Gaps We have absolutely nothing in common!”What bugs you?Drives you crazy?
65 Bridging the Generation Gaps MillennialsFind areas that challenge youEncourage your boss/group participants to ask for your opinionAsk to collaborateFind a mentorRealize that timely feedback may be on their schedule, not yours