Group Presentations Life Transitions, Career Decisions, and the Workplace Age and Generational Influences Generations and Career Aspirations (John, Stephen, Wendy, Jessie) Success and Happiness (Tiffany, Laurie) Motivation (Marjorie, Lee) Women, Careers and Culture (Parul, Khurshid) Spiritual Intelligence at Work (Parul, Khurshid) Technology and Work Satisfaction (Ledao) Career Change / Transition (Patrick, Erin, Michelle, Maggie) Women’s Work / Life Path Maslow’s Hierarchy of Needs

Life Transitions, Career Decisions, and the Workplace Age and Generational Influences Career Contexts Self Role Social System

Life Transitions, Career Decisions, and the Workplace Age and Generational Influences Multiple Systems Family –Parents –Siblings –Relatives Generation –Events –Social / Political History Work –Roles –Culture

4 Generations in the Workplace Gen Xers (1965 – 1980) Baby Boomers (1946 – 1964) Millenials / Gen Y (1980 – 1995) Silent Generation (1922 – 1945)

5 Why the Focus on Generations? For the first time in the work place we are faced with managing four separate and distinct generations who are required to : Work as individual contributors Participate on cross functional teams Work more flexibly then ever before in our history Studies from AARP, SHRM and Watson-Wyatt suggest that there will be: A gap in the number of available workers An increased need to retain and retrain older workers A higher level of interest in flexible scheduling Fewer young workers available to fill slots

6 Workforce Demographics

Life Transitions, Career Decisions, and the Workplace Age and Generational Influences Managing Across Generations Why Should Organizations Care? Understanding generational differences can be helpful in: Recruitment Orientation to the Organization Providing Opportunities Development Motivation Management Style Constructing Work Groups and Teams

Generations and the Individual Career Experience How might generational influences affect a person’s career experience? –Criteria for professional success –Level of aspirations –Expectations about a job or organization –Work culture preference –Communication styles –Styles of working Life Transitions, Career Decisions, and the Workplace Age and Generational Influences

Life Transitions, Career Decisions, and the Workplace Age and Generational Influences Factors Affecting Generational Differences Social and political events Economic climate Childhood and family experiences Values of the previous generation

Life Transitions, Career Decisions, and the Workplace Age and Generational Influences Your “Generational” Personality What was Going on in the World When You Were Growing Up? 1.What social, political, or economic events have helped shaped your values and views about the workplace? 2.Who were the personalities (politicians, musicians, leaders, sports heros) that influenced you? 3.What compelling messages about work and education did you receive from your parents, friends, or the media.

11 Traditional / Silent Generation / Veterans ( ) –“World War –Great Depression / “Do Without” Era –Grew up during “hard times” –Grand Projects –Climbed the ladder – rung by rung –Hierarchical – clear roles and distinctions –Have strong work ethic and loyalty to organization –Known for pride in country and patriotism –Some were too young for WWII; to old to be “flower children” –Younger silents were members of the SDS, peace corps volunteers and Civil rights leaders (MLK, Chavez and Gloria Steinem) Cuspers ( )

Life Transitions, Career Decisions, and the Workplace Age and Generational Influences The Veterans – Silents - Traditionals Values and Characteristics Dedication / sacrificePatience Hard work Delayed reward Conformity Duty before pleasure Law and order Adherence to rules Respect for authorityHonor Consistency / UniformityDiscipline Past Oriented / HistoryConservative spending

Life Transitions, Career Decisions, and the Workplace Age and Generational Influences Veterans – Silents - Traditionals On-the-Job Assets Stable Detail-oriented Thorough Loyal Hard-working Liabilities Handling ambiguity and change Reluctant to challenge system Uncomfortable with conflict Reserved when they disagree

14 Baby Boomers ( ) –“Me Generation” – closely connected to work identity. –Child Focus / High Expectations –Known for their optimism –Change focused –Raised to believe that anything is possible, that they could and would change the world. –Enjoy competition and often challenge authority. –Economic Expansion (later Downturn) –Civil Rights Movement, Woodstock, John F. Kennedy assassination. –Vietnam: Questioning Leadership –Are reinventing at an age when other generations were looking forward to retirement. Cuspers ( )

Life Transitions, Career Decisions, and the Workplace Age and Generational Influences Baby Boomers Values and Characteristics Optimism of infinite possibilities Team orientation Personal gratification Health and wellness Personal growth Focus on meaning Defined by Work“You’re valued here” Proving themselves “You’re worthy” Involvement“We need you” Individuality

Life Transitions, Career Decisions, and the Workplace Age and Generational Influences Baby Boomers On-the-Job Assets Service oriented Driven Willing to go “extra mile” Build relationships Want to please Team Players Liabilities Uncomfortable with conflict Reluctant to go against peers Process before result Sensitive to feedback Self-centered Judgmental of those with different views Not budget-minded

17 Gen Xers –Termed “latch key” kids –Most unsupervised generation in out history. –Independent, goal oriented, entrepreneurial –Value work/life balance – need for face-time boggles them. –Word often used to describe them is skepticism. –Massive Layoffs –Downsizing in the 90’s = realization that jobs were not permanent. –Dual Income Families –More Divorces –MTV, AIDS and the Gulf War –Watergrate –Energy Shortage

Life Transitions, Career Decisions, and the Workplace Age and Generational Influences Gen Xers Values and Characteristics Diversity Thinking globally Balance Informality Self-reliance Pragmatic Survival (“Is it on the test?”) Seek sense of family Non-traditional view of time and space Adventure outside the workplace Job vs. “Career” Look for development “Do it your way” “There aren’t a lot of rules here”

Life Transitions, Career Decisions, and the Workplace Age and Generational Influences Gen Xers On-the-Job Assets Adaptable Technologically literate Independent Casual approach to authority Creative Liabilities Impatience People skills need development Skeptical

20 Millenials ( ) –High level of social consciousness –Grown up with more diversity than any other generation and have high expectations for it to be a part of their workplace. –Believe education is key to success. –High level of optimism for the future –More knowledgeable about the world than other generations –Wired since they learned how to talk. –Impacted by Oklahoma City and Enron (Adapted from Managing the Generation Mix, Carolyn Martin and Bruce Tulgan (2002))

21 Cuspers Those born between 1940 and 1945 value the traditionalist work ethic, but also have challenged the status quo. Those born between 1960 and 1965 saw the success of the boomers, but experienced the recession of their Generation X cohort. They didn’t have computers in their classrooms until they went to college and don’t like to be called Boomers. Those born between 1975 and 1980 have a mix of skepticism and optimism and are very comfortable with technology.

22 Generational Differences Loyalty Getting Rewards Rules Authority Individuality Expectations about Economic Success Work Ethic Career Growth Changing Jobs or Organizations Risk and Job Security Personal Satisfaction Leadership Style Work / Family Boundaries Optimism / Pessimism Generations of workers sometimes show differences about the following dimensions:

23 Motivations and Rewards Take a few minutes to answer the following questions: What motivates me? How do I like to be recognized? What do I see as a meaningful reward for a job well done?

24 Motivations and Rewards Brainstorm 2-3 suggestions for how Traditionalists, Boomers, Gen Xers and Millennials might like to be motivated, recognized and rewarded. GenerationMotivate Recognize and Reward Traditionalists Baby Boomers Gen Xers Millenials

25 What Matters Most in the Workplace Silents / Traditionalists –Work that is satisfying –Making a contribution to the organization –Ability to use their skills and expertise –Learning new skills that will help them be effective and valued in their current roles –Working with strong leaders who have proven track records –Are seeing some value in slowing down, but are looking to do it gradually

26 What Matters Most in the Workplace Boomers R-E-S-P-E-C-T Recognition for their contributions Opportunities for self-improvement Environments that are compatible with their newly recognized need for work/life balance

27 What Matters Most in the Workplace Gen Xers –Informal work environment –Ability to set own work schedules –A lot to do and the freedom to do it –See change as an opportunity – to grow, develop new skills and feel motivated –Moving sideways is on par with moving up –Like to be mentored – for some it replaces lack of parenting in early years

28 What Matters Most in the Workplace Millenials Attention and structure from strong, respectful leadership Time for orientation A clear picture of the environment including the good and the bad Opportunities that interweave personal development goals with job performance Mentoring from seasoned people in the organization – they are used to, and expect, mentoring Solid training programs to help them with continued education and skill development

What Groups Are Relevant? Life Transitions, Career Decisions, and the Workplace Age and Generational Influences By Generation Young Adult – Middle Aged Adult – Older Adult Early Career – Mid-Career – Late Career

Is the Generational Lens Viable? What is age based? What is truly generation based? How do we get beyond the stereotypes? A gateway to discussing age in the workplace Initial focus was on differences among generations Opportunity to respect age diversity in the workplace Getting beyond the stereotypes

ZGhttp-VB5xb6KM

32 Communicating Across the Generations

33 Generational Assumptions List some of your assumptions about the communication style of each of the generations in the workplace GENERATIONSTYLE PREFERENCES Traditionalists Baby Boomers Gen Xers Millenials

34 Discussion In your group discuss the following questions. How do your assumptions impact the way you communicate with or manage co-workers from the different generations? What does effective communication look like for each generation? What are examples of ineffective communication?

35 Communicating Across Generations GENERATION MANAGERS WHO COMMUNICATE EFFECTIVELY……. MANAGERS WHO DO NOT COMMUNICATE EFFECTIVELY…… Traditionalists Baby Boomers Gen Xers Millenials

36 Case Discussion Given what you know about your team and have learned about the styles and motivators of the different generations answer the following questions: What is the best way to help them understand the importance of their participation in this meeting? How should you present the agenda and goals for the meeting? How will you structure the meeting so all voices are heard and know they’ve been heard? How can you be sure they walk away with a clear understanding of their roles and responsibilities?

37 Guidelines for Successful Mixing of Generations in the Workplace Talk with each other about generational differences. Engage people in conversations about their needs and preferences. Adapt your style to the generational differences. Recognize and build on individual strengths. Be open to and look for different perspectives. Offer options.