Generational Differences in the Workplace

Generational Differences

in the WorkplaceAntonio A. McLaren

July 23, 2012USDA/1890 National Scholars Orientation

Ideology

• Your value system was shaped in first 10 years by family, friends, community, significant events, general “era” when you were born

• During 20th century, children experienced similar things because of increasing globalization

• Similarly aged people experienced similar events as children and were raised by parents with similar parenting views

• You’ll likely have similar value systems to this day

Rachelle Vettern, Mark Schmidt, and Tom HallNDSU Extension Service, North Dakota State University

Yes or No Q&A’s

• As much as you are ABLE, please stand if your answer to the questions is “yes”, and please remain seated if your answer to the questions is “no.”

• This presentation is interactive. Participation is encouraged.

Do you have a retirement plan

(i.e. 401 K, TSP)?

Do you see yourself retiring in the next 5 – 10 years?

Do you have a will, a power of attorney, or an advance health care directive?

Do you own an address book?

Can you recite your best friend’s phone number?

Do you own an i-pod, smartphone, or tablet? Did you program it?

Generation X

1963 – 1981

Baby Boomers 1943 - 1962

Silent Generation1925 - 1942

Millennials1982 - 2000

• Smallest segment of workforce• Respect for authority• Dedication and sacrifice• Hard working• Stay on track . . . Get it done!• Emphasis on hierarchy/career ladder• Conformity

Silent Generation1925 – 1942

Characteristics of Silents

• Successful• Inclusive• Pragmatic• Mentors• Quiet, but industrious• Cautious• “Hip,” friendly style allows them

to connect with young people

• Shrinking segment of workforce• Self-absorbed• Seek personal gratification• Individual and team oriented• Challenge traditions• Demand multiple options

Baby Boomers1943 – 1962

Characteristics of Boomers

• Educated• Independent• Desire quality• Cause-oriented• Fitness conscious• Question authority• Groomed to explore inner world

• 40%+ of the workforce• Self-reliant, practical• Informal, want to have fun• Free agents (3-5 years at one job)• Work to grow and learn (not retire)• Jobs must be skill opportunities• Information technology is key

Generation X 1963 – 1981

• Self-motivated• Require little oversight• Less organizational loyalty• Cynical of grand promises and big

visions• Will manage and lead incoming

Millennials

Generation X 1963 – 1981

Characteristics of Gen X• Neglected by parents• Self-reliant• Survivors• Serious about life• Stressed out• Loyal to relationships (relied on friends)• Skeptical• Highly spiritual• Initiated “Casual Fridays”

• Sense of entitlement• Grew up with fully scheduled, adult-led

lives• Technologically superior• High self-esteem• Global understanding• Appreciate diversity and other cultures

Millennials (Generation Y) 1982 – 2000

• Accomplishments are true measure of a person’s merit

• Expect/demand:– Career tracks– Attentive supervisors– Regular appreciation– Regular advancement

• Diverse• Optimistic• Question and debate

Millennials (Generation Y)1982 – 2000

Characteristics of Millennials

• Optimistic/idealistic• Individualistic yet group-oriented• Short (very short) attention span• Busy spending their $• Overscheduled• Entrepreneurial• Ambitious yet inexperienced• Acknowledge and admire some

authorities

• This is a generation in training• Characteristics are still yet to be

determined!

Post-Millennials (Generation Z) 2001 – 2020

Do you see yourself in your generational group?

What significant events might help to define who

we are within our generational group?

• Hitler and Mussolini consolidate power (1930s)

• Rise of communism (1920s and 1930s)

• Great Depression (1930s)• Pearl Harbor – World War II (1940s)• Atomic bomb (1945)

Silent Generation1925 – 1942

• Threat of nuclear war• Cold War – Iron Curtain• Space/arms race• Cuban missile crisis• Korean & Vietnam Wars• Civil rights movement• Assassinations (JFK,MLK,RFK)• “Woodstock generation”• Women’s liberation

Baby Boomers1943 – 1962

• Watergate (1972)• Vietnam War ends (1975)• Iranian hostage crisis (1979)• President Reagan and Pope John Paul II shot (1981)• America’s War on Drugs (1980s)• Challenger disaster (1986)• Chernobyl nuclear accident in USSR (1986)• Iran-Contra scandal (1987)• Black Monday on Oct. 19

(Dow drops 508 points – 2nd worst fall in history) (1987)• Berlin Wall comes down/Cold War ends (1989)• Operation Desert Storm (1990)

Generation X 1963 – 1981

• Oklahoma City bombing (1995)• Princess Diana dies in Paris (1997)• Monica Lewinsky affair (1998)• Columbine massacre/

schoolroom violence (1999)• 9/11• Iraq War / War on terror• VA Tech massacre (2007)

Millennials (Generation Y)1982 – 2000

• Hurricanes Katrina and Rita (2005)• U.S. Economic Crisis (2008)• Dow drops 778 points (9-29-08)• U.S. elects first African American

President (2008)• Others???

Post-Millennials (Generation Z) 2001 – 2020

What are some assets that provide incentives in

today’s workplace across all generational groups?

• Flex time• Telecommuting• Results versus time-in-the-office• Cutting edge information technology• Advancement – promotions• Award systems

Organizational Policies

• Learn the environment– Help to understand workplace culture

• Help to process feedback• Build networks and interpersonal

relationships• Finding internal motivation and satisfaction

Mentoring and oversight

• Assists us during self-discovery process• How to give and receive feedback

– Accepting constructive criticism

• When/how to be formal in communications• Self-management/accountability

Training

Training (continued)

• USDA AgLearn Portal– Offers a wide variety of courses for

professional development– Assists in developing the IDP– Facilitates training requests– Prints your learning plan history for you– Great for conveying accomplishments for

performance evaluations

• Shadowing• Detail• Leadership Development Program (i.e.

Aspiring Leaders Program)• SES Program• Special Assignments (Agency committees,

Volunteering, CFC, exhibiting at conferences and meetings)

Professional Development

• Where are you now?• Where do you want to be?• Develop Goals

– Specific, Realistic, Timely, and Measurable

• Develop strategies to meet leadership needs– Individual Development Plan (IDP)

Career Planning

What are some strategies or tools for improving dynamics

in the workplace?

Communication

• Verbal and written– Sometimes, different generations

communicate differently.

Technology• New technology is helping us do our job faster…

but is it better?– E-grants– E-mail– Videoconferencing– AgLearn

• Are we becoming more efficient or dependent (or lazy…)?

• What are the costs/benefits of new technology?

Succession Planning

• How do we adequately train our new employees for the actual job?– Mentors/”go to person”– Attainable information about the agency,

partnerships, funding authorities, federal grants assistance

– Intranet Page– Documentation of day-to-day operations,

tasks, and responsibilities that you perform

Succession Planning

• How are we preparing current staff to handle extra duties? (i.e. vacancies, professional development activities)

• How do we train new employees to do the job when someone retires?

• How do you contact your stakeholders, peer panelists, and grant reviewers?

What is a major challenge in dealing with

generational differences?

Ageism

• Definition: Stereotyping and prejudice against individuals or groups because of their age.

• Subordinate groups: Less than 35 years of age, and over 65 years of age.

• Dominant groups: Between 35 and 65 years of age.

Ageism Questions

• Can someone be “too young” or “too old” for a particular job?

• Age versus experience: Is there a real issue here, or is it all in our heads?

• Is it disrespectful for the “millenials” to go against the grain?

• Does respect come with age?• Does wisdom come with age?

Ageism in the Real World

• Presidential Election– Can someone be too young or too old for

the job?• Rising up the career ladder

– Can someone be too young to be a GS-15?• Conflicts in supervision

– Can a supervisor be too young or too old to provide benefits to his/her employees?

Food for Thought

• If you were to retire tomorrow, what information would you pass to your successor for overall career achievement?

Closing Question:How can we improve our

understanding of generational differences?