2012-12-03 Lunch and Learn - Understanding Generational Differences

Lunch and Learn

Adrianna Cumby

December 3, 2012

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Understanding Generational Differences

Proverb: People resemble their times more than they resemble their parents

There may be people from four different generations working together, all with different career ethics, goals and values

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Evidence of Conflicts… “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 have a new rule. I will not attend meetings that start after 5 P.M. I have a life”

“Many of the interviewers did not understand my windy path through employment, which is, of course, a characteristic of my generation. They didn’t understand I wasn’t looking for one job for the rest of my life and that I wasn’t looking for money and status.”

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Understanding Generational Differences

Business objective: – Communicating better in the workplace– Instilling confidence and trust in each other– Understanding where each generation is coming

fromWhat’s in it for me????

– Learn about the differences of each generation– Learn how to minimize generational conflict

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Introduction to the Generations

US Labor Force as of March 2012: ~150M

http://www.catalyst.org/publication/434/generations-in-the-workplace-in-the-united-states-canada

5%

39%32%

24%

Workforce Today

Generation X Born 1966-1980

Age 32-4649M

MaturesBorn 1922-1946

Age 67+8M

Baby BoomersBorn 1947-1965

Age 47-6660M

MillenialsBorn 1981-2000

Age 12-3132M

8%

29%

28%

34%

Workforce Tomorrow

MaturesBaby BoomersGeneration XMillenials

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1937 Hindenburg tragedy

1937 Disney’s first animated feature (Snow White)

1941 Hitler invades Russia

1941 Pearl Harbor; U.S. enters World War II

1945 World War II ends in Europe and Japan

1947 Jackie Robinson joins major league baseball

1947 HUAC investigates film industry

1950 Korean War begins

1954 First transistor radio

1960 Birth control pills introduced

1962 John Glenn circles the earth

1963 MLK, Jr. leads march on Washington

1963 President Kennedy assassinated

1965 U.S. sends troops to Vietnam

1966 Cultural Revolution in China begins

1967 World’s first heart transplant

1969 U.S. moon landing

1969 Woodstock

1970 Women’s liberation demonstrations

1973 Global energy crisis

1976 Tandy and Apple market PCs

1978 Mass suicide in Jonestown

1979 Three Mile Island 1979 Margaret Thatcher becomes first female British Prime Minister

1979 Massive corporate layoffs

1980 John Lennon killed

1981 AIDS identified

1986 Chernobyl disaster

1986 Challenger disaster

1987 Stock market plummets

1989 Exxon Valdez oil spill

1989 Berlin Wall falls

1989 Tiananmen Square uprisings

1990 Nelson Mandela released

1993 Apartheid ends

1995 Bombing of Federal building in Oklahoma City

1997 Princess Diana dies

1999 Columbine High School shootings

2001 World Trade Center attacks

2002 Enron Scandal

2003 War begins in Iraq

2004 Tsunami in Asia

2005 Hurricane Katrina

2007 Global Economic Downturn

2007 iPhone Debut

2008 Beijing Olympics

2011 Japan Earthquake 9.0

Matures Baby Boomers Generation X Millenials

Major Events While You Were Growing Up?

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Make do or do without.

Consider the common good.

Stay in line.

Sacrifice.

Be heroic.

Technology Era:

Radio

Matures

Change the world.

Work well with others.

Live up to expectation.

Duck and cover.

Be anything you want to be.

Technology Era:

Television

Baby Boomers

Don’t count on it.

Heroes don’t exist.

Get real.

Take care of yourself.

Always ask “why?”

Technology Era:

Personal Computer

Generation X

You are special.

Leave no one behind.

Connect 24/7.

Achieve now!

Serve your community.

Technology Era:

The Internet

Millenials

Compelling Messages From Formative Yrs

http://assets.aarp.org/www.aarp.org_/cs/misc/leading_a_multigenerational_workforce.pdf

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Trivia…

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Introduction to the Generations

Need a volunteer!

Which generation do you belong to?

http://projects.usatoday.com/news/generations/quiz/

http://projects.usatoday.com/news/generations/quiz/

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Group Discussion

Break into four groups representing the four generations – Matures, Baby Boomers, Generation X, Millenials

Each small group discuss the following topics and presents findings to the group– What do you perceive as traits of your generation?– What are your strengths and weaknesses?– The best and worst things about how your generation

communicates?

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Matures

Traditionalists, Builders, Industrialists, Depression Babies, Radio Babies, GI Joe Generation, and Greatest Generation, WWII Generation

Loyal, patriotic, hard working, fiscally conservative, have faith in institutions

Conservative in dress and language See work as a privilege Strong work ethic, discipline, stability, and

experience make them invaluable employees

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Baby Boomers

Boomers, Vietnam Generation Question authority, idealistic, problems with change,

competitive, bide time before getting promoted Possess the majority of buying power in the U.S. Cost of illness and healthcare is a principal concern Love to travel Well‐educated Comfortable with technology Thinking about retirement

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Generation X Twenty Somethings, Thirteeners, Baby Busters, Post Boomers, GenX,

Baby Busters, Thirteenth Generation (since American Revolution) Independent, Unfazed by change Were brought up as latch‐key kids Self‐reliant, independent thinkers Highly educated Accepting of diversity Many are married and/or raising young children 1st to be brought up in a world of instant gratification Savvy consumers Skeptical Now entering their prime earning years

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Millenials Nexters, Generation Y, Internet Generation, Generation 2001, Nintendo Gen,

Net Generation, Echo Boomers, Boomerang Generation, Digital Generation Technological advances, less competitive, open-minded outlook on work and

life, globally concerned, time not a factor for promotion, focus on results Socially conscious & civic minded Place heavy importance on personal life Were born into technology (iPods, BlackBerries, cell phones) One of the most educated generations yet Heavily influenced by the information revolution Racially & ethnically diverse, Impatient, image‐driven Brought up in a world of instant gratification Idealistic, diverse, digitally-enabled, social and perhaps most importantly,

ambitious

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Millenials Tall task to retain and motivate Millenials since attitudes

toward work and careers differ from previous generations as evidenced by:– Millenials prioritize “meaningful work” over high pay– 1 in 3 Millenials said “social media freedom” is a higher priority

than salary– 70% of Millenials are planning to change jobs once the economy

improves Recent College Grads Are Looking For:

– Creativity and innovation– Approachable, Open-Door Management– Technology and Pace that Matches Individual Strengths– Relaxed Dress Code

16http://onlinemba.unc.edu/mba-at-unc-blog/geny-in-the-workplace/

Immense initiative Extraordinary communications and

technology skills Embrace work/life integration Natural team players Confident to try new things Wide variety of social connections Globally and socially conscious Value helping others Work well with defined and clear

expectations High value for work relationships Open to asking for help and guidance Extreme emotional awarenessLipkin/Perrymore, (2009)

“Y In the Workplace: Managing the “Me First” Generation”

Millenials

17http://onlinemba.unc.edu/mba-at-unc-blog/geny-in-the-workplace/

Millenials

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The Generations At Work

Not everybody in the workplace is motivated by the same things anymore

Getting the most out of each generation requires flexibility

When companies can learn to do this it can be incredibly rewarding for both the company and employees

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Matures at WorkAssetsExperience, enhanced knowledge, dedication, focus, stability, loyalty, emotional maturity, and perseverance

LiabilitiesReluctant to buck the system, uncomfortable with conflict, reticent when they disagree

They prefer to work for managers who are…Are directive and identify a clear directionTake a logical approachSet long-term goals;Are fair and consistentSpell out clear job expectationsAre respectful

MotivationThey tend to be motivated when managers connect their actions to the overall good of the organization.

Messages that motivate“Your experience is respected here.”“It’s valuable to the rest of us to hear what has and hasn’t worked in the past.”“Your perseverance is valued and will be rewarded.”

RewardsTangible symbols of loyalty, commitment, and service including plaques and certificates

Preferred methods of communicationMemos, letters, and personal notes

Managers who drive them crazy…seem too touchy-feelyare indecisiveworry about making unpopular decisionsuse profanity and slanguse experimental, trendy management styleare disorganized


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Use a personal touch. Make face-to-face contact. Computer-driven communication sometimes alienates members of this generation.

Be mindful of age and experience. Show them that their experience is viewed as an asset rather than a liability.

Capitalize on experience. Consider setting up mentoring relationships that match senior employees with younger ones.

Matures at Work – Recruit and Retain


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Boomers at Work AssetsService orientation, dedication, teamperspective, experience, and knowledge

LiabilitiesNot necessarily “budget minded,” uncomfortable with conflict, reluctant to go against peers, may put process ahead of result

They prefer to work for managers who are…Are consensual and treat them as equalsTake a democratic approachWork with the group to define a missionShow warmth and caringAssure them they are making a difference

MotivationBaby Boomers tend to be motivated byleaders who get them involved and show them how they can make a difference.

Messages that motivate“Your opinion is valued.”“You can work as long as you want to.”“Your contribution will be recognized.”“We need you.”

RewardsPersonal appreciation, promotion, and recognition

Preferred methods of communicationPhone calls, personal interaction

Managers who drive them crazy…aren’t open to inputare bureaucraticsend a “my-way-or-the-highway” messageare brusquedon’t show interestpractice one-upmanship


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Offer flexible work arrangements: telecommuting, adjustable scheduling, personal time to handle family and caretaking matters.

Provide challenging work opportunities, horizontal movement, learning opportunities.

Offer phased retirement programs.

Offer health and wellness programs to foster healthy life styles.

Boomers at Work – Recruit and Retain


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Generation X at WorkAssetsAdaptability, techno-literacy, independence, creativity, willingness to buck the system

LiabilitiesSkeptical, distrustful of authority

They prefer to work for managers who are…Competent, direct and straightforwardGenuineComfortable giving them a deadline andturning them loose to meet itInformalSupportive of training and growthopportunitiesFlexibleResults-oriented

MotivationAllow them to get the job done on their own (what might seem unorthodox) schedule.

Messages that motivate“Do it your way.”“We’ve got the newest hardware and software.”“There aren’t a lot of rules around here.”

RewardsFree time, upgraded resources, opportunities for development, bottom-line results, certifications to add to their resumes

Preferred methods of communicationVoice mail, email

Managers who drive them crazy…micro-managedon’t walk the talkspend too much time on process and too little on resultsare flashyare bureaucraticschmooze


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Generation X at Work – Recruit and Retain

Show them lots of options for their workplace schedule.

Allow them to work autonomously.

Tap into their adaptability. Generation Xers are typically flexible, and many are independent operators. Give them an important task that needs to get done; they’ll likely get it handled!

Give FAST (Frequent, Accurate, Specific, Timely) feedback in order for them to build their skills and improve their resumes.


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Millenials at WorkAssetsCollective action, optimism, ability to multi-task, and technological savvy

LiabilitiesNeed for supervision and structure; inexperience - particularly with handling difficult people issues

They prefer to work for managers who are…Educational and know their personal goalsPositiveComfortable coaching and supporting themCollaborativeOrganized and create a reasonable structureAchievement-orientedMotivational

MotivationMillenials tend to be motivated when their managers connect their actions to their personal and career goals.

Messages that motivate“You will be working with other bright, creative people.”“You and your co-workers can help turn the company around.”“You can be a hero here.”

RewardsAwards, certificates, tangible evidence of credibility

Preferred methods of communicationInstant messages, blogs, text messages, emails

Managers who drive them crazy…are cynical and sarcastictreat them as if they are too young to be valuableare threatened by their technical savvyare condescendingare inconsistent and disorganized


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Millenials at Work – Recruit and RetainTap an outstanding employee from the Millennial Generation to talk to the candidate about the company.

Provide flexibility to allow them to pursue their many outside interests.

Get them involved in meaningful volunteer efforts. These workers are community-oriented and are graduates of required community service hours.

Count them in on benefits like 401(k) plans. Millenials are financially savvy.

Use their capability to access and share information quickly. This is the most technologically and globally aware generation.

Pair them up with older mentors. On surveys, Millenials say they resonate most with the Baby Boom and World War II generations.

Help them learn interpersonal skills for the workplace. They may need to be rescued from difficult situations while they develop these skills.


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Maximizing Leadership of Millenials:They are… Motivated to have an impact on the

organization – Empower the entrepreneurial spirit

At ease with communications technologies– Utilize expertise and “connections"

Favor open and frequent communications with supervisors – Provide quality feedback

Work well in teams– Trust and supportive coworkers will

encourage involvement, commitment and better performance

Broader perspective about the world marketplace – Let them grow

http://onlinemba.unc.edu/mba-at-unc-blog/geny-in-the-workplace/

Millenials Want: Coaching, Collaboration, Measures, and Motivation

Challenges for Managers


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Communications Strategies Matures

– Words and tone of voice should be respectful, with good grammar, clear diction, no slang or profanity. Language should be a bit formal and professional, and the message should relate to company history and long-term goals.

Baby Boomers– Relational, perhaps over coffee or lunch. Relationship and business results are

intertwined. Ask about mutual interests. Make the conversation participative by getting the other’s input, and link the message to the team or individual vision, mission, and values.

Generation X– Don’t waste the person’s time. Be direct and straightforward. Avoid corporate-

speak. Send an email or leave a voicemail that states clearly what you want, how it will serve the Generation Xer, and when you want it.

Millenials– Be positive. Send a text message or meet face-to-face. Tie the message to the

Millenials personal goals or to the goals the whole team is working toward. Don’t be condescending. Avoid cynicism and sarcasm.


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What’s in Common?

Flexibility is important regarding work-life balance

Highest indicator of satisfaction is to feel valued on the job

Career development is a high priority

Supportive work environment where they are recognized and appreciated with rewards for results

And, most importantly, all generations value trust and want respect

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Takeaways

Strive to develop empathy and understanding of different generations, to become better listeners, to instill confidence and trust in each other, to improve communication—and ultimately, to make the organization more effective and profitable

Team diversity can breed great success… different talents, knowledge, outlooks, and innovative ideas are essential tools to handle any challenges that come to the organization

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Slides and reference documents are saved here:

L:\Business Development\Resources\Lunch and Learn\ 2012-12-03 Understanding Generational Differences

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Generations Trivia and Answers What professional wrestler frequently asked if you

could smell what he “was cooking”– The Rock

What was the name of Bart Simpson’s Christian next-door neighbor?

– Ned Flanders

This NFL Quarterback was the league’s MVP in 1957, 1959 and 1964

– Johnny Unitas

If you asked me if I liked a song and I said “Fo Shizzle,” did I like the song or not?

– For Sure!

In an episode of “I Love Lucy,” Lucy tries to sell what tonic?

– Vitameatavegamin

What is the first and last name of Sponge Bob’s thrill-seeking Squirrel Pal?

– Sandy Cheeks

What kind of car did Ferris borrow from Cameron’s father in “Ferris Bueller’s Day Off?”

– 1961 Ferrari 250 GT California

This men’s hair care product came in a tube and “a little dab’ll do ya”

– Brylcreem

When you are chatting online what does ROTFL mean?

– Rolling on the Floor Laughing

He was the lead actor in the 1949 war film “Sands of Iwo Jima”

– John Wayne

“Pokemon” is short for…– Pocket Monster

In 1952 this Hollywood star married baseball great Joe DiMaggio

– Marilyn Monroe

Which female singer took home 5 Grammy awards in 2004

– Beyoncé Knowles

You’ll wonder where the yellow went when you brush your teeth with…

– Pepsodent

Who was President from 1953-1961– Dwight D Eisenhower

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Backup

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Career Goals

Matures– Build a legacy

Baby Boomers– Build a Stellar Career (Career Makers)

Generation X– Build a Portable Career (Career Builders)

Millenials– Build Parallel Career (Career Changers)

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Rewards

Matures– The satisfaction of a job well done

Baby Boomers– Money, title, recognition, the corner office

Generation X– Freedom is the ultimate reward

Millenials– Work that has meaning for me

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Balance

Matures– Support me in shifting the balance

Baby Boomers– Help me balance everyone else and find meaning myself

Generation X– Give me balance now, not when I’m 65

Millenials– Work isn’t everything, I need flexibility so I can balance all

my activities

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Recruiting

Matures– Talk about history and the future, flexible schedule

Baby Boomers– Emphasize values, people-focus, communicate how they can contribute

to product/service, status (corner office, parking space), flexible schedule

Generation X– Talk about creative environment, offer diverse work experiences,

emphasize future plans and how they contribute to them, flexible schedule

Millenials– Opportunity to learn new things, diverse work experiences, mentor them

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Feedback

Matures– Not fans of feedback – no news is good news – if my boss

isn’t talking to me, I must be doing well Baby Boomers

– Yearly feedback with lots of documentation Generation X

– Frequent feedback Millenials

– Obsessed with getting feedback and teamwork

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Retaining Matures

– Tend to be loyal, many have reached financial security, enough to consider making a move if unhappy, let them mentor less experienced employees, can be a barometer of retention problems

Baby Boomers– Show they’re making significant contributions, provide challenging work,

publically recognize their accomplishments Generation X

– Do not micromanage, give candid timely feedback, encourage informal and open communication, use technology to communicate, provide learning opportunities

Millenials– Provide good supervision and structure, communicate clear objectives,

emphasize ability to make a difference, use technology to deliver information, provide interesting and meaningful work

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Matures at Work

Motivators: accomplishment, control, responsibility Actions

1. Offer plenty of personal interaction - ask questions and listen

2. Provide clear (written) goals and expectations

3. Show respect for age and experience – good mentors

4. Provide plenty of technology training

5. Be totally honest and candid

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Baby Boomers at Work

Motivators – money, recognition, control, promotion Actions

1. Show you care

2. Give frequent recognition

3. Treat them as equals – coach don’t direct

4. Give them a chance to talk

5. Be honest, candid and direct

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Generation X at Work

Motivators – bonus, recognition, meeting personal objectives, mentoring, training

Actions

1. Provide a fun workplace

2. Use written goals

3. Involve in teams

4. Be truthful and direct

5. Separate career and life

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Millenials at Work

Motivators – mentoring, recognition, time off, training, meeting personal objectives

Actions

1. Give frequent instant feedback, keep energy high

2. Use technology to the max

3. Offer multi-tasking projects

4. Provide close supervision

5. Provide people skills training

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2012-12-03 Lunch and Learn - Understanding Generational Differences

Documents

preferred

baby busters

baby boomers

corner office

career goals

flexible schedule

term goals

technology