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Bridging the Generation Gap: Cross Generational

Communication in a High Risk Safety Environment

ASSE SYMPOSIUM March 27, 2013 Presented By: Laurie French Human Resources Director Managed Care Systems, LLC/ GEMCare Health Plan, Inc.

Learning Objectives

– Understand what shaped and influenced the four different generations.

– Understand the characteristics of each generation.

– Develop better communication when presenting safety related topics or providing coaching

– Develop understanding of how the generations learn

Definition of Generation

A generation is defined as an identifiable group that shares birth years, age, location, and

significant life events at critical developmental stages.

“TALKIN BOUT MY GENERATION”

Which generation does this describe?

“Our youth now love luxury. They have bad manners, contempt for authority; they show disrespect for their elders and love chatter in

place of exercise; they no longer rise when elders enter the room; they contradict their parents, chatter before company; gobble up

their food and tyrannize their teachers.”

Quoted by Socrates (369-499 B.C.)

EXERCISE

Identify as many societal, political, economical events that shaped each generation.

1909 – 1945 Age 25 1934 - 1970

1946 – 1964 Age 25 1971 - 1989

1965 – 1980 Age 25 1990 - 2005

1981 – 1998 Age 25 2006 - 2023

Traditionalists – 1909-1945

Characteristics • Raised in child-centered, over protective environment • Very pro-American; want to win • Stable and Loyal • Follow all the rules; sacrifice, discipline and schedules are important • Born to lead • Uncomfortable with ambiguity, conflict or change. • Cost conscious; believe in maximizing resources • Their word is their bond-agreements through handshakes • Work comes first • Believe in a strong chain of command-command & control

leadership

Reached Age 25 1934 - 1970

Baby Boomers – Born 1946 - 1964

Characteristics • Highly competitive - workaholics • Everyone has to pay their dues-promotions are earned by

putting in time-ambitious. • Need to feel they are making valuable contributions • Raised to respect authority figures/elders • Willing to go extra mile • Expect to lead • Want teamwork and cooperation • Can be technically challenged • Loyal to employer • Care deeply what others think • Need to win but fair and square • Equate work/career with self worth

Reached Age 25 1971 - 1989

Generation X – Born 1965 - 1980

Characteristics • Self-reliant – extremely independent-prefer to work alone

• Skeptical of leaders until they prove themselves

• Enjoy new opportunities to learn new skills and grow professionally

• Want to balance work and personal life-strong sense of community

• Risk takers – not afraid of change

• Ruled by sense of accomplishment not the clock

• Must have a mission/purpose

• Technologically savvy

• Intolerant to “fluff” and ceremony

• Value changing projects and responsibility

• Not overly loyal to employers

• Strong feeling of loyalty to friends and family

Reached Age 25 1990 - 2005

Millennials /Gen Y - Born 1981-1998

Characteristics • Technologically savvy

• Grew up in a child-focused world with a lot of structured activities

• Desire more balanced flexible life

• Want meaningful work - must have a mission/purpose

• Require and seek out feedback from supervisors.

• Seek out mentorship by elders who show interest and respect towards them

• Challenges status quo

• Prefer working in small groups-teamwork

• Socially minded – Global perspective

• Less process focused

• Strong interest in learning

• Poor conflict resolution skills

• Value diversity and change

Reached Age 25 2006 - 2023

Common Characteristics TRADITIONALIST 1909-1945 BABY BOOMER 1946-1964

• Raised in child-centered, over protective environment

• Very pro-American; want to win

• Stable and Loyal

• Follow all the rules; sacrifice, discipline and schedules are

important

• Uncomfortable with ambiguity, conflict or change.

• Cost conscious; believe in maximizing resources

• Born to lead

• Their word is their bond-agreements through handshakes

• Work comes first

• Believe in a strong chain of command-command & control

leadership

• Highly competitive - workaholics

• Everyone has to pay their dues-promotions are earned by putting

in time-ambitious.

• Need to feel they are making valuable contributions

• Willing to go extra mile

• Expect to lead

• Want teamwork and cooperation

• Can be technically challenged

• Loyal to employer

• Care deeply what others think

• Need to win but fair and square

• Raised to respect authority figures/elders

• Equate work/career with self worth

GENERATION X 1965-1980 GENERATION Y/MILLENNIALS 1981-1998 • Self-reliant – extremely independent-prefer to work alone

• Skeptical of leaders until they prove themselves

• Must have a mission/purpose

• Ruled by sense of accomplishment not the clock

• Risk takers – not afraid of change

• Want to balance work and personal life-strong sense of

community

• Technologically savvy

• Enjoy new opportunities to learn new skills and grow

professionally

• Intolerant to “fluff” and ceremony

• Value changing projects and responsibility

• Not overly loyal to employers

• Strong feeling of loyalty to friends and family

• Technologically savvy

• Grew up in a child-focused world with a lot of structured activities

• Desire more balanced flexible life

• Want meaningful work - must have a mission/purpose

• Require and seek out feedback from supervisors.

• Challenges status quo

• Prefer working in small groups-teamwork

• Socially minded – Global perspective

• Less process focused

• Strong interest in learning

• Poor conflict resolution skills

• Value diversity and change

• Seek out mentorship by elders who show interest and respect

towards them.

GROUP DISCUSSION

How do the characteristics of each generation pose a safety risk.

How can we use these characteristics to create a safe work environment.

Training the Generations

Training A Traditionalist Training Environment for Traditionalist Suggestions

• Prefer formal training with direct and

specific feedback

• Prefer one-on-one in private setting

• Face to face meetings or training

preferred to teleconferencing or web

training.

• Prefer direct training without personal

stories or anecdotes.

• Need to see big picture before moving

to details

• Ask permission to give feedback and do

not put on the spot in front of younger

peers.

• Provide written materials for references.

• Web-based training may be challenging

for them. If possible, provide one-on-

one training opportunities.

• Technical training preferred over soft

skills. Will need to find a way to tie

together.

• Allow them to volunteer; do not call on

them to answer questions publically

without warning.

Training a Baby Boomer Training Environment for Baby Boomer Suggestions

• Prefers information presented in

logical/concise manner.

• Not fond of role playing but enjoys

interactive discussions, networking and

teamwork.

• Value learning of any type.

• Like to talk and be seen as important

(Leaders)

• Actively include them in training –

highlight their knowledge. Ask for their

opinion/input.

• Allow for plenty of discussion – do not

call on them to role play; allow them to

volunteer

• Make sure training is well thought out

and presented clearly.

• Provide handouts they can refer to later.

Training a GenX Training Environment for GenX Suggestions

• Enjoy fast paced, varied teaching

approach.

• Will not automatically respect trainer-

cautious

• Expect interaction, humor, relevancy and

technology.

• Visual learners-like games to learn

concepts/skills

• Are flexible in training environments-

instructor led or web based.

• Prefer to learn new things they can use

immediately - relevancy.

• Use varying methods of training –

reading materials, discussions,

presentations

• Use them for role playing or interactive

games

• Use a lot of visual aids and hands on

training

• Tie to personal stories they can relate to

family and friends

• Explain relevancy of training up front

and always tie back to their work.

• Have them work in groups

Training a Millennial Training Environment for Millennials Suggestions

• Prefer to test their knowledge/skill first

then work on what they don’t know.

• Enjoy collaborative learning – everyone

helps each other learn.

• Enjoy games and simulations-active,

hands on learners.

• Expect technology to be used.

• Like to be in charge of their own

learning.

• Like a fast paced learning environment.

• Give them written tests so they

understand their knowledge of subject

first

Ask them to help others who may be

struggling to understand

Provide training that is interactive –

hands on or include role playing. Group

training preferred.

Ask if there are any questions and be

ready/willing to answer

GROUP DISCUSSION

• How would you communicate a critical safety message to each generation?

• How could you design a safety meeting so all generations are engaged?

Thank you