Exploring Generational Differences: Serving Generation Y with a Workforce of Baby Boomers and Generation X NCAPPA Conference March 7-8, 2012 Charlotte,

Exploring Generational Differences:Serving Generation Y with a Workforce of Baby Boomers and

Generation X

NCAPPA ConferenceMarch 7-8, 2012Charlotte, N.C.

David HolthouserDirector of Facilities Management

Davidson College

Which type of customer contact do you prefer?1) Face to Face communication

2) Email

3) Telephone

4) Texting

Which type of reward motivates you the most?1) Satisfaction of a job well done

2) Title and recognition

3) Money

4) Vacation

What is important to you?1) Your experience is respected

2) Being valued and needed in your workplace

3) Do it your way and forget the rules

4) Working with bright and creative people

Which type of leadership belongs to you?1) Top down style of management

2) Chain of Command

3) Self Command

4) Collaborative

Which best describes your interactive style?1) Individual

2) Team Player

3) Entrepreneur

4) Participative

How often do you want feedback?1) Feedback is not necessary

2) During a performance review

3) Just enough to let me know I am on the right track

4) All the time

Your loyalty is toward….1) The organization

2) The importance and meaning of work

3) Your individual goals

4) People or projects

How often do you use a computer for personal use?1) Seldom

2) Just use at work is enough for me

3) Everyday

4) Cannot live without it

How do you feel about work and money?1) Work hard to be financially secure, and do not waste your money

2) Work should be meaningful, and money should be spent on something you love

3) Work should be short so you can get to your true interest. Money is not all that important.

4) Work should be as fun as possible. Life is short, so enjoy your money.

Using the numberassociated with each answer, add up your

points total.Score 9 – 20: Typical of the TRADITIONALISTS

generation, generally referencing people born between 1922 – 1945.

Score 21 – 25: Typical of the BABY BOOMER generation, generally referencing people born between 1945 – 1964.

Score 26-30: Typical of GENERATION X, generally referencing people born between 1965 – 1980.

Score 31 – 36: Typical of GENERATION Y (also known as MILLENNIALS), generally referencing people born between 1981 – 2000.

Quiz Source: Instrument developed by T. Sesangthong for his Capstone Project: http://ectd.du.edu/uploads/19833130.pdf

Exploring Generational Differences:

David Holthouser 1969-

Director of Facilities Management2000 - present

B.S.M.E North Carolina State University 1992

(then) 31 years old, now 42

Director Experience = 0

Generation X

Robert (Bob) Collins 1946-2007

Director of Physical Plant The Citadel 1978-1990

Director of Physical Plant Davidson College1990–2000

B.A. Fresno College

Lieutenant Colonel U.S. Army 1966 - 1977Two tours in Vietnam174 Attack Helicopter Company

Attended US Army Corps of Engineers training schools

Early Baby Boomer


Generation Birth Years 2013 % of Workforce

Veterans 1922-1945 2%

Boomers 1945-1964 32%

Generation “X” 1965-1980 39%

Generation “Y” 1981-2000 27%


Generation

Veterans b. 1922-1945

Came of Age 1941-1960


Raised by Depression Era Parents

Fought in World War II

Nuclear Family

Generation



Baby Boomers b. 1945-1964



Prosperity at end of war

Nuclear Family Disintegrating

Education is a birthright

Question Authority

Generation





Generation X b. 1965-1980

Came of Age 1980 - 1999


Raised by Boomers now turned conservative

Raised in dual income families as latch key kids

Watched parents suffer layoffs

Generation






Came of Age 1980 - 1999

Generation Y b. 1981-2000

Came of Age 1999- present


Raised by parents who did not want to repeat latch-key independence

Participated in multiple activities in multiple group settings

Have always known technology.

Cell phones common. Evolution of free cell minutes

Organizational Behaviors

Typically disciplined, loyal team players who work within the system. They are respectful of authority, patient and follow the rules. Obviously, they have a vast knowledge legacy to share and embody a traditional work ethic.

Boomers tend to be optimistic, ambitious, competitive, and focus on their personal accomplishments. They believe in working long-hours and expect the younger generations to adopt this approach. They have ruled the workplace for years and are comfortable in the culture they created.

Having seen their parents laid off or face job insecurity, they’ve redefined loyalty. Instead of remaining loyal to their company, they’re committed to their work and people they work with. They are skeptical, risk-takers and want fun in the workplace. They also seek more work-life balance.

They are typically team-oriented, and work well in groups, as opposed to individual endeavors. Also, they’re used to tackling multiple tasks with equal energy, so they expect to work hard. They’re good multi-taskers, having juggled sports, school and social interests growing up.


Generation






Came of Age 1980 - 1999



Workplace Strengths

• Hard-working • Stable• Loyal • Thorough• Detail oriented• Focused• Emotionally mature

• Team perspective• Dedicated• Experienced• Knowledgeable• Service-oriented

• Independent• Adaptable• Creative• Techno-literate• Willing to challenge status quo

• Optimistic• Able to multitask• Tenacious• Technologically savvy• Driven to learn and grow• Team oriented


Generation






Came of Age 1980 - 1999



Workplace Struggles

• Reticent when they disagree• Respect for diversity• Reluctant to buck the system• Uncomfortable with conflict• Presenteeism related to medical issues• Not as comfortable with Technology

•Nontraditional work styles of Generations X and Y• Technology replacing human interaction• Sharing praise and rewards• Balancing work and family• Uncomfortable with conflict, reluctant to go against peers

• Career development• Conflict resolution and office politics• Multi-generational team projects• Balancing work and family• Skeptical and distrustful of Authority

• Respectful communication• Functional literacy• Need supervision and structure, especially with people issues.• Reject the concept of “paying dues,” expect input immediately.


Generation






Came of Age 1980 - 1999



Boomers problems with Gen X:

No company loyalty

No respect for authority

No appreciation for paying dues or tenure

Job hoppers

Are not hard workers or rule followers

Too independent – don’t see value in work

relationships

Seek work/life balance at expense of production

Boomer’s problems with Gen Y:

Desire for a flexible schedule

Lack of respect for authority

Want direction & enjoy collaboration

Their informality at work

Need to be supervised

Excessive reliance on technology

Inappropriate use of technology


Gen X’s problems with Boomers:

Too hierarchical

Distrust loyalty to company

Rules shouldn’t matter, achieving goals does

Full of double-speak, schmoozers

Too structured

Arrogant, used to dominating every trend and market place

Too focused on relationships

Not focused on getting work done

Gen X’s problems with Gen Y

Expect instant reward

Expect immediate feedback

Lack appreciation for infrastructure development

Too easily bored

Lack of respect for money


Gen Y’s problems with Boomers

Delaying retirement/no opportunities for promotion

Work obsessed

Micromanagers

Too autonomous

Resistant to change

Aversion to technology

Gen Y’s problem with Gen X

Not willing to work the time needed

Take too many risks (“dot.coms”)

Not willing to collaborate


Serving Generation Y (our current customers)

Hours of Operation

Communication Means

Role of Parents


Response Time Expected

Role of Peer opinion

Use or Misuse of Chain of Command

Telecom as a Fundamental Utility

Expectation of Sustainability

Classroom Design

Serving Generation Y (our current customers)

What are your campuses experiencing?


iGeneration?


“Mixing and Managing Four Generations in the Workforce” by Greg Hammill. http://www.fdu.edu/newspubs/magazine/05ws/generations.htm

“Engaging the Multi-Generational Workforce”, HR Management (http://www.hrmreport.com/article/Issue-6/Wellness,-Benefits-ANDCompensation/Engaging-the-Multi-generational-Workforce/);

“Engaging Multiple Generations among Your Workforce” by Devon Scheef and Diane Thielfoldt (http://www.keepem.com/pdf/Engaging%20Multiple%20Generations%20among%20Your%20Workforce.pdf);

Leading a Multigenerational Workforce, AARP, 2007; Managing the Multigenerational Workforce: Opportunity for Competitive Success (HR Magazine).

“Techno Gap Faceoff: Gen Y vs. Baby Boomers,” by Diane Lanzillotta Bobis (http://www.bizme.biz/bizclass/techno-gap)

“Practical Research Report #16 – Baby Boomers and Generation X: Bridging the Gap,” by Brent Zinkand Employee Selection & Development Inc.(http://www.employeeselect.com/pr16.htm)

“Gen Y vs. Boomers: Workplace Conflict Heats Up,” by David Koeppel The Fiscal Times (http://www.thefiscaltimes.com/Articles/2011/11/11/Gen-Y-vs-Boomers-Workplace-Conflict-Heats-Up.aspx#page1)

Sirona Says Blog, “Ten Differences between Generation X and Generation Y Employees,” http://blog.sironaconsulting.com/sironasays/2007/12/our-futurex-ver.html

Sources:

Parting Shot: If you have not browsed your campus on You Tube, do so soon…….


Exploring Generational Differences: Serving Generation Y with a Workforce of Baby Boomers and Generation X NCAPPA Conference March 7-8, 2012 Charlotte,

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