GENERATIONS AT WORK - CSG West...GENERATIONS AT WORK Kari T. Ellingson, Ph.D. Associate Vice President for Student Development, University of Utah Council of State Governments West

GENERATIONS AT WORK Kari T. Ellingson, Ph.D.

Associate Vice President for Student Development, University of Utah

Council of State Governments West

Western Legislative Service Agency and Research Directors Committee Park City, UT

October 2, 2012

GUESS WHEN?

• “Pupils entering school cannot

write well. Their thoughts are

immature, they are miserably

expressed, and they do not

know how to spell.

• 1694, Harvard

THE MORE THINGS CHANGE…

• “Our civilization is doomed if

the unheard-of actions of our

younger generations are

allowed to continue.” • Inscription on a 4,000-year-old tablet found in the Biblical city of Ur

Why Talk about Generational Differences in Higher Education?

People are our most important resource

We all are different based on:

Perceptions

Worldviews

Experiences

Understanding helps us individualize

approaches to supervision and

interactions.

Our Workforce Today

Traditional (or Silent or Radio

Babies)

Born 1925 - 1945

Ages 67 - 87

Baby Boomers Born 1946 - 1963

Ages 49 - 66

Generation X Born 1964 - 1979

Ages 33 - 48

Millennials (or EchoBoomers) Born 1980 - 2000

Ages 12 - 32

Traditional Generation

VALUES

Believe in rules and authority

Very defined sense of right and wrong

Loyalty and respect for authority

ATTRIBUTES

Disciplined

Dislikes conflict

Detail-oriented

Views understanding history as way to plan for future

TRADITIONAL GENERATION

WORK STYLE

Hardworking

Dutiful and loyal

to company

Command and

control

leadership

Willing to pay

dues

“Effort and dedication

will be rewarded by

stability.”

Changing Timelines

Baby Boomer

Values

Individual choice and independence

Community involvement

Prosperity

Ownership

Position and prestige

Attributes

Optimistic

Somewhat self-absorbed

Goal-oriented

View the world as theirs

Attention-seeking

Conflict avoidant

Baby Boomers

WORK STYLE

Driven and

achievement oriented

Seeks growth and

expansion

Personal identify tied

to work

Team-oriented; seeks

collaboration

“Workaholics”-may

have problem with

balance

“Climb the ladder by

working harder.”

GENERATION X Values

Independence and autonomy

Prefer informality

Work/life balance

Honesty

Family/friend relationships important

Attributes

Adaptability

Skeptical - want to know “why”

Survivors

Technology savvy

Reliable

GENERATION X

WORK STYLE

Works well independently

Little patience with office

politics

Comfortable with

authority but not

impressed with titles

Flexible work hours

See selves as free

agents

Balance!

“Climb the

ladder by

working

smarter.”

Millennials: Born 1980 – 2000 or Ages 12 to 32

SPECIAL

SHELTERED

Called Helicopter Parents

Millennials turn to parents for advice.

Helicopter vs. Stealth Bomber Parent

Parental involvement doesn’t stop at

graduation; parents see child’s life as

a “joint venture”.

Parenting styles mirror Boomers

tendency toward excess.

MILLENNIAL PARENTS

65% said they still ask their parents for academic or career advice

CONFIDENCE

TEAM ORIENTATION

CONVENTIONAL

PRESSURED

How Graduating College Seniors

Ranked Job Attributes by Importance

in 1982 in 2008

Job Security 5 1

Benefits 7 2

Friendly Co-workers 4 3

Job Location 8 4

Opportunity for personal development 1 5

High starting salary 7 6

Recognition 2 7

Opportunity for creativity 3 8

Generational Differences

http://www.youtube.com/watch?v=ib-Qiyklq-Q

http://www.youtube.com/watch?v=RL1H6yTm66I

http://www.youtube.com/watch?v=H-kn08vR6Do

http://www.youtube.com/watch?v=Nd7S3GQPxCU

http://www.youtube.com/watch?v=Ql-iGGxyGuo

http://www.youtube.com/watch?v=-M3Q54rPjQw

Demonstrate respect for their experience

Reward employees for efforts in tangible

ways

Invite to be mentors to younger

employees

Provide feedback in person

Ask questions - don’t assume because

they are older they don’t have the

answers

WORKING WITH TRADITIONALS

WORKING WITH BOOMERS

Focus on individual contributions to

success

Boomers are goal-oriented so specific

projects with end results are valued

Remember that title and status matter so

express their value

Allow opportunities to work on projects in

groups

Acknowledge value publicly

WORKING WITH GEN XERS

Allow them to work on multiple projects (with as much

choice as possible)

Give them autonomy to work independently

Be consistent

Earn their trust

Confirm you understand life outside of work

Let them understand “why” of a project or decision

Allow them to be creative in new approaches

Provide Structure

Clear deadlines

Meetings with agendas

Define assignments

Clear measurement for

success

Work hours?

Boring is Bad!

Provide Guidance

Listen to them

Give feedback...often

Let them choose a mentor, if

possible

Give them the big picture,

even if they only are working

on one piece

Work-Life Integration

Team-Orientation

QUESTIONS?

[email protected]