Jonathan On Generations

“I’m not trying to cause a big sensation.I’m just talkin’ ‘bout my generation (The Who 1965)

“People resemble their times more than they resemble their parents” (Ancient saying)

Description Born Age Pop’n (mill) % of Pop’n

BuildersBefore 1946

61+ 3.5m 17%

Boomers 1946 -1964 42 -60 5.3m 26%

Generation X

1965 – 1979 27 - 41 4.4m 21.5%

Generation Y

1980 – 1994 12 – 26 4.2m 20.5%

Generation Z

1995 – 2009 Under 12 3.1m 15%

ABS Population Pyramid 2006 & McCrindle Research Study 2006

grown up during the Depression and WW11

builders of the infrastructure, economy, institutions

have an ability to deal with hardship; politically and socially conservative; very patriotic; strong work ethic

used to working in a hierarchical work environment which is male dominated

preferred management approach is face-to-face communication and telephone calls, gain satisfaction from a job well done

influenced by TV, Rock and Roll, the Vietnam War, decimal currency

work ethic is demonstrated in a commitment to working long hours, employer loyalty, and high level of competitiveness

tend to focus on a career path and expect upward advancement

motivated towards retirement and staying and looking young

favoured management approach is to receive and give clear steps to a defined goal, see teams as their preferred option

saw in the personal computer, AIDS, single parent families, growth in multiculturalism, downsizing of companies

probably the least understood of the groups. Sometimes viewed as lazy and whingers – but started the whole ‘work/life balance’ concept

children of workaholic parents, childcare generation, grew up to be self-reliant, individualistic

attracted to flexible work schedules

will move on to another company if job isn’t taking them where they want to go

outcome focused, and need recognition for results

expect specific, constructive feedback on performance

in management terms, enjoy multiple tasks, but demand to set own priorities

most educated, well travelled, technologically savvy generation in history

lived through the age of internet, cable television, September 11, globalisation and environmentalism

‘instant’ is their mantra

strong ability to relate to one another without face-to-face interaction

want flexible work schedules, have a high level of civil duty

1/3rd will change jobs every 3 years, while 2/3rd will hold a job for less than 5 years

will leave their employers when expectations are not being met

In management terms, they expect continuous learning and building skills.

know their personal goals and aspirations and expect the world to fit into those goal

born in the age of technology and have not known life without it

as a result, have short attention spans

looking good cosmetically is important, and yet they struggle with obesity

motivation emerges from the dislike of teamwork, and preference for individual challenge

In management terms they need technology to succeed, encouragement and leadership

children of “helicopter parents”

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Convergence model of generational decision-Convergence model of generational decision-makingmaking

Rational

Generation Y

Generation X

Boomers

Builders

clash of working styles may cause frustration

Boomer managers who pressure younger workers to work long hours may see their absentee rates soar and retention rates plummet

benefit packages will no longer be one-size-fits-all

health issues and stress management will become more of a concern

being aware of the value differences between people of different generations in the workplace

sensitivity to communication differences

establish comfortable work environments, flexible work hours and project-centred rather than function-based responsibilities

be flexible, challenging, creative and empowering in your management style

the technologically savvy want access to information anytime,

anywhere

encourage staff to use the service of EAP’s in preventing issues from becoming serious and costly problems

consider offering a cafeteria-style benefits package that allows for flexibility, so you can mix and match to meet your employee’s different needs

“I’m not trying to cause a big sensation.I’m just talkin’ ‘bout my generation (The Who 1965)

“People resemble their times more than they resemble their parents” (Ancient saying)