Managing Across Generations
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Managing Across Generations
What is a Generation?
A society-wide peer group, born over a period roughly the same length as the passage from youth to adulthood (21 years), who collectively possess a common persona that could be defined by the historical and sociological experiences they have shared…
Howe & Strauss, Millennials Rising
Are you Connected with all Generations in your
Workplace?What do my Employees
want and need?
How do I engage and retain my Employees?
How do I manage myDiverse workforce?
Matures /TraditionalistsPrior to 1946
Baby Boomers1946-1964
Generation X1965-1980
Generation Y/Millennials1981-2000
• Stable
• Loyal
• Hardworking
• Technology Challenged
• Slower to Change
• Risk Averse
• Experienced
• Relationship Builders
• Service Oriented
• Driven
• Process before Results
• Dislike Conflicts
• Technology Literate
• Not intimidated by Authority
• Creative
• Skeptical
• Impatient
• Risk Takers
• Technology Savvy
• Team-oriented
• Global Mindset
• Multi-taskers
• Opinionated
• Need Structure
• Value Social Networking
Generational Attributes
Challenges in today’s diverse Multi-Generational Workforce• For the first time, we have four different
generations in the workplace.• There will be a mass exodus of Baby Boomers in
the next five years which will result in a huge loss of work experience.
• New generations cause rapid culture changes that require agile, flexible management.
• Two experienced workers leave the work force for every one inexperienced worker we hire.
Shifts in the Labor Force
• Baby Boomers are retiring: 30 to 40% of workforce are eligible or will retire over the next 5 to 10 years.
• Generation Y/Millennials are expected to produce the largest # of employees in the history of America: 80 to 100 million new employees!
Current Percent of Total Workforce
per Generation (in Millions)Matures/Traditionalists,
8%
Baby Boomers, 46%
Generation X, 23%
Generation Y/Millennials, 23%
Matures/Traditionalists Baby Boomers Generation X Generation Y/Millennials
Projected Percent of Total Workforce per Generation (in Millions) by 2015
Matures/Traditionalists, 3%
Baby Boomers, 40%
Generation X, 20%
Generation Y/Millennials, 37%
Matures/Traditionalists Baby Boomers Generation X Generation Y/Millennials
A Company’s 2013 Challenges• Changing Demographics
– Greater Employee Diversity– Workplace impact
• Performance and Productivity
• Competition for Critical Talent– Engagement – Retention
• Workforce Planning– Turnover– Recruiting
Generational Characteristics
Events and Experiences
Matures/Traditionalists• World War I • Typical work week was
reduced from 60 hours to 45 hours
• World War II• Great Depression
Baby Boomers• Cold War Begins• Civil Rights
Movement• Space Exploration
Events and Experiences
Generation X• Civil Rights Movement• Shift from Blue Collar
to White Collar Occupations
• Energy Crisis• Watergate
Generation Y• Desert Storm• Oklahoma City Bombing• Columbine School Shooting• War in Iraq Technology
Personal Values
Matures/Traditionalists• Hard Work• Dedication & Sacrifice• Respect for Rules• Duty before Pleasure• Honor
Baby Boomers• Optimism• Team Orientation• Personal Gratification• Involvement• Personal Growth
Personal Values
Generation X• Diversity• Techno Literacy• Fun and Informality• Self-reliance• Pragmatism
Generation Y• Optimistic• Techno Literacy• Feel Civic Duty• Confident• Achievement
Oriented• Respect for Diversity
Matures/Traditionalists Characteristics
• Generational personality– Consistency, uniformity, law & order – Dedication, sacrifice
• Work ethic– Detail-oriented, stable– Obedience over individualism
• Leadership style– Command & control– Non-participative decision-making
• Teaming style– Civic minded– Used to strong leadership in teams
Baby Boomers Characteristics
• Generational personality– Optimistic, star of the show– Personal gratification, spiritual
• Work ethic– Workaholics– Competitive
• Leadership style– Collegial, fair– Participative
• Teaming style– Play nice– “Pick me, pick me!”
Generation X Characteristics
• Generational personality– Self-reliant, nontraditional– Skeptical, risk-takers
• Work ethic– Flexible, informal– Multitasking, balance
• Leadership style– Egalitarian, fair, competent– Thrive on change, challenge
• Teaming style– Independent, cooperative– Virtual
Generation Y/Millennials Characteristics
• Generational personality– Savvy– Confident, optimistic
• Work ethic– Flexible, resilient– Salary not important
• Leadership style– Used to being in authority– Individualistic, entrepreneurial
• Teaming style– Cooperative – Can-do attitude
Matures /Traditionalists Baby Boomers Generation X Generation Y/
Millennials
Attributes
• Stable• Detail-oriented• Thorough• Loyal• Hard working
• Service-oriented• Driven• Willing to “go the
extra mile”• Good at
relationships / teams
• Want to please
• Adaptable• Techno-
literate• Independent• Creative
• Collective action• Optimistic• Tenacious• Heroic spirit• Technologically
savvy
Potential Challenges
• Inept with ambiguity / change
• Uncomfortable with conflict
• Reticent to disagree
• May not be naturally cost conscious
• Reluctant to go against others
• Process ahead of result
• Sensitive to feedback
• Judgmental
• Impatient• Inexperienced• May have
challenges communicating with people
• Need supervision and structure
• Inexperienced• May have hard
time handling difficult people issues/conflict
Generational Differences
Generations On-the-Job
Career ManagementMatures/
Traditionalists Baby Boomers Generation X Generation Y / Millennials
Career Goals
“Build a legacy” A lifetime career with one company
“Build a stellar career”Excel in career
“Build a portable career”A repertoire of skill, experience
“Build parallel careers” Several jobs simultaneously
Work/LifeSupport Me in Maintaining Balance
Help Me Balance Everyone Else and then Find Meaning for Myself
Give Me Balance Now, Not When I’m 65
Work Isn’t Everything, I Need Flexibility to Balance All My Activities
Matures/TraditionalistsCommunication
– “Okay, I’ll do what you tell me to do” Feedback
– “There is a time and a place for feedback”Time Management
– “I’ll give you an honest day’s work for an honest day’s pay”
Work-Life Balance– “Gimme flextime!”
Development– “I’ll get my training on the job, thank you!”
Baby BoomersCommunication
– “You don’t need to tell me that. I know it already!”
Feedback– “Tell me more”
Time Management– “I’ll work until I drop!”
Work-Life Balance– “Is this workaholic life worth it?”
Development– “Hey, skills are important but my success
comes from my work ethic!”
Generation XCommunication
– “What? I’m listening. I can listen and do something else at the same time”
Feedback– “Give it to me immediately and honestly so I
know I’m on the right track”Time Management
– “What does it matter when I work, as long as I get the job done!”
Work-Life Balance– “I’ll do overtime only when necessary!
Development– “I’m gonna get skills left and right; my next
job will be from this collected set!”
Generation Y/MillennialsCommunication
– “I don’t need another meeting to learn about the new policy, just send me an email”
Feedback– “I want praise; if I don’t hear from you, I’ll
think you hate my work”Time Management
– “It’s 5pm; I’m outta this gig!”Work-Life Balance
– “Decisions-decisions. Do I want a life…or a promotion?”
Development– “I want new skills as I don’t have the time to
gain them…”
What Does Each Generation Want?
• Continuous development• Control of time• Synergy• Incentives• Flexible leadership
Key Generational DriversMatures /
TraditionalistsPrior to 1946
Baby Boomers1946-1964
Generation X1965-1980
Generation Y/Millennials1981-2000
• Want expertise and experience to be valued to build a good life
• Transitioning to retirement
• Dealing with dependent care needs (issue for about 1/3 of mature workers)
• Focused on company sponsored retiree health care options
• Looking for “flexible” job opportunities – reduced physical demands, re-training, volunteering, and/or reduced hours
• Want hard work to be valued – to build a better life
• Planning for retirement
• Raising children and saving for children’s education
• Taking care of aging parents
• Dealing with stress of balancing work and personal life
• Looking for advancement opportunities, including leadership
• Want company to value individual contributions – to live better
• Saving for retirement
• Raising children and saving for children’s education
• Want balance between work and personal life
• Valuable flexible work hours
• Expecting advancement opportunities, including leadership
• Want to value own contributions – to live a better life
• Starting to save
• Saving for a home
• Thrive in an informal workplace with flexibility and volunteer opportunities
• Requiring advancement opportunities, lots of recognition, mentor access
• Value access to outside education
• Use social networks and high-tech tools
Tips to Managing Across Generations
Work Performance Expectations
• Every employee should be held to the same standard.
• No exceptions should be made that compromises the integrity of the job or diminishes the effectiveness of your department to carry out its mission.
• All employees should comply with policies and procedures set forth.
Valuing Differences
• The most successful leaders find a way to let every generation be heard.
• Leaders recognize that no one person has all the answers.
• Appreciation of diversity allows each group to contribute and be a part of the growth of a department or organization.
Matures/Traditionalists
• Break through stereotypes and earn trust.• Give a chance to learn at own pace.• Respect experience; ask to help transfer
that accumulated knowledge.• Give reasons to be loyal; gain their
confidence by demonstrating compassion and understanding.
Baby Boomers• Show appreciation for energy, hard work
and contributions.• Acknowledge influence as important
members of the team; challenge them to contribute.
• Involve them in helping to set the organization’s direction and implementation of change.
• Support work/life balance.• Offer opportunities to be a coach.
Generation X
• Serve as role model.• Understand they are not “company people,”
they’re selling you their talents.• Reward with time and learning
opportunities.• Clearly communicate that repetitive tasks
and quality checks are part of the job.
Generation Y/Millennials
• Take time to orient to organizational culture.• Take an active role in plotting future; spend
time talking about them, not work.• Give lots of visibility.• Celebrate team successes with individual
rewards as well.• Provide structure and strong leadership.
Adapting Programs to a Multi-Generational Workforce
Health/Wealth Career Work/Life
• Medical• Dental• Vision• Life AD&D Insurance• HealthCare Flexible
Spending Account (FSA)• Dependent Care Flexible
Spending Plan• Short-Term Disability• Long-Term Disability• 401(k) Plan• Health Advocate• Employee Assistance
Program (EAP)
• On-Boarding• Employee Engagement
Activities• Performance Management• Talent Management• Career Pathing• Tuition Reimbursement• Lunch and Learns• Toastmasters
• Services and Colleague Discounts
• Service Recognition• Volunteer Time Off
Program• Green Initiative• Flex Time*• Compressed Work Week• Vacation• Personal Days
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