Managing Generational Differences in the Workplace New York State Personnel Council General Membership Meeting Empire State Plaza Meeting Room #2 October.

Managing Generational Differences in the Workplace

New York State Personnel CouncilGeneral Membership Meeting

Empire State Plaza Meeting Room #2 October 25, 2006

John A. MonteiroChairperson, New York State Personnel Council

Director of Human Resources ManagementNew York State Office of Children and Family Services

What is this all about?

First time ever that we have 4 different generations in our workforce working together side-by-side Traditionalists, Boomers, Xers, and

Millennials Each of these generations were impacted by

various events that shape who they are and how they work

We need to understand what motivates the various generations and how to work together

What will you walk away with?

Better understanding and appreciation of each generation and how they act and think

Ideas on how to motivate and retain great employees from all generations

Insight into how to constructively work with individuals from among the various generations

NU lacrosse team visits the White House – “Oh My”

NU lacrosse team sparks flip-flop flap at White House

CHICAGO (AP) —A front-page story in the Chicago Tribune included the headline "YOU WORE FLIP-FLOPS TO THE WHITE HOUSE?!" inspired by an e-mail sent to player Kate Darmody from her older brother after he saw the photo on the team's Web site. Family members of other players expressed similar dismay, insisting the summer footwear staple was too casual for a visit with the president. "Don't even ask me about the flip-flops," said the mother of player Aly Josephs. "It mortified me." The women have defended their attire, arguing they wore a dressier version of the casual sandal. "Nobody was wearing old beach flip-flops," said Josephs, who wore a $16 brown pair with rhinestones. Darmody, 22, added: "I tried to think of something that would go well with my outfit and at the same time not be that uncomfortable. But at the same time not disrespect the White House."

USA TODAY – 7/19/2005

Workplace Conflicts Conflicts frequently have generational issues

as their cause “He is not committed to his job” “He has a poor work ethic” “He does not follow direction” “I cant believe the way he/she dresses” “What do you mean I can’t work from home on

Friday’s”

The Challenge

"Managing multigenerational workforces is an art in itself. Young workers want to make a quick impact, the middle generation needs to believe in the mission, and older employees don't like ambivalence. Your move."

Harvard Business School "Working Knowledge" newsletter, 17 April 2006: "Can you manage different generations?"

A New Generation Gap

“The term Generation Gap was used mostly to describe conflicts between parents and children. Today, the “Gap” has more of a presence in the workplace, where employees from different generations are finding it difficult to work side by side because their experiences, goals and expectations are different”.

GOVEXEC.com

What Shaped You? National Events Music Technology Values Relationships Parental Expectations Other

Characteristics TraditionalistsBorn 1925-1945

Baby BoomersBorn 1946-1964

Generation XBorn 1965-1977

MillennialsBorn 1978 or after

Age Span 61 to 81 years old 42 to 60 years old 29 to 41 years old 28 or younger

Population 75 million 78 million 45 million 80 million

Traits ConservativeDisciplineRespect for authorityLoyalPatriotic

IdealisticBreak the rulesTime stressedPolitically correct

PragmaticSelf-sufficientSkepticalFlexibleMedia/Info/Tech savvyEntrepreneurial

ConfidentWell-educatedSelf-sufficientTolerantTeam buildersSocially/politically conscious

Defining Events Great depressionWorld War IIKorean War

Vietnam WarWoodstockWatergate

Collapse of communismMissing children on milk cartonsComputers in school

Clinton/LewinskySchool shootingsTerrorism on U.S. soilCorporate scandals

Work Is Inevitable Exciting adventure Difficult challenge To make a difference

Work Ethic Loyal/dedicated Driven Balanced Eager but anxious

Employment Goals Retirement for some Second career Work/life balance Unrealistic

Education A dream Birthright Way to get to an end A given

Migration AZ, FL, NC, NV AZ, FL, GA, NV AZ, CO, GA, TX Mom and Dad

Technology LP record 8-track CD iPod/MP3

Communication Face to face Telephone Cellular phone IM/Text messaging

TV Peyton Place Dallas Melrose Place The OC

Sports Joe DiMaggio Joe Namath Michael Jordan Lebron James

Time at Work is defined

Punch clock Visibility Why does it matter if I get it done?

Is it 5 PM? I have a life.

Generational Snapshot of Workforce

21%

30%

41%

8%

Millenniums

Generation X

Baby Boomers

Traditionaliststs

Questions to Consider What motivates employees at work? At

home? What influences employee decisions? What does work-life balance mean

employees? How can you incorporate these insights into

how your organization operates?

Generational Factoids

65% of respondents agreed that generation gaps make it hard to get things done at work

24% of Traditionalists, 30% of Baby Boomers and over 60% of Xers said they feel their generation is viewed negatively

BridgeWorks' 2001 Generations Survey

Generational Factoids

Only 14% of survey respondents choose Generation X as the generation most comfortable managing and this included Xers themselves

One-third indicated that they were often offended by someone from another generation at work

45% of Xers come from families that have experienced divorce

BridgeWorks' 2001 Generations Survey

Generational Factoids When asked who they are most loyal to at work,

Xers put co-workers first, their boss or project next, and the organization last

40% of Xers said having a mentor directly influenced their decision to stay at their current job.

Millennials ranked “personal safety as their #1 workplace issue.

BridgeWorks' 2001 Generations Survey

Generational Factoids

29% of the Traditionalists agreed that a person should build their career with one employer, compared to 14% for Boomers and 11% of Xers

When asked “Which generation is the best at finding work-life balance?”, all generations picked Generation X

Millenniums indicated that flexible workplace and opportunity for promotion was more important than salary

BridgeWorks' 2001 Generations Survey

Traditionalists Generation

Majority (95%) of them have retired Possess intellectual capital and institutional

knowledge Have strong work values and ethics See themselves as vigorous, contributing members

or the workforce Silent stoicism (not much feedback given or

expected)

Traditionalists Generation Offer opportunities for them to mentor Offer opportunities to continue working Allow them to volunteer if they do not want

to continue working Show them that you value their expertise and

contribution

Baby Boomers The “Me” generation Invented and Value work-life balance They are the managers that are running our

organizations today Career oriented “Love the good life” Love job performance feedback

Baby Boomers Help them explore their next set of workplace

options, and demonstrate how your organization can continue to use their talents.

Walk the talk on work-life balance by redesigning their jobs to accommodate multiple life demands.

Encourage them to enrich their present job and grow in place if they need to slow their career pace.

Generation X The next generation of leaders The most well educated generation Goal-oriented Free Agents vs. Company Loyalist Want to be challenged Led dot.com boom Want to have independence

Generation X

Talk to them about their reputation, not just job tasks; they want your candid perspective and feedback

Acknowledge their ability to work independently and encourage them to leverage their entrepreneurial abilities.

Help them get the most out of every job position by discussing what the job can do for them and what they can learn from it.

Millenniums

Value independence Look for new challenges Challenge the status quo We’re all in this together Want the opportunity to make an impact

Millenniums

Demonstrate the stability and long-term value of your organization, and also show how your organization is flexible and filled with learning opportunities for them.

Provide work schedules that help them build careers and families at the same time.

Make groups and teams part of their job.

Summary of Work Characteristics

Traditionalists (5%) Boomers (45%) Xers (40%) Millennials (10%)

Practical

Always at work

Optimistic

Want recognition

Skeptical Hopeful and optimistic

Patient, loyal and hardworking

Difficulty with change

Teamwork and cooperation

Do not accept change

Self-reliant and techno literate

Adaptable to change

Meaningful Work

Moral mindset

Social activism

Respectful of authority

Ambitious

Physical health

Risk-taking Value diversity and change

Rule followers

Rewards later

Prefer Structure

Workaholic –”Thank God Its’ Monday”

Balance work and life

Technology savvy

Immediate responsibility

Reflections

What one thing did I learn about the Millennials?

What one thing did I learn about the X’s? What one thing did I learn about the

Boomers? What one thing did I learn about the Silent?

Reflections (Continued) Which generation is most prevalent in my

workplace? How balanced is my organization in terms of

generations?

When Generations Collide In what areas have you witnessed

generations collide most often in your organization?

Have you experienced generational differences at work?

How do they create problems or opportunities to strengthen your workforce

Do you know your collide points?

Final ThoughtsThe Moment of Truth

What is the ONE thing I learned about “Traditionalist Generation” that will help me most in my job is….?

What is the ONE thing I learned about “Boomers” that will help me most in my job is….?

What is the ONE thing I learned about “Xers” that will help me most in my job is….

What is the ONE thing I learned about “Millenniums” that will help me most in my job is….

What is the ONE thing I learn about how I view the different generations and interact with them?

Lessons Learned

What is the one critical concept that I will apply from this session?

What positive outcome can I expect from applying this concept?

What will I do differently?

Questions and Answers?

Thank You

Handouts can be obtained by going to the Personnel Council Web Site

www.cs.state.ny.us/personnelcouncil/