“THE REAL VOYAGE OF DISCOVERY CONSISTS NOT IN SEEKING NEW LANDSCAPES BUT IN HAVING NEW EYES.” MARCEL PROUST Intergenerational Communication in the Workplace.

“THE REAL VOYAGE OF DISCOVERY CONSISTS NOT IN SEEKING NEW

LANDSCAPES BUT IN HAVING NEW EYES.”

MARCEL PROUST 

Intergenerational Communication in the Workplace

Workshop Goals

Increase knowledge and understanding of the four generations

Enhance comprehension of how generational differences affect you

Promote skills for effective intergenerational communication

Expand capacity to manage diverse working styles across the generations

Is the Generation Gap Back?

Generational differences represent a critical new aspect to workplace diversity.

How you view generational differences is based on your generational perspective.

The Four Generations

The Traditionalists 1922–1943/46

The Boomers 1943–1960/1946-1964

Generation X’ers 1960-1980/1964-1980

Millennials 1980-2000

The Traditionalists

Born between 1922-1943/1946 are now 57 - 81 years old

Represent 25% of the work population

Also known as the:veterans, seniors, traditionalists, silent generation

The Baby Boomers

Born between 1943-1960/1946-1964*

Now between the ages of 39 and 60

72 million strong

Also known as: Boomers

The Generation X’ers

Born between 1960-1980/1964-1980

Currently 23 – 43 years of age

17 Million

Also known as: X’ers, BabyBusters, Post-Boomers

The Generation Y’s or Millennials

Born between 1980 and 2000

Under 23 years of age

68 Million Strong

Also known as the:Nexters, Nintendo

Generation,Internet Generation

How Their Times Shaped Them

Traditionalists: Defining Events

The Great Depression & Dust BowlThe New DealSocial Security EstablishedGolden Age of RadioPearl Harbor AttackedWW II and Korean WarPatriotismRise of Labor Unions

Traditionalists: Heroes

SupermanMacArthur, Patton, Halsey,

Montgomery, EisenhowerFDRWinston ChurchillAudie MurphyBabe RuthJoe DiMaggio

Boomers: Defining Events

Economic ProsperityExpansion of SuburbiaFocus on ChildrenTelevisionVietnamAssassinationsCivil Rights MovementCold War/McCarthy HearingsSpace Race/Moon Landing

Baby Boomers: Heroes

GhandiMartin Luther King Jr.John and Jacqueline KennedyJohn GlennFeminist Movement

Gen X’ers: Defining Events

Watergate, Nixon resignsChallenger DisasterComputersSingle-parent homesLatchkey KidsMTVAIDSHarsh economic conditionsGlasnost, PerestroikaPersian Gulf

Gen X’ers: Heroes ?

Oprah WinfreyBill Gates & Steve JobsMichael JacksonMichael JordanThings, animation…

Millenials: Defining Events

TechnologyTV Talk ShowsMulticulturalismDesert StormClinton ScandalsSchoolyard ViolenceOklahoma City Bombing9/11Columbia tragedy

Millenials: Heroes ?

Michael JordanPrincess DianaMother TeresaTiger WoodsLance Armstrong

Comparing the Generations

Traditionalist1901-1942

Baby Boomers1943-1960

Generation Xers1961-1981

Key descriptor Loyal Optimistic Skeptical

Notion of command Chain of command

Change of command

Self-command

View of hierarchy Prefer top-down; military

Comfortable with top-down

Prefer flat

What they’re building A legacy A stellar, upward career

A portable career

Job changing Carries a stigma Puts you behind Is necessary

Motivator A job well done Money, title, promotion

Self fulfillment, freedom, fun

Workplace flexibility Who will do the work?

The nerve of those Xers!

I’ll go for the right lifestyle

Comparing the Generations

Traditionalists1901-1942

Baby Boomers1943-1960

Generation Xers1961-1981

Working long hours Required, prudent Will get you ahead, money, bonus

Get a life!

Productivity Inputs and outputs matter

Input matters most Output is all that matters

Give me more… Essentials Money Time

Performance reviews

If I’m not yelling at you, all is fine.

Once a year; well-documented.

Sorry to interrupt again, how am I doing?

Work-Family Work matters most; wife at home

Work matters most; dual career or divorced

Family matters; dual career

Career paths Slow and steady Ladder Lattice

Career pace Prove yourself with loyalty; pay dues

Prove yourself with long hours; pay dues

I want to know all my options now.

Generational Clash in the Workplace

Worldwide economyRapid change in the workplaceDownsizing of companiesMergers, acquisitions, consolidationsElimination of middle managementLess union activity in companiesSeniority only one element of promotionTechnology

The Result:

No job is safe, and no career assured.

Causes employees to identify more with their generation and blame other generations for workplace problems and issues.

The real generational workplace conflict is based on differences in values, ambitions, views, mindsets, and demographics.

Traditionalist Values

Dedication/sacrifice

Law and orderStrong work ethicRisk averseRespect for

authority

PatienceDelayed rewardDuty, honor,

countryLoyalty to the

organization

Traditionalists at Work

Assets

StableDetail orientedThoroughLoyalHard working

Liabilities

Inept w/ambiguity and change

Reluctant to buck the system

Uncomfortable with conflict

Reticent when they disagree

Traditionalists: Training & Development

TrainingTake plenty of

time

Give them the “big picture”

Emphasize long-term goals

Let them share their experience

DevelopingTechnology

Don’t stereotype as technophobes

Use formality and order

Don’t rush it

Messages that Motivate Traditionalists

“Your experience is respected here.”

“It’s important for the rest of us to hear what has, and hasn’t, worked in the past.”

“Your perseverance is valued and will be rewarded.”

Boomer Values

OptimismTeam workPersonal

gratificationHealth and

wellness

Promotion and recognition

YouthWorkVolunteerism

Boomers at Work

AssetsService orientedDrivenWilling to “go

the extra mile”Good at

relationshipsWant to pleaseGood team

players

LiabilitiesNot naturally “budget

minded”Uncomfortable with

conflictReluctant to go against

peersPut process ahead of

resultsSensitive to feedbackJudgmental of those

who see things differently

Boomers: Training & Development

Training

Focus on the near future

Focus on challenges

Focus on their role

Development

Meetings and team team building

Provide develop-mental experiences

Use business books and training tapes

Messages that Motivate Boomers

“You are important to our success.

“We recognize your unique and important contribution to our team.”

What is your vision for this project?”

“You are valued.”

Gen X Values

DiversityThinking globallyBalance in lifeComputer literacyPersonal

development

FunInformalityIndependenceInitiative

Gen X’ers at Work

AssetsAdaptableTechno-literateIndependentNot intimidated by

authorityCreative

LiabilitiesImpatientPoor people skillsInexperiencedCynical

Gen X’ers: Training & Development

Training

Focus on balance

Offer them access to many different kinds of information

Provide resource lists

Development

Electronic support

Keep materials brief – bullets/checklists

Help them train for another job

Messages that Motivate Gen X’ers

“Do it your way.”

“We’ve got the latest computer technology.”

“There aren’t a lot of rules here.”

“We’re not very corporate.”

Millennial Values

OptimismCivic dutyConfidenceAmbition/

achievementTradition

EducationIdealismFunDiversity

Millennials at Work

AssetsLoyaltyOptimismTolerantMulti-taskingFast-thinkingTechnological

savvy

LiabilitiesNeed for

supervision and structure

Inexperience, particularly with handling different people issues

Service levels are low

Millennials: Training & Development

Training

Take plenty of time

Let them know what they do matters

Communicate expectations

Development

Focus on customer service and interpersonal skills

Model the behavior you want to see

Large teams with strong leadership

Messages that Motivate Millennials

“We provide equal opportunities here.”

“Your mentor is in his/her sixties.”

“You are making a positive difference to our company.”

“You handled that situation well.”

Using the ACORN Approach

Accommodate employee differences.

Create workplace choices.

Operate from a flexible management style.

Respect competence and initiative.

Nourish retention. Source: Generations At Work, Ron Zemke, Claire Raines, and Bob Filipczak

“It is axiomatic that we should all think of ourselves as being more sensitive than other people because, when we are insensitive in our dealings with others, we cannot be aware of it at the time: Conscious insensitivity is a self- contradiction.”

- W.H. Auden