11/21/2019
Managing Generational Differences
There probably isn't a company in America that isn't wrestling with the issue of managing different generations.
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Generational diversity can have an impact on the way employees perform, the way they perceive the organization, and the way they interact with one another.
Let’s Talk About
What are the traits, beliefs, and life experiences that mark each generation, influencing how they work, communicate, and respond to change?
What kinds of challenges does this present for today’s employers?
How do generational workforce differences affect our ability to manage people effectively?
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Diversity and the Workplace
The workplace is diverse in many ways -- race, gender, cultural and religious background, educational and economic background, age, and ability. Generational diversity focuses on differences among employees based on the generation in which a person grew up. A generation has been defined as a period of roughly 20 years. There are five generations in today’s workforce. Generations are shaped by history and events, technological advances, social changes, economic conditions, popular culture, etc.
Generational Diversity in the Workplace Today
Five generations in the workplace today: The Silent Generation Baby Boomers Generation X Generation Y (Millennials) Generation Z
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Let’s Look at the Generations
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The Generations – The Silent Generation
Also known as Veterans, Traditionalists or Matures Born before 1945 They are 70’s to 90’s 24 million in U.S. There are very few of them left in the workplace and their numbers are decreasing rapidly
The Generations – Baby Boomers
Also known as “Me” generation Born after World War II and into the early 1960s They are mid 50’s to early 70’s 76 million in U.S.
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The Generations – Generation X
Also known as Baby Busters or Latchkey Kids Born in the mid-1960s to 1980 They are 40 to mid 50’s 82 million in U.S.
The Generations – Millennials (Gen Y)
Also known as Generation Y, Generation Next or Echo Boomers Born in the early 1980s to the mid 1990s They are mid 20’s to late 30’s 73 million in the U.S.
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The Generations – Generation Z
The newest group Born late 1990s to 2010s They are early teens to early 20’s Nearly 74 million in U.S. Just starting to enter the workforce so not a lot is known – We will learn a lot more in the next 5-10 years
RH1
U.S. Population by Generation
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RH1 Rhonda Housley, 1/16/2019 11/21/2019
By 2030, the U.S. workforce will consist of Millennials (44%) , Gen X (25%), Gen Z (22%) and Boomers (9%).
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Formative Influences
To understand the differences among the generations in the workforce, it’s important to look at the influences and experiences that shaped their formative years.
Formative Influences: Silent Generation
Referred to as “silent” because back in the day children were expected to be seen rather than heard. Came of age in the late 1930s and early 1940s. Grew up on radio rather than TV. Lived through the Depression and heard about the hardships from parents/grandparents -- something they would never forget. Shaped by World War II -- many of them fought and were injured. Younger Silent Generation may have fought in the Korean War, or most likely their fathers did.
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Formative Influences: Baby Boomer
Raised in an era of economic prosperity. The TV generation -- grew up with Howdy Doody,” “Gunsmoke,” “I Love Lucy.” The civil rights movement of the 1950s and 1960s was also a powerful influence for this generation. Influenced by the assassinations of President Kennedy, Martin Luther King, and Senator Robert Kennedy. Vietnam War -- and the protest movement that grew as a result. Experienced the effects of the Beatles and Rolling Stones, Woodstock, the sexual revolution, and the drug culture in the late sixties -- when many were coming of age in their late teens and early twenties. Early astronauts circling the earth and walking on the moon in July 1969. Concerns about planet earth -- the new environmental movement was largely made up of Baby Boomers at first. Birth Control Pill was introduced
Formative Influences: Generation X
The first computer generation – Personal Computers were introduced -- by the time they got to the workplace the technology boom was just beginning. Women entered the workplace in numbers unprecedented since World War II. Watergate, end of the Vietnam War, and the energy crisis were the big issues in the seventies. In the late seventies, it was the hostages in Iran—an incident that fore-shadowed the terrorism of our times. The Reagan era in the eighties was a major influence. The “Evil Empire” of the Soviet Union, covert wars in Central America, and high inflation at home were key issues of the time. And, of course, while the Baby Boomers had their Woodstock and hippies, the eighties ushered in the Yuppies and a life of excess. Raised in an era of economic uncertainty – layoff of parents, recession. Spent less time with their parents than previous generations. They were latchkey kids, not coddled, learned parents were human and fallible. First generation who saw their parents get divorced and/or laid off. First generation predicted to earn less than their parents.
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Formative Influences: Millennials
The first true Internet generation – including cell phones and computers at school and in nearly every middle-class home. Affected by war and watched military actions involving the U.S. Watched the horrific scenes of terrorism on TV—first the Oklahoma City bombing and then 9/11. And they saw video of the first school shootings by and of members of their own generation. Grew into their teens and early twenties in a time of economic prosperity. The stock market was booming in the nineties and just about everybody who wanted to work or could work could find a job—even teens could get a job easily in the service sector. Most scheduled childhoods in U.S. history.
Attributes & Attitudes
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Attributes & Attitudes: Silent Generation
Brought up either in hard times or with parental memories of hard times -- this influenced them to believe in the work ethic, loyalty, and dedication to their employer. Focus on responsibility, duty, and sacrifice in terms of their employment and their families. Have respect for authority, rules, and law and order. Their word is their bond. Willing to work hard and “pay their dues” over the years, put in the hours and do the hard work to get promotions and raises. They never expected to be given a free lunch or a free ride. Keep their job for life if they chose to. Many were solid union supporters who believed in seniority rights, the power of the union to protect their jobs, and the gratitude of their employer for their loyalty, dedication, and hard work.
Attributes & Attitudes: Baby Boomer Raised to respect authority. Grew up in a time when rights were a big issue—in schools, voting booths, housing, and workplaces. Protests against power. Came to work with the idea that they had rights as employees and employers had to respect their rights. Brought the optimism of the sixties and the belief that change could and should occur, and that at work as everywhere else in their lives, there were lots of possibilities within their grasp. More interested in career and personal growth than the previous generation. Equate work with self-worth, contribution, and personal fulfillment. Are competitive and believe in loyalty and dedication to the organization. Big on teamwork and participation. When moved into positions of power in the workplace, put an emphasis on these strategies, which have been widely adopted and have proved very successful in American enterprises of all kinds. They are a special generation capable of changing the world.
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Attributes & Attitudes: Generation X
Tend to be independent and self-reliant -- may consider rules as guidelines rather than absolutes. Use what works and work with what they have at hand. Growth oriented and interested in career advancement. Comfortable with technology and keep up to date on workplace changes. Many need challenges to keep them interested and performing at their best. Value flexibility and informality in their jobs. Like to have fun. Balance between life and work –work to live, not live to work. Expect to have multiple employers, perhaps even multiple careers. Not overly loyal to employers. For the first time, women in the workplace are as educated as men. Question authority figures and are not intimidated by them. Money does not necessarily motivate them, but the lack of money might make them lose motivation.
Attributes & Attitudes: Millennials
Fairly new to the workplace -- but for the most part they appear to be: Independent Confident Optimistic Wired to every kind of technology -- tech/web savvy Multitaskers Respectful of diversity Most educated generation thus far in American history Grew up with pressured, tight schedules, little spontaneity Were sheltered and highly protected as children Demand immediate feedback and recognition Expect to have many employers and multiple careers
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Miscellaneous
Aspirations
Silent Generation – Home Ownership Baby Boomers – Job Security Gen X – Work/Life Balance Millennials – Freedom and Flexibility
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Attitude Toward Technology
Silent Generation – Largely disengaged Brought up on Radio Baby Boomers – Early IT adaptors Brought up on TV Gen X – Digital Immigrants Brought up before widespread use of digital technology Millennials – Digital Natives Brought up during the age of digital technology and comfortable with it
Attitude Toward Career
Silent Generation – Jobs for Life Baby Boomers – Careers Defined by Employers Gen X – Loyal to profession, not necessarily to employer Millennials – Work “with” organizations, not “for”
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Work Ethic & Environment
Silent Generation – Hard working Office only – 8am-5pm Baby Boomer – Workaholic Office only – long hours Generation X – Only work as hard as needed Office, home, desires flexible schedule Millennials - Only work as long as needed Office, home, desires flexible schedule
Career Goals
Silent Generation – A life-time career w/one company Baby Boomer – Long-term commitment to employer Generation X – Expect to have multiple employers, perhaps even multiple careers Millennials – Expect to have many employers, multiple careers
*Younger workers tend to view a career path with a “seize any opportunity” mindset, while older workers are more likely to value “putting in your time” *Younger workers feel you should be promoted every 2-3 years if you’re doing a good job
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Communication Preference
Silent Generation – Formal Letter (or Face-to-Face) Baby Boomers – Telephone (or Face-to-Face) Gen X – Email or Text Message Millennials – Text or Social Media
Attitudes Towards Authority/Rules
Silent Generation – Value conformity, authority and rules and top-down management approach Baby Boomer – May still be uncomfortable interacting with authority figures Generation X – Comfortable with authorities and not impressed with titles or intimidated by them Millennials – Believe respect must be earned and questioning does not equate with disrespect
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Leadership Style
Silent Generation – Directive; Command and Control Baby Boomer – Consensus Generation X – Everyone is the same; Challenge Others; Ask why Millennials – Remains to be seen, but they appear to seek to empower and transform
Loyalty to Employer
Silent Generation – Among the most loyal workers Baby Boomer – Value company commitment and loyalty Generation X – Less loyal to company than previous generations – but loyal to co-workers Learned loyalty did not guarantee job security after witnessing job losses among parents who were loyal to their employers Millennials – Committed and loyal when dedicated to an idea, cause or product Giving two-weeks’ notice may be their idea of loyalty. View job-hopping as a valid career advancement method
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Retention
Silent Generation - Loyalty Baby Boomer - Salary Generation X - Security/Salary Millennials - Personal relationship
Workers are more likely to remain in workplaces that make them happy…..feeling valued, appreciated, and supported.
Motivators
Silent Generation – Self-worth/Respect Baby Boomer – Salary Generation X – Security Millennials – Maintain personal life
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Respect
Older workers want their opinions to be given more weight because of their experience and for people to do what they are told. May not appreciate equal respect being showed to someone with less experience.
Younger workers want to be listened to and have people pay attention to what they have to say.
Feedback
Silent Generation – Not necessary – No news is good news Baby Boomer – Does not handle negative feedback well Generation X – Not necessary Millennials – Constant feedback needed
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Work/Life Balance
Silent Generation – Work and family life are separate Baby Boomer – Sacrifice personal life for work Generation X – Value work/life balance Millennials – Value work/life balance
Attire
Silent Generation - Formal Baby Boomer – Business Attire (high end) Generation X – Business Attire (low end) Millennials – Whatever feels comfortable
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Family
Silent Generation – Traditional Baby Boomer – Disintegrating (high divorce rate) Generation X – Latchkey Kids Millennials – Merged Families
Stereotypes
Silent Generation – A bit out of touch; almost universally admired by other generations Baby Boomer – Authoritarian; resistant to change; competitive; judgmental of differing opinions Generation X – Cynical; hesitant to share information; prefer to work alone Millennials – Fickle; naïve; lazy; disloyal
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Messages that Motivate
Silent Generation – Your experience is respected Baby Boomer – You are valued/needed Generation X – Do it your way Millennials – You will work with other bright/creative people
Current Concerns
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Current Concerns: Silent Generation
Vary from individual to individual Majority are retired, but some continue to work as long as possible— either for financial reasons or because work is an important part of their lives and the prospect of retirement is not such a pleasant one. Healthcare; long-term care; estate planning; chronic disease; depression
Current Concerns: Baby Boomer
Healthcare benefits -- statistics show that people in their fifties and sixties begin to experience more health problems and disease. Retirement -- some of the older ones are already retiring. The younger ones are busy saving for retirement. Many of them are empty nesters. They’ve finally gotten their kids through college and now it’s time to pump up the 401(k). Keeping up with workplace changes and new technologies -- may find this more difficult than it is for the younger generations. Maintaining their status and position as they face more and more competition from the up and coming generations. More leisure time -- they’ve been working for a long time and many have put in long hours on the job over the years and want enjoyment.
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Current Concerns: Generation X
Advancement and raises. (Although this generation has been much better than the previous generations about saving money for retirement.) Want achievement -- and recognition for their achievements. Want their job to be challenging, but they also want job security so that they can continue to provide for their families. With children headed for college, a big mortgage, and lots of other expenses, they can’t afford to lose their job. Need healthcare benefits -- for themselves, children, and spouse. Because Generations Xers parents divorced at an astounding rate, divorce is viewed to be normal by many; consequently, divorce and child custody will continue to be legal issues.
Current Concerns: Millennials
Learning -- about their jobs and the organization. Money -- raises are likely to be a big issue with them. Career opportunities -- they are at the beginning of their careers and beginning to think about the next step. They don’t necessarily expect to stay in one job for long. Recognition and feed-back from their supervisors. Being respected is also very important to them. Have high expectations of themselves and others. They expect success and are upset if they don’t get it.
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We Can’t Forget -- Generation Z
• Tech-Savvy -- has no difficulty using the latest apps, technology, or platforms; it’s what they do. • Independent and Self Confident • Environmentally Aware • Multitaskers • Value Job Security - This is another generation that saw their parents suffer the consequences from a major financial crisis. As such, they want a job that provides them with a secure (personal) life. • Autonomous -- Whenever they encounter a real-life issue, they search for a solution online. With the help of a YouTube or other guides they tend to solve a lot of issues themselves. • Many of them have just started to enter the workforce. Therefore they often find themselves in entry-level or internship positions or graduate programs.
Benefits of Generational Diversity
Skill Diversity Multiple Perspectives Ready the Workforce for the Future Competitive Edge Better Performance and Productivity
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Tips for Managing Multiple Generations
See through the hype -- recognize and embrace the differences Unpack and educate people on biases Find common ground Don’t generalize and stereotype based on generation Know that stereotypes are just that….stereotypes Facilitate cross-generational teams -- Play to strengths Help everyone understand each person has different knowledge, skills and abilities to bring to the table….how to best engage people effectively
Forty percent of U.S. workers has a boss who is younger than they are.
Word of Caution
Generation is only one factor affecting an individual Family background and personal experiences, interests, aspirations, abilities, and personality traits may be more important. The line between one generation and the next is not a clear one. Generations are approximations -- people born at the end of one generation may have more in common with the next generation than their own. Be careful to avoid stereotyping or pigeon-holing people because of their generation. Generational diversity is only one of many factors you need to consider.
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