2

1925- The Silents 1949

The 1943 - Boomers 1960

Generation 1961- X 1981

Millennial 1982- Generation 2000  As Americans continue to live and work longer, today’s workforce spans four generations

 Each contributes its own values, attitudes and perceptions to an evolving workplace 4

We tend to think of the Each New Generation: future as a straight line, an extension of the present, Will break from the but this is never true young-adult generation’s styles Howe & Strauss theorize that there are patterns to each Will correct the perceived new generation and they ‘excesses’ of the current mid-life generation investigate the implications upon society Will fill social role vacated by departing elder generation

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Idealist (Boomers)

 Increasingly indulged youths after a secular crisis

Reactive (Gen X’ers)

 Grow up under-protected and criticized youths during a spiritual awakening

Civic (Millennials)

 Increasingly protected as children after a spiritual awakening

Adaptive (Silents)

 Overprotected and suffocated youths during a secular crisis

Strauss & Howe. Generations: The History of America’s Future, 1584-2069. 1991.

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For the first time in U.S. history, we have four separate generations When generational collisions working side-by-side. occur, the results are:

While there is no magic Reduced profitability birthday date that makes a member of a specific Hiring challenges generation, one’s Increased turnover rates experience and sharing of history helps shape a Decreased morale “generational personality” during their formative years.

Lancaster, Lynne C. When Generations Collide: How to Solve Generational Puzzle at Work. The Management Forum Series. 2004. 9

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Core Values

 Dedication

 Hard Work

 Conformity

 Law and Order

 Patience

 Delayed Reward

 Duty before Pleasure

 Adherence to Rules

 Honor 12

 Raised by the G.I. Generation (civic)

 Large families (3-5 children)

 Strong sense of extended family (same town/home)

 Grandparents in the home

 Average 10-year-old spend 4-6 hours daily with significant adult role model

 Apprenticeship businesses and farming

 Perception of the world as “safe” 13

Important Events Cultural Memorabilia  Stock Market Crash  Kewpie Dolls

 The Great Depression  Mickey Mouse  Flash Gordon  Lindbergh Transatlantic Flight  Radio  The New Deal  Wheaties  Social Security  Tarzan  Pear Harbor  Jukeboxes  End of WWII  Blondie  FDR dies  The Lone Ranger  Korean War  The McCarthy Era 14

 Grew up in “do-without” era

 Dedication, sacrifice, savers

 Duty, honor, country

 Respect authority; comfortable with hierarchy

 Like details; uncomfortable with ambiguity and change

 Age = Seniority Cartoon Copyright © Rex May Baloo Cartoonstock.com  Dick Van Dyke  Dick Clark

 Allen Ginsberg  Carol Burnett

 Johnny Cash  Andy Warhol

 BB King  Paul Simon

 Jack Nicholson  Malcolm X

 Dustin Hoffman  John F. Kennedy

 Robert Redford  Gloria Steinman

 Bob Dylan  Noam Chomsky

 Bill Crosby  Jack Kevorkian

 Neil Armstrong  Shirley Temple

 Alan Alda  Clint Eastwood

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Core Values

 Optimism

 Team Orientation

 Personal Gratification

 Health and Wellness

 Personal Growth

 Youth

 Work

 Involvement 19

 Divorce reached a low in 1960 of 9%

 Families moved due to GI Bill, GI Housing and industrialization

 Family size smaller (2-3 children)

 Few grandparents in the home

 Mom stayed home and Dads carpooled

 First generation to live miles from extended family

 Children spent significant time with adult role model

 Perception of the world as “safe” 20

Important Events Cultural Memorabilia  First Nuclear Power Plant  Television

 Cuban Missile Crisis  Poodle Skirts

 Kent State Massacre  Barbie Dolls

 John Glen Orbits the Earth  The Ed Sullivan Show

 Martin Luther King Jr.  Fallout Shelters

 The Civil Rights Act  The Peace Sign

 JFK Assassination  Pop Beads

 Rosa Parks  Slinkies

 Watergate  TV Dinners

 Vietnam War  Hula Hoops 21

 Grew up in one of the healthiest economies

 Optimistic

 Workaholics; created the 60-hour workweek

 Defined by their job

 Consumers; success is largely visible

 Love-hate relationship with management

 Likely to challenge authority but want leadership positions

 Kathy Bates  Whoopi Goldberg

 Jon Bon Jovi  Denzel Washington  Roseanne Barr  Bill Gates  Oprah Winfrey  Stevie Nicks  Bono (U2)  Johnny Depp  Tom Hanks  Whitney Houston  Bill Clinton  Ron Howard  Madonna  Wynonna Judd  Jay Leno  Stevie Wonder  O.J. Simpson  Tommy Lee Jones  Jerry Seinfeld  Drew Carey

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Core Values

 Dedication

 Hard Work

 Conformity

 Law and Order

 Patience

 Delayed Reward

 Duty Before Pleasure

 Adherence to rules

 Honor 27

 Divorce reached an all-time high

 Single-parent families became the norm

 Latch-key kids were the major issue of the time

 Children not as valued – seen as hardship

 Families spread out (miles apart)

 Family size = 1.7 children (many only-child families)

 Perception of the world as “unsafe”

 Average 10 year old spent 14 ½ minutes with significant adult role model

 When they became parents they decided, “we need to do better for our children” 28

Important Events Cultural Memorabilia

 Women’s Liberation Protests  Super-hero Cartoons on TV  Watergate Scandal  The Brady Bunch  Three Mile Island  Pet Rocks  Energy Crisis Begins  Platform Shoes  Iran Hostage Crisis  Cabbage Patch Dolls  Mass Suicide in Jonestown  School House Rock  John Lennon Assassination  The Simpsons  Ronald Reagan Inaugurated

 Challenger Disaster  Evening Soaps

 Exxon Valdez Oil Tanker Spill  E.T. 29

 Grew up when national institutions came under question. Ex: inflation, oil shortage, Watergate

 Layoffs; end of lifelong employment for their parents

 No common heroes

 Wary of commitment, professionally and personally

 Cynical & pessimistic

 Comfortable with change

 Self-reliant; fend for themselves, they were the latch-key children Cartoon Copyright ©2000 David Farley Cartoon Copyright © Nick Baker Cartoonstock.com  Barack Obama  Douglas Rushcoff

 Jennifer Lopez  Marshall Matthers (Eminem)  Tom Cruise  Michael J. Fox  Michael Jordon  Sheryl Crow  Jennifer Aniston  Reese Witherspoon  Kurt Cobain  Leonardo DiCaprio  Pam Anderson  Ashton Kutcher  Mike Tyson  Mike Myers  Demi Moore  Macaulay Culkin  Cameron Diaz  Janeane Garofolo  Mariah Carey  Quentin Tarantino

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Core Values

 Timeliness

 Making a Difference

 Tolerance

 Environmental Stewardship

 Authenticity

 Family

 Global Perspective

 Technology

 Personal Freedom

 Team Work 34

 The most monumental financial boom in history

 Steady income growth through the 90’s

 Still great disparity between races

 Saw their parents lose all their stocks and mutual funds (college funds) during the early 2000’s

 Average age of parents higher than ever before

 Smaller families (10% of families with single child)

 More parental education: 1 in 4 families at least one parent with college degree

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Important Events Cultural Memorabilia  Clinton/Lewinsky Scandal  Pokémon

 September 11th  Harry Potter  Columbine High School Shooting  Power Rangers

 OJ Simpson Murder Trial  Beanie Babies

 First Cloned Sheep Dolly  Super Mario Bros

 Iraq War & Peace-keeping  Britney Spears mission  Barney & Friends  Princess Diana’s Death  Tickle Me Elmo  Oklahoma City Bombing

 McGuire/Sosa Homerun Chase  Bart Simpson

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 Grew up in mini-vans, protected by car seats, “Baby on Board” signs and Child Protection Laws

 Strauss & Howe’s 7 Characteristics of Millennials:  Confident, Achieving, Special, Pressured, Sheltered, Team-Oriented, Achieving

 Technology Savvy, social networking, online lives

 Multi-taskers, short attention span, high expectations,

 LeBron James  Mary-Kate & Ashley Olsen  Anne Hathaway  Scarlett Johansson  Natalie Portman  Paris Hilton  Nick Cannon  Lady Gaga  The Jonas Bros  Lindsay Lohan  Michael Cera  Evan Rachel Wood  Ellen Page  Shia LaBeouf  Daniel Radcliff  Dakota Fanning  Rihanna  Haley Joel Osment  Megan Fox  Shaun White  Miley Cyrus

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 Social, Political, & Economic  Interaction with Others Influences  Preferred Approach to  Family Structure & Influence Feedback

 Education  View towards Company

 Values/Morals  Work vs. Personal Life

 Work Ethic  Desired Rewards

 Preferred Leadership Approach  Financial Behaviors

 Communication Style  Relationship with Technology

 Motivational Buttons  General Expectations 48

 2/3 Boomers think “Smart Phones”  62% of Millennial professionals contribute to the decline in access social network sites at workplace etiquette work – only 14% of Boomers do

 17% Boomers think laptops and  Millennials spend 10.6 hrs a day PDAs during in-person meetings is on social networks – Boomers “efficient” spend 5.6 hours per day

 28% of Boomers think blogging  40% of Millennials think blogging about work-related issues is about work-related issues is acceptable acceptable

Source Perez, Sarah. The Technology Gap at Work is Oh So Wide. Read Write Web. April 24, 2009. 49

Chart copyright: Hammill, Greg. “Mixing and Managing Four Generations of Employees. FDU Magazine Online. Winter/Spring ‘05 Chart copyright: Hammill, Greg. “Mixing and Managing Four Generations of Employees. FDU Magazine Online. Winter/Spring ‘05 51

 Boomers may think Gen X’ers are too impatient and willing to throw out the tried-and-true strategies

 X’ers may view boomers as always trying to say the right thing to the right person & inflexible to change

 Traditionalists may view Boomers as self-absorbed and prone to sharing too much information

 Boomers may view Silents as dictatorial and rigid

 Gen X’ers may consider Millennials too spoiled and self-absorbed

 Millennials may view Gen X’ers as too cynical and negative

Source: Constance Patterson Ph.D. Dittmann, Melissa. Generational Difference at Work. Monitor. Vol 36. 6. June 2005. http://www.apa.org/monitor/jun05/generational.html 52

 To Silents: “Your experience is respected,” or “It is valuable to hear what has worked in the past.”

 To Boomers: “You are valuable, worthy,” or “Your contribution is unique and important to our success.”

 To Gen X’ers: “Let’s explore some options outside of the box,” or “Your technical expertise is a big asset.”

 To Millennials: “You will be collaborating with other bright and creative people,” or “You have really rescued this situation with your commitment.”

Source: Constance Patterson Ph.D. Dittmann, Melissa. Generational Difference at Work. Monitor. Vol 36. 6. June 2005. http://www.apa.org/monitor/jun05/generational.html 53 54

 Silents and Boomers have  Millennials do seem to sacrificed everything for form more loyalty to the the company/organization. project, their co-workers, They built their lives and perhaps the values of the company. around the company.  Millennials are looking for  Millennials appear to have companies that value no loyalty to the social responsibility, organization diversity, and the environment

Source: Gerdes, Lindsay. The Best Places to Launch a Career. Business Week. 4001.(September, 2006) 55

 Silents and Boomers feel  Millennials are impatient devalued, as if their to make an impact. But experience and they are eager for contributions are no longer feedback, and while they want t o be respected they important are also looking for mentors.  Millennials are not willing to pay their dues  Several organizations are giving new employees senior level mentors

Source: Gerdes, Lindsay. The Best Places to Launch a Career. Business Week. 4001.(September, 2006) 56

 Silents, Boomers, and  The biggest complaint especially X’ers are highly about X’ers was their independent inability to work with others. Millennials do this  The Millennials’ well and can teach us all. involvement of parents and need to work on teams is  They also have a great deal seen as childish. “They just to contribute especially in need to grow up!” regard to technology and optimism.

Source: Gerdes, Lindsay. The Best Places to Launch a Career. Business Week. 4001.(September, 2006) 57

 AUTHORITY  X’ers and Millennials are highly self-accountable,  Silents respect it and therefore do not see  Boomers have a love-hate need for authority. relationship with it, but now are the authority  You can trust them; however, they will not  X’ers are unimpressed understand chain of with authority command. Offer them freedom with guidelines.  Millennials do not see a need for it

Source: Gerdes, Lindsay. The Best Places to Launch a Career. Business Week. 4001.(September, 2006) Silents Baby Boomers Generation X’ers Millennials

Birth Years 1928-1946 1946-1964 1965-1981 1982-2000

Population 59 million 80 million 50 million 76 million Size

Booming birthrate; Expansion of technology Sesame Street and economic prosperity; and media; drugs and The Great MTV; personal Vietnam; Watergate; gangs; pervasive violence; Depression, World computers; children of Influencers Protests and human widening chasm between War II, the GI Bill, divorce; AIDS’ crack rights movements; sex, haves and have-nots; the Cold War cocaine’ loss of ‘world’ drugs and rock’n’roll; unprecedented safety suburbia; dual incomes immigration growth

View of Want to put their Are skeptical of Judge institutions on their Loyal to institution Institution stamp on institution institution own merit

#1 reason for staying on the Loyal to their clients Making a difference Building a career Work that has meaning job, or for and/or customers changing jobs

Lancaster, Lynne C. When Generations Collide: How to Solve Generational Puzzle at Work. (presentation) The Management Forum Series. 2004. Silents Baby Boomers Generation X’ers Millennials

40% say their companies don’t 43% say they lack mentoring do a good job at making them opportunities and 30% say 30% have left a job due to a lack of Globally aware, cyber want to stay; 70% think a one- that contributes to job training opportunities; 80% of Gen literate, techno-savvy, The workplace company career is good; 48% dissatisfaction; 75% say time X’er men put time with family personal safety is #1 say training opportunities play a off would be the greatest about challenging work or a higher as an institution workplace issue; they role in staying; 73% plan to reward; 35% think a one- salary; only 17% think a one- expect diversity return to work in some capacity company career is good; company career is good after they retire prone to workplace burnout

“No news is good news.” “Once a year, formal “So how am I doing?” “I want it with the push and documented.” of a button. Let’s all talk May not be sending enough info Give feedback all the time and to about it.” down the ladder, nor receptive Initiate weekly informal talks the point: be available; allow Improving to info coming up the ladder; and formally document freedom to keep them learning and Initiate the connection; provide training in feedback them focused on career paths; consider electronic Feedback and skills (50% haven’t received immediate and regular feedback; connection and newsletter; communication feedback training); assume they tell it like it is (X’ers have a well- make it visual; allow them can change behaviors turned BS-omerter) an active role in creating their own education and work plans

Seek high-performing Money, title, recognition; traditionalists and mix them recognize them as the first X’ers have shaken up the rewards with high potential Xers to ‘sandwiched’ generation system; skeptical about jobs and transfer the learning; to caring for children as well as organizations; prefer time with Performance consider alternative scheduling Providing work that has parents; provide time off family and outside interests; or job sharing; recruit them meaning Rewards with pay; provide life skills provide opportunities for actively; make them feel par t and balance training; development of personal and of the culture’ help them ease provide second-career professional life. in to retirement; recognize the avenues satisfaction of a job well done

Lancaster, Lynne C. When Generations Collide: How to Solve Generational Puzzle at Work. The Management Forum Series. 2004. Silents Baby Boomers Generation X’ers Millennials

AKA “the Digital Generation”; 60 Patriotic; loyal; heads down; Idealistic and optimistic; highly Eclectic; resourceful; globally concerned; integrated; onward and upward; polite; fiscally competitive; overwhelming comfortable with change; cyber literate; media and conservative’ faith in institutions; need to succeed; question self-reliant; adaptable’ technology savvy’ expect 24-hour high work ethic; graciousness; work authority; divorce; death of skeptical about relationships info; realistic; probably have too Traits experience; may feel overlooked parent; kids in college; may be and distrust institutions; high much stuff to sort through; and underappreciated; turning inward; difficulty divorce rate; info-highway acknowledge diversity and expect “I’ve acquired wisdom over the admitting something is wrong; pioneers; full of energy; fun others to do so too; years but there doesn’t seem to be don’t like to ask for help; at work; the generation that environmentally conscious; will try much demand for it.” experienced; team-workers; “got rid of the box” anything

Haven’t paid their dues; too Materialistic; work hard not Unaware of lack of skills; require Negative Can’t use technology; refuse to give young for management; say smart; sold out their ideals; excessive affirmation; MTV up the reins; non-engaged what they think; slackers; Stereotypes heavily in debt; not loyal generation aggressive; annoying; loud

Who am I? Where did my High value on education; high passion go? Is it too late to get value on life style balance; work is Job stability; long-term careers; Be my own boss; team it back? Seek organizations not the most important thing; great reputation; fiscally environment contrasted with Values with integrity; politically stepping stone for future responsible; take care of entrepreneurial spirit; correct; eager to put their own opportunities; high tech, possessions and responsibilities advancement opportunity stamp on things; good pay; innovative; diverse workforce; be community involvement my own boss

Be aware of Boomers’ Don’t assume they are all at the Respect their skepticism; Recognize their loyalty and competitive nature; same level in training; expect to do establish your credentials; Recruitment, experience; select activities that acknowledge their more remedial training; teach in show you have a sense of engagement, help them show what they know; contributions; focus on how shorter modules, testing often and humor; let them know you remember that traditionalists have they can make an impact; making it fun; help them visualize management, like them; talk about how career paths tool; focus on offer continued training how the training applies to their and retention training applies to their evolution, not revolution. opportunities especially life jobs; understand they learn best careers, not just their jobs skills and balance. by collaborating

Lancaster, Lynne C. When Generations Collide: How to Solve Generational Puzzle at Work. The Management Forum Series. 2004.

Works Cited

Carlson, Elwood. "Population Bulletin." Population Reference Bureau 64.1 (2009): 1-17. Web. 19 Feb 2010. Constance Patterson Ph.D. Dittmann, Melissa. Generational Difference at Work. Monitor. Vol 36. 6. June 2005. http://www.apa.org/monitor/jun05/generational.html Gerdes, Lindsay. “The Best Places to Launch a Career.” Business Week. 4001. September 2006 Hammill, Greg. “Mixing and Managing Four Generations of Employees.” FDU Magazine Online. Winter/Spring ‘05 Lancaster, Lynne C. When Generations Collide: How to Solve Generational Puzzle at Work. The Management Forum Series. 2004. Marston, Cam. "Here They Come. And There They Go. Recruiting and Retaining Millennials in a Boomer World." Motivating the 'What's in it for me?' Workforce. N.p.: WorkplaceExpert, 2007. N. pag. Web. 19 Mar. 2010. Perez, Sarah. The Technology Gap at Work is Oh So Wide. Read Write Web. April 24, 2009 Strauss, William, and Neil Howe. Generations. Harper Perennial, 1992. Print. Strauss, William, and Neil Howe. The fourth turning. Broadway, 1997. Print. Strauss, William, Neil Howe, Pete Markiewicz, American Officers, and LifeCourse Associates. Millennials and the pop culture. 2006-03, 2006. Print. 63