The Generation Gap in the Workplace

www.christinehassler.com

The Generation Gap in the Workplace


Bridging the Generation Divide in the Workplace

Christine Hassler, M.A.

2008 IFMA SymposiumSeptember 10, 2008

25 Years of Chapter History

2008 SymposiumFacilities Management

for the 21st Century




for the 21st Century What is a Generation?

• Defined by similar formative years

• Shaped by:

– Parenting trends

– Life Span

– Changes in technology





MaturesBorn before1945

Baby BoomersBorn 1946-1964

Gen XBorn 1965-1979

Gen Y Born 1980-2000

First time in History . . . A Four Generation Workforce:





Current Generational Landscape

In The Workforce Now:• Matures at 5%• Boomers at 45%• Gen X at 40%• Gen Y at 10%




for the 21st CenturyWhat the Future Looks Like:

• Over the next 2-3 years, Gen Y’ers will outnumber Baby Boomers

• The self-employed category will grow 5% more from 2004 to 2014 compared to previous decades

• Between 1977 and 2007, employment of workers 65 and over increased 101%

• The gaps between generations are getting bigger and bigger. . .

Source: Bureau of Labor Statistics




for the 21st Century Generational Continuum:

We, Nation, Team, Company

I, My, Individual, “What’s in it for me?”

Whatever it takes, Hours, Visibility, Face time

TIME • TEAMWORK • TECHNOLOGY

Success = Balance, Time as a Currency, Ownership

Luxury, Intimidating, Diversions, Toys

Reliance, Flexibility, New Skills

A S S U M P T I O N S





How Do Organizations Bridge The Generational Gaps?





MATURES (TRADITIONALISTS)Born: 1928 to 1945

Teens: 1942 to 1963, Today 63+ 30 Million

Formative Events:• Homogeneous families

and neighbors, conformity• WWII• Great Depression • Pearl Harbor• First manned space flight• Significant increase in

economic prosperity• Growth in white collar jobs




for the 21st CenturyMATURES: Traits

• Strong Military connection – duty and sacrifice • Respectful of authority / Hierarchical• Loyal to institutions / companies• “We First”• Motivated by financial rewards and security• Most Affluent Generation in our Nation• Work ethic measured in timelines• Delayed Gratification• Heroes: Groups





BABY BOOMERSBorn: 1946 to 1964

Teens: 1960 to 1982, Today: 44 to 62 years old80 Million

Formative Events:• Civil Rights Movement

and Feminist Movement• Vietnam War• Assassinations of

idealistic leaders • Watergate and Nixon’s

resignation• The Cold War





• Most Influential Generation in Population• Work-a-holic• Anti-authoritarian• Motivated by changing the world• Last generation to pay dues in a traditional ways• Believe teamwork is critical to success• Expect loyalty from those they work with• Running the show• Heroes: People they’ve never met

BOOMERS: Traits





GEN X Born:1965 to 1979

Teens:1980 to 1998,Today: 28 to 43 years old45 Million

Formative Events• Watergate• End of the Cold War – fall of the Berlin Wall• Challenger Explosion • The Gulf War• The PC boom and Growth of the Internet• The Reagan Presidency• Women more fully integrated into the workforce• Significant increase in their parents’ divorce rates &

unemployment




for the 21st Century GEN X: Traits

• Skeptical / Cynical• Prove it to me• Independent / Loners• Live for today, “carpe diem”• Work / Life balance• Believe their value is not in what they do, but in

what they know• Heroes: People they know who have proven

themselves





Formative Events:• Oklahoma City Bombing• 9/11, Terrorism • Columbine• Global Warming• Katrina• Internet Boom• Dual-income Families• Strong Economy• Kid-centric Culture

GEN Y (MILLENIALS)Born:1978 – 2000

Today (2008): 8 to 28 yrs old77 Million





• Confident• Socially conscious• Diverse & highly tolerant• Overscheduled • Consumers of EVERYTHING • Grew up in a world ubiquitous with technology• Known affluence & fame their whole lives• Immediate and eager to live life “now” • Heroes: Parents

GEN Y: Traits




for the 21st CenturySee the Gap:

Summary of Different Views

Around Job Change

Matures – Believes it carries stigma

Boomers – Believes it puts you behind

Gen X – Believes it is necessary

Gen Y – Believes it is routine






Around Career Goals

Matures – Belief in building a legacy

Boomers – Belief in building an incredible career

Gen X – Belief in building a portable, flexible career

Gen Y – Belief in building a parallel, passionate career






Around Work Ethic

Matures – We First / Nose to the grindstone

Boomers – Pay your dues / Workaholic

Gen X – Prove it to me

Gen Y – Instant Gratification




for the 21st Century See the Gap:Summary of Different Views

Around Training

Matures – Learn from experience

Boomers – Learn from working hard

Gen X – Learn from training and networking

Gen Y – Continuous learning / Formal education and experience






Around Identity

Matures – Blend in

Boomers – Who I am is what I do

Gen X – Define themselves outside the office

Gen Y – Individuals with herd mentality





• Show Respect, Listen Attentively • Acknowledge Contributions . . . Humbly• Value their wisdom• Be spoken and written• Be clear, especially about changes• Invite discussion• Offer insights about co-workers and clients

Best Practices: MATURES





• Acknowledge Team & Individual Contributions• Value “face time”• Be succinct• Provide resources/tools to keep them up-to-date

and competitive• Retire Retirement• Offer them options for greater responsibility (as

well as less)• Encourage giving back

Best Practices: BOOMERS





• Time is a Currency• Recognize their identity is outside the workplace• Customization and Flexibility (family friendly)• Offer a variety of career paths with multiple next

steps• Networking (“seen and be seen”)• Leverage Their Entrepreneurial Instincts• Money• Talk short-term• Prove it to them

Best Practices: GEN X




for the 21st CenturyGEN Y





Gen Y’s Workplace Expectations

• To be challenged and rewarded

• To do meaningful work (“what dues?”)

• To be promoted within a year

• To be paid well

• To have work/life balance

• To work for a socially / environmentally conscious company

• To be treated respectfully

• To communicate via multiple channels

• To learn new knowledge and transferable skills that support job mobility

From various sources, including Carolyn Martin’s and Bruce Tulgan’s work on Generation Y in the workplace.

Christine Hassler

Need a different picture here of Gen Y - these are all white kids





Best Practices: GEN Y

• Make their first day unforgettable• Map out their career path• Design jobs – and the workplace – for collaboration• Provide frequent acknowledgement and feedback• Give detailed explanations and rationale• Co-create accountability and expectations, be specific• Bursts of Short Information• Help them itemize and prioritize• Intrinsically motivate





Best Practices: GEN Y (cont)

• Allow (encourage) asynchronous work• Open-door policy• Balance menial work with meaningful work• Teach soft skills• Offer entertaining and experiential training/projects• Use state-of-the art technology and multi-media• Reward with time • Celebrate their success • Be a coach• Remember . . . They are sensitive!!!




for the 21st Century Four Step CAREfrontation with Gen Y:

1. What is the situation?

2. What can I do?

3. What can YOU do?

4. What can WE do?





• 6-7 million are entering the workforce in the next three years

• By 2010 they will make up the entire 18-34 demographic

• Global minded• Socially and environmentally conscious• Innovative networking style• Multi-processing and tasking• Highly skilled, adaptable to change• Eager and willing to commit themselves• Reverse mentoring opportunities

Why Gen Y!!!!!Why Gen Y????





• Invest in technology• Gen Y friendly on-line presence • Set up mentoring and reverse mentoring opportunities• Deliver what you say you will• Be transparent• Address parents as a part of your workforce strategy • Address how you will help them achieve their goals• Implement social and environmental conscious

practices• Offer competitive salaries, benefits and opportunity for

advancement

Attracting GEN Y




for the 21st CenturyBridging the Generational Gaps:

• Provide a variety of flexible arrangements that cater to each generation

• More opportunities for generations to work together

• Invest in top notch education and training in all forms

• Re-recruit every day• Invite Open Dialogue • Create space for creative ideas• Set up mentoring and reverse mentoring

opportunities• Prepare for the next Generations!





Futurizing your organization – that is, creating an organization that thinks in the future tense and acts in the present – is a prerequisite for success in a rapidly

changing and uncertain world.

~James L. Morrison, World Future Society



END END

The Generation Gap in the Workplace

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