“THE REAL VOYAGE OF DISCOVERY CONSISTS NOT IN SEEKING NEW LANDSCAPES BUT IN HAVING NEW EYES.”...
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Transcript of “THE REAL VOYAGE OF DISCOVERY CONSISTS NOT IN SEEKING NEW LANDSCAPES BUT IN HAVING NEW EYES.”...
“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