Intergenerational Communication in the Workplace
Download
Report
Transcript Intergenerational Communication in the Workplace
Intergenerational Communication
in the Workplace
“THE REAL VOYAGE OF DISCOVERY
CONSISTS NOT IN SEEKING NEW
LANDSCAPES BUT IN HAVING NEW EYES.”
MARCEL PROUST
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
The Boomers
1922–1943/46
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, Baby
Busters, 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 Bowl
The New Deal
Social Security Established
Golden Age of Radio
Pearl Harbor Attacked
WW II and Korean War
Patriotism
Rise of Labor Unions
Traditionalists: Heroes
Superman
MacArthur, Patton, Halsey,
Montgomery, Eisenhower
FDR
Winston Churchill
Audie Murphy
Babe Ruth
Joe DiMaggio
Boomers: Defining Events
Economic Prosperity
Expansion of Suburbia
Focus on Children
Television
Vietnam
Assassinations
Civil Rights Movement
Cold War/McCarthy Hearings
Space Race/Moon Landing
Baby Boomers: Heroes
Ghandi
Martin Luther King Jr.
John and Jacqueline Kennedy
John Glenn
Feminist Movement
Gen X’ers: Defining Events
Watergate, Nixon resigns
Challenger Disaster
Computers
Single-parent homes
Latchkey Kids
MTV
AIDS
Harsh economic conditions
Glasnost, Perestroika
Persian Gulf
Gen X’ers: Heroes ?
Oprah Winfrey
Bill Gates & Steve Jobs
Michael Jackson
Michael Jordan
Things, animation…
Millenials: Defining Events
Technology
TV Talk Shows
Multiculturalism
Desert Storm
Clinton Scandals
Schoolyard Violence
Oklahoma City Bombing
9/11
Columbia tragedy
Millenials: Heroes ?
Michael Jordan
Princess Diana
Mother Teresa
Tiger Woods
Lance Armstrong
Comparing the Generations
Traditionalist
1901-1942
Baby Boomers
1943-1960
Generation Xers
1961-1981
Key descriptor
Loyal
Optimistic
Skeptical
Notion of command
Chain of
command
Change of
command
Self-command
View of hierarchy
Prefer topdown; 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
Traditionalists
1901-1942
Baby Boomers
1943-1960
Generation Xers
1961-1981
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; welldocumented.
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
I want to know all my
long hours; pay dues options now.
Generational Clash
in the Workplace
Worldwide economy
Rapid change in the workplace
Downsizing of companies
Mergers, acquisitions, consolidations
Elimination of middle management
Less union activity in companies
Seniority only one element of promotion
Technology
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
Patience
Law and order
Delayed reward
Strong work ethic
Duty, honor, country
Risk averse
Loyalty to the
Respect for authority
organization
Traditionalists at Work
Assets
Stable
Detail oriented
Thorough
Loyal
Hard working
Liabilities
Inept w/ambiguity and
change
Reluctant to buck the
system
Uncomfortable with
conflict
Reticent when they
disagree
Traditionalists: Training & Development
Training
Take plenty of time
Developing
Technology
Give them the “big
Don’t stereotype as
picture”
Emphasize long-
term goals
Let them share their
experience
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
Optimism
Promotion and
Team work
recognition
Youth
Work
Volunteerism
Personal gratification
Health and wellness
Boomers at Work
Assets
Service oriented
Driven
Willing to “go the
extra mile”
Good at
relationships
Want to please
Good team players
Liabilities
Not naturally “budget
minded”
Uncomfortable with
conflict
Reluctant to go against
peers
Put process ahead of
results
Sensitive to feedback
Judgmental of those who
see things differently
Boomers:
Training & Development
Training
Focus on the near
future
Focus on challenges
Development
Meetings and team
team building
Provide develop-
mental experiences
Focus on their role
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
Diversity
Fun
Thinking globally
Informality
Balance in life
Independence
Computer literacy
Initiative
Personal development
Gen X’ers at Work
Assets
Adaptable
Techno-literate
Independent
Not intimidated by
authority
Creative
Liabilities
Impatient
Poor people skills
Inexperienced
Cynical
Gen X’ers: Training & Development
Training
Focus on balance
Offer them access to
Development
Electronic support
many different
kinds of
information
Keep materials brief
Provide resource
Help them train for
lists
– bullets/checklists
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
Optimism
Education
Civic duty
Idealism
Confidence
Fun
Ambition/
Diversity
achievement
Tradition
Millennials at Work
Assets
Loyalty
Optimism
Tolerant
Multi-tasking
Fast-thinking
Technological savvy
Liabilities
Need 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 selfcontradiction.”
- W.H. Auden