Transcript Generations in the Workforce

D. Keith Bolton, Director of Human Resources,
Community Living, Inc.
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•Over Confident
•Computer Focused
•Know More than their Manager
•Reject Tradition
•Want Instant Responsibility
•Want Instant Rewards
•Impatient
•Pay Me Now
•Demands Time Off
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The Generation Gap
 This information was taken from a copy of Time
Magazine
 Year August 15, 1969
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Generations in the
Work Force
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Implications for Work Force Planning
 We now have a four generation work force
consisting of veterans, boomers, generation x
and New Millennial (Gen Y)
 These generations have given us a puzzle to
solve…four generations trying to work
together…sometimes clash and misunderstand
each other because of different generational
identities
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Generational Identity
A generational identity is a
state of mind shaped by
many events, influences and
family values which can be
referred to as sign posts.
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Who Are The Players?
 Veterans/Traditionalists 1922 - 1945
 Baby Boomers 1946 - 1964
 Generation X 1965 - 1980
 Gen Y/Millennials/Nexter 1981 - 2000
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Basic Statistics
Currently:
Veterans
(1922-1945)
Boomers (1946-1964)
Gen X
(1965-1978)
Gen Y
(1979-1991)
5% of the workforce
47% of the workforce
29% of the workforce
19% of the workforce
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Basic Statistics
 Gen Y
2014
35% of the workforce
 Gen Y
2020
46% of the workforce
 Gen Y
2025
75% of the workforce
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Basis Statistics
 Missouri Unemployment Rate
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2010
2011
2012
2013
2014
9.3%
8.3%
6.9%
6.4%
6.3%
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5 Questions for Boomers, Gen X and
Gen Y
 Do you expect constant feedback and gratification.
 What kind of reward do you prefer, a day off, a financial
reward or a personal note.
 What do you look for in a company?
 How long should you stay in a position before switching to
a new role?
 Is your generation stereotyped?
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Veterans/Traditionalists
 The youngest in this group is now 68
 Born 1922 - 1945
 75 million strong
 Influences on this group:
 People:
Dr. Spock, Betty Crocker, Charles Lindbergh, Duke Ellington, Franklin D. Roosevelt,
family is important, Mickey Mouse, Flash Gordon, Wheaties, Tarzan, The Lone Ranger,
Superman, Patton, Winston Churchill, Audie Murphy, Babe Ruth, Joe DiMaggio
 Things:
 Scarce…..Save for a rainy day, waste not/want not, I can use those scraps of material to
make a quilt, they support United Way, the Red Cross, believed you MUST vote and buy
American, Kewpie Dolls
 Events:
 World War I, Pearl Harbor and World War II, Stock Market Crashes, The Great
Depression, The Korean War, The GI Bill, The Silver Screen, Rise of Labor Unions,
Golden Age of Radio, Social Security System established, Star Spangled Banner
becomes National Anthem
 Values: Loyalty, Dedication, Duty, Hard Work, Respect

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Baby Boomers
 The youngest in this group is now 49
 Born 1946 - 1964
 80 million strong
 Influences on this group:
 People:
Martin Luther King Jr., John Fitzgerald Kennedy, Rosa Parks, Captain Kangaroo, Sky King, The
Monkees, The Beatles, Beaver Cleaver, Richard Nixon, family and friends, John Glenn circles the
Earth, Gandhi
 Things:
 Exploding availability of consumer products, Bell Bottom pants, Mood rings, Brooks Brother Suits,
Rolex Watches, Junk Food, Junk Bonds, Television (biggest innovation - 1952: 4 million/1960: 50
million), foreign items are better than American, prestige first, First Nuclear Power Plant. Birth
Control Pills Introduced, Slinkys, TV Dinners, Hula Hoops, The Peace Sign, Fall out Shelters
 Places:
 Watergate Hotel, Kent State shootings, Woodstock, Suburbs, Divorce Court, Vietnam, Battered
Women’s Shelters
 Events:
 Vietnam War, Women’s and Civil Rights Movements, OPEC Oil Embargo, The Space Race - First
Lunar Landing, Assassinations, the Cold War, JFK and Martin Luther King Jr. were assassinated,
the Peace Corp is established and you vote if it’s convenient
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 Values:
Optimistic, Team Work, Achievement, Self Actualization, Youth
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Generation X
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The youngest in this group is now 33
Born 1965 - 1980
46 million strong
Influences on this group:
 Places:
 Former Soviet Union, Chernobyl, International Space Station, Starbucks, The Internet
 Things:
 Personal Computer is the biggest influence, Cable TV, VCR, Microwaves, Cell Phones, Palm
Pilots, Pagers, Video Games, Fax Machines, Business ethics, items must be cheap, you
must vote, Pet Rocks, Platform Shoes
 People:
 Madonna, Bill Clinton, Ted Bundy, Al Bundy, Beavis and Butthead, O.J. Simpson,
Supermodels, Michael Jordan (almost every role model was indicted or exposed - far too
human for hero), my family includes my friends, ET
 Events:
 Kids pictures on milk cartons, MADD (Mothers Against Drunk Driving), single parent
households skyrocketed, latch-key kids, AIDS epidemics, Wall Street Frenzy, Downsizing,
Fall of Berlin Wall, Persian Gulf War, Habitat for Humanity, Energy Crisis Begins, John
Lennon shot and killed, Watergate Scandal
•
Values:
Fun, Independence, Informality, Life Balance
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Generation Y
 Also known as the Millennial’s and Nexters
 The oldest in this group is now 32. The youngest is 13.
 Born 1981 - 2000
 72.9 million strong
 Influences on this group:
 People:
Larger than life….Prince William, Chelsea Clinton, Tinky Winky, Leonardo DiCaprio, Barney,
Brittney Spears, Mark McGwire, Serena Williams, Harry Potter, inclusive of diverse people, Bill
Gates, Christopher Reeves, Tiger Woods, Princess Diana
 Places:
 Both Virtual and Tangible, Chat Rooms, Dawson’s Creek, 91210, Oklahoma City, Cyber Space to
Outer Space, the environment needs help
 Technology:
 Available to everyone, Cell Phones, Pagers ,Computers - available since babies (second nature),
brand names
 Events:
 Directly affected by personal threats stemming from Columbine school violence and gangs.
Personal safety #1 school/work place issue, September 11, heroic efforts vs. supporting United
Way, President Clinton and Lewinsky, War on Terror, TV Expansion and Soccer Moms

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Values:
Optimism, Morality, Peer Acceptance, Achievement
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Generation Z
 Also known as “Digital Natives”
 Oldest in this group is 23, youngest is 4
 Born 1991 – 2010
 Influences on this group:
 Effected by:
School shootings, social networking, terrorism, environmental issues, Katnis
Everdeen, The Avengers, President Obama, special effects movies.
 Facts:
 Me generation, unreal reality, don’t talk-just text me, instant minded, impatient,
wary of their money, alternate lifestyles and families, independent, ambitious,
multi-tasker’s, more business savvy, motivated to serve through volunteerism,
politically disengaged, facing toughest economy since the Veterans.
 Characteristics:
 Most ethnically and racially diverse college group in history, special, sheltered,
conventional, strong connection to parents, team oriented, achieving,
pressured.

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The Differing View of Generation Y
‘Huron High Students Describe Their Dream job’
•Interior decorator
•Computer marketer
• Action figure sculpture
• Back up singer/dancer
• Guy who builds monster statues
out of Lego’s
• Computer engineer
• Joe’s Crab Shack waitress
• Child Psychologist
• Budweiser promotions guy
• Any magazine job
• DJ for MTV
• High school principal
• Advertising
• Talk show host
• Actor
• Designer of jet cars
• Sports agent
•Go-cart attendant
• Pilot
• Wall street broker
• Video game designer
• Fashion designer
• Movie critic
• Supermodel
• Business consultant
• Professional wrestler
• TV anchor person
• Tornado chaser
• Professional assassin
• Deli-counter guy
•Flight attendant
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The Differing View of Generation Y
‘Huron High Students Share Their Thoughts’
 Cool Job’s their
parents have:
 Jobs to have because
of the perks you get:
 Plumber
 Auto Executive
 Teacher
 International
 Nurse
Business
 A Judge
 The Pope
 Performer in Adult
Films
 Chef
 Youth Counselor
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The Differing View of Generation Y
‘Huron High Students Talk About Uncool Jobs’
 Routine jobs:
 Data entry
 Unpleasant:
 Health care jobs
 Psychologists
 Executioners
 High school teachers
 Stressful:
 Police officer
 Movie stunt coordinator
 President of the United States
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Today in Social Services We Often See:
 Boomer Leadership
 Boomer and Generation X Management
 Boomer, Generation X and Generation Y
Team Members
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Core Value Comparison
Veterans
Boomers
Generation X
Generation Y
Self Sacrifice
Me Generation
Why Me Generation
Inclusion (friends)
Works Hard
Works Hard
Works Hard (but don’t
interfere with life)
Opportunities to Grow
I Earned It
Entitlement Attitude
Tradeoffs
Tradeoffs/Patient
Save Money
Plays Hard
Plans Hard
Save Money
Tenacious
Instant/Personal
Gratification
Pragmatic
Civic Duty
Self Disciplined/Saves
Money
Spends Hard
Saves Money
Sociable
Do Your Job Well
Personal Growth
Focus on Current Job
Works as Long as there
are Opportunities to
Learn
Own a Home
Buy the Most House you
can Afford
Buy What You Need.
Live at Home Until…..
Belief in Government
Distrust of Government
Wary of Government
Government is What it is.
Belief in Business
Pursuit of Personal Goals
Takes Nothing for
Granted
Confident and Tech Savvy
Patience – Delayed
Rewards
Personal Gratification
I Don’t Care What You
Think
Optimistic
Prepare for Tomorrow
Live Life to the Fullest
Live Life for Today
Optimistic
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Workplace Value Comparison
Veterans
Boomers
Generation X
Generation Y
Work until you drop
Work until you drop
and then some
Work Hard to Support
Lifestyle
Lifestyle First
Loyal to employer
Loyal to employer
Career and
Professional Loyalty
Loyal to Career
Options
Fascinated by
technology
Technology
challenged (40%)
Technology Savvy
(80%)
Lives by Technology
Follow the leader
Mission is okay, but
not needed
Must have a clear
purpose
Must have a mission
with actions that fit
Strong chain of
command
Chain of command
What is a chain of
command
Prefers collective work
Authoritarian
leadership style
Collegial and
consensual leadership
Respect the
experiences they have.
Strong structure and
strong collegial
leadership.
Planned to stay long
term
Planned to stay long
term
Seek work/life balance
Stay as long as they
can learn and grow
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Generational Responses to Total Rewards - Benefits
Veterans
Boomers
Generation X
Generation Y
Normal retirement
Like early retirement
Expect cash balance
pension
Pension?
Standard benefits
Flexible benefits
401k Plans
Time Off
Dependent on
organization
Education benefits
important
Child Care subsidy
Education
benefits/time off
Retirement planning is
important
Long Term Care
options
Non traditional
approaches
Non traditional
approaches
Valued vacation
packages
Elder Care is valued
Support for
health/fitness and
lifestyle issues
Non traditional
approaches
Concern for Long
Term care
Child Care as a basic
benefit
Recreational activities
values
Recreational activities
valued
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Generational Responses to Total Rewards - Recognition
Veterans
Boomers
Generation X
Generation Y
Service and longevity
awards
Team recognition,
promotion
Awards fast and
frequent. Not in a
group setting
Team awards, time Off
awards
Acknowledgment by
boss
Acknowledgment by
colleagues and boss
Acknowledgment by
co-workers
Team
acknowledgment
Pins, gifts certificates
Prefers gift options
Cash and time off
valued
Time off valued
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Lifestyle Value Comparison
Veterans
Boomers
Generation X
Generation Y
Sense of purpose
Achievement =
Fulfillment
Skeptical of
Institutions
Comfortable
Self confident
Beliefs in hidden
truths
Resourceful – adapts
to change
Drives change
Focus on extended
family
Left relationships to
seek out fulfilling ones
Peer focused
Team/Friend focused
Financially and
socially conservative
Spends more and saves
less
Adaptable to change
Enjoys change
Vacation is reward for
hard work
Has a victim attitude
Job focused
Free time is the focus
Willing to share
knowledge
Wants the real story
Cautious
Willing to volunteer
Works to live
Lives to work
Works to live
Enjoys work
Family is their identity
Career is their identity
Work is a means to an
end
Focused on a simpler
life
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Key Differences to Recognize
Boomers
Generation X
Generation Y
“We can do it as a team”
“You can do this…ask if you
need help”
“There are multiple things to
get done”
“I would love it if you would
love it”
“Just do it…….this way”
“Lets review what needs to be
done”
Like long discussions,
meetings
Dislikes meetings…keep
discussions brief and to the
point
Needs a clear explanation of
the purpose and process
Will attend meetings and read
memo’s
Voice mail, brief memo, e-mail
Clear bullet-point memo’s,
personal contact, team
meetings
Recognition means a great deal
- wants acceptance and
popularity
Dislikes Hype – expects a
genuine thank you, private
rewards and individual
attention
Likes team rewards –
recognition for accomplishing
agreed upon goals
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Technology and the Generations
Veterans
Boomers
Generation X
Generation Y
64% intimidated by
technology
57% intimidated by
technology
55% intimidated by
technology
5% intimidated by
technology
Trained in technology
on the job
Trained by technology
on the job
Trained on technology
in the classroom.
Surrounded by
technology
Acceptance made
easier by positive
acceptance by others
Acceptance based on
efficiency and
productivity
Accepted as standard
Expected as standard
Seeks traditional
solutions first
Will seek technology
for solutions if
believed to be most
efficient
Expects technology to
be the solution
Technology is the only
solution.
Surfs the web if they
feel it is safe
Surfs the web for
information
Surfs the web for fun
Feels the web is old
technology
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Intergenerational Conflict in the Workplace
300
200
100
0
Total
Yes
No
Total
Yes
Are you aware of any intergenerational conflict among employees at your organization?
SHRM Generational Differences Survey Report
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What The Other Generations Say About The Veterans
 Boomers say:
 They’re dictatorial, rigid, need to learn flexibility and
adapt better to change, they’re inhibited,
technological dinosaurs, narrow
 Generation X says:
 They’re too set in their ways, they’ve got all the
money, jeez…learn to use your email man!
 Generation Y says:
 They are trustworthy, they are good leaders, they are
brave!
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What The Other Generations Say About The Boomers
 Generation X says:
 They’re self righteous, workaholics, too political,
they talk the talk but don’t walk the walk
 Generation Y says:
 They’re cool! They’re up to date on the music we
like, they work too much!
 Veterans say:
 They talk about things they ought to keep
private…like the intimate details of their personal
lives
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What The Other Generations Say About Gen X
 Generation Y says:
 Cheer up!
 Boomers say:
 They’re slackers, they’re rude and lack social skills,
they spend too much time on the internet and email,
they won’t wait their turn
 Veterans say:
 They’re not educated, don’t respect experience, don’t
follow procedures, don’t know what hard work is
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What The Other Generations Say About The Gen Y’s
 Generation X says:
 “Here we go again, another self absorbed generation”
 Boomers say:
 They’re cute, can do a web page for me, need more
discipline from their parents, can set the time on the
VCR
 Veterans say:
 They have good manners, they’re smart little critters,
need to toughen up, watch too much TV…with crude
language and violence
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Dispelling Myths
 Older generations cannot accept/will not accept new technology
 Younger generations are not willing to work hard
 Painted, false nails, tattoo's, and body piercings are indicative of a
non-professional attitude
 Older generations have very little patience, and see little value in
younger generations
 The young in this country is going to ____ in a hand basket!
 No one wants to work long, hard hours any more!
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Implications
 For Organizations:
 Have you determined the predominant age cohort in your work
force
 Does your benefit package acknowledge the different needs of
the generations?
 How do you communicate benefits or other policies to fit with
each generation?
 Is recruitment geared to specific generations?
 Do your retention efforts focus on the different generations in
your workforce?
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Implications
 For Managers:
 Access the ‘generations’ within your current work team
 Recognize their differences and their contributions
 Remember not to look at members of our work teams as ‘all the same’
 Deliver messages using various methods of communication….no more ‘one
size fits all’
 Set clear expectations, in terms of performance and behavior - have
everyone on the team help to identify the behaviors that fit with your
service’s mission
 Make sure to look at the world from a multigenerational perspective
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Retention Issues
 Boomers:
Provide excellent mentoring opportunities
Recognize individual and collective contributions
Identify and voice their value as unique individuals
Create harmony in the workplace
Name recognition
Reward hours, effort and provides perks
Point out their value to the organization in specific ways
Recognize their struggle to achieve some balance in their lives
They will need mentors on new technology
Listen closely to their concerns about work environment, worker safety issues,
patient issues
 Involve them in testing new approaches to safe care
 Help them tell their ‘good war stories’
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Retention Issues
 Generation X:
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Provide excellent, easily accessible training for new roles and skills
Encourage their independent spirit and work
Provide direct feedback
Do NOT micro-manage
Recognize balance as a critical factor in their lives
Give them state of the art technology
Stress self-development
Recognize that they are going to make career and job changes….help them see
the opportunities with you!
Encourage their interest in technology to assist others
Help them with people skills - consider mentoring programs, in addition to a
preceptor
Point out the steps to follow to be safe
Encourage practice….it does make ‘perfect’
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Retention Issues
 Generation Y:
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Demonstrate ways to achieve and grow
Support teamwork and collaboration within and between departments
Listen to them…..a lot!
Be competitive in pay and benefits
Allow them to speak up and take part if projects
Avoid any semblance of ‘you have to pay your dues’….corporate politics are a
major turnoff
Encourage questioning status quo….engage them in meaningful improvement
efforts
Value their total acceptance of diversity
Discuss the mission and how you are making it come alive in their work
Help them to connect with other generations
Focus on recognizing team accomplishments
Enlist their optimism and altruism to balance others in the team
Use their expert technology skills/awareness to help others
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Key Factors in Retention Across All Generations
 Communication is key!
 Talk with me - tell me the good and the bad
 Work with me - lend me a hand when we’re busy….don’t just set
in your office
 Stand up for me - when the chips are down
 Know who I am - know something about me as a person
 Be with me - share a cup of coffee, let’s eat together, department
events
 Help me grow - crave professional development
 Do make me laugh - humor and laughter are important
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5 Questions for Boomers, Gen x and
Gen Y
 Do you expect constant feedback and gratification.

Boomers – Every generation wants constant feedback

Gen X – We like frequent feedback

Gen Y – We love it! It helps us improve and succeed
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5 Questions for Boomers, Gen X and
Gen Y
 What kind of reward do you prefer? A day off, a
financial reward of a personal note?

Boomers – Personal note

Gen X – While everyone loves financial rewards, personal
notes are often more realistic and just as valuable

Gen Y – Personal note
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5 Questions for Boomers, Gen X and
Gen Y
 What do you look for in a company?

Boomers – Company culture

Gen X – Challenging work and flexibility to move around

Gen Y – Strong company mission and values
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5 Questions for Boomers, Gen X and
Gen Y
 How long should you stay in a position before
switching to a new role?

Boomers – 3 years (if the role is a good fit)

Gen X - Until the work is no longer challenging

Gen Y – Until the work is no longer challenging
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5 Questions for Boomers, Gen X and
Gen Y
 Is your generation stereotyped?

Boomers – We use to call the more experienced generation
“old dinosaurs”, But we don’t feel this stereotype today

Gen X – Gen Y and Gen X are often perceived a not willing to
pay our dues

Gen Y – We are seen as un-loyal or uncommitted to a company
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Approaches to Managing an Intergenerational Work Force
Very
Successful
Moderately
Successful
Slightly
Successful
Not
Successful
N/A
Communicating
information in
multiple ways
65%
29%
6%
-
2%
Collaborative
discussions,
problem -solving
37%
49%
14%
1%
2%
Training
managers on
generational
issues
37%
40%
20%
3%
17%
Team building
activities
31%
47%
20%
2%
6%
Different types of
training
29%
47%
20%
4%
8%
Mentoring
programs
27%
37%
29%
7%
13%
Training on
diverse
workforce
22%
47%
27%
4%
21%
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So…..How Do We Manage This Diverse
Work Force?
 Recognize the uniqueness of each
generation
 Ask the right questions
 Invest in good people from each generation
 Value their differences!
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Resources
 Understanding the Generations: Implications for Work Force Planning,
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Tomorrow’s Work Force, VHA, www.vha.org., 2003
Generational Differences, SHRM Research, August, 2004
Leadership Styles Series Part II: Generational Differences, Society of
Human Resources Management, www.SHRM.org, 2004
HR Commission Monograph on the Workforce for the New Millennium ASHHRA, www.ashhra.org., 2002
When Generations Collide: Lynn Lancaster and David Stillman; 2002
HR Development Day, BJC Healthcare, March, 2005
Managing a Multigenerational RN Workforce, The Advisory Board Company,
Washington, D.C., 2002
Generations at Work, Ron Zemke, Claire Raines, Bob Filipczak, 2000
NBC, 2014
Forbes 2014, SAP 2014
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