Transcript Understanding Generational Differences

Understanding
Generational
Differences
APWA
Public Works Institute
April 9, 2014
Today’s Goals

Understand our generational differences

Learn the importance of developing teams
across generations

Determine how to capitalize on strengths

Consider communication and motivation of
a variety of generations
Generations
Generation
Birth Years
Traditionalists
1925-1945
Current
Population
50 million
Baby Boomers
1946-1964
80 million
Generation X
1965-1980
46 million
Generation
Y/Millennials
1981-2006
76 million
Why consider generational
differences?
 Trying
to fit an increasingly nontraditional
workforce into a traditional workplace
 Different
values, experiences and styles
create misunderstanding and frustration
 Hinders
development and execution of
plans and ideas
Why consider generational
differences?
 It’s





about creating effective teams.
Active listening
Differing perspectives
A range of expertise
Humor
Recognition and appreciation
Generations: The Details
Traditionalists: 1925-1945
Influences





Characteristics
 Patriotic
 “Waste not/want
not”
 Faith in institutionsone company career
 Military influenced
top down approach
Key Word: Loyal
Great Depression
Roaring 1920s
WWI and WWII
Korean War
GI Bill
Traditionalists
Baby Boomers: 1946-1964
Influences




Characteristics
Suburbia
 Idealistic
TV
 Very competitive
Vietnam, Watergate  Question authority
Human Rights
Movement
 Drugs and
RockNRoll
Key Word: Optimist
Baby Boomers
Generation X: 1965-1980
Influences
 Sesame Street and
MTV
 Game Boy
 Divorce rate tripled
 Latch Key Kids
Characteristics




Eclectic
Resourceful
Self -reliant
Distrustful of
institutions
 Highly adaptive to
change and
technology
Key Word: Skepticism
Generation X
Millennials: 1981-2006





Influences
Expanded
technology
Natural disasters
Violence
Ganges
Diversity

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

Characteristics
Globally concerned
Realistic
Cyber literate
Personal safety is
top concern
Key Word: Realistic
Millennials
Traditionalists
Baby Boomers Generation X
Millennials
Goals
Build a legacy
Stellar Career
Career Path
Job changing
stigma
Job changing
puts you
behind
Rewards
Job well done
Money, title
and
recognition
Freedom
Work that has
meaning
Motivator
Security
Money
Time off
Time off
Company
Loyalty
Money is
Highest
High
Low
Low
Livelihood
Status symbol
Means to end
Today’s payoff
Value
Family/Commu Success
nity
Time
Individuality
Portable
Parallel Careers
Career
Job changing is Doesn’t have
necessary
to be in a
straight path
Playing to the strengths
 Communication
 Management
 Motivation
Style
Communication
 Let’s
consider something outside the box.
 Your experience is respected.
 Your commitment made all the
difference.
 Your contributions are really valuable.
Communication
 You
will be collaborating with other bright,
creative people.
 You are important to our success.
 Tell us what has worked well in the past.
 Your technical expertise is a big asset.
Management Style
 My
experience should bring value to the
organization.
 I expect the appropriate level of authority
and respect for what I do.
 All I want is to know how I’m doing and to
be recognized for what I do.
 I want to be part of a team.
Motivation
Motivation
Motivation
Credits
“When Generations Collide: Who They Are.
Why They Clash. How to Solve the
Generational Puzzle at Work.”
By Lynne Lancaster and David Stillman
Survey Analysis: Employee Motivation by
Generation Factors
By Seleste Lunsford, Achieve Global