Transcript Slide 1

ACCEPTING DIFFERENCES
&
MAKING THEM WORK
FOR ALL
Presented by: Donna Morris & Cathy Dunlap
Senior Commissioner’s Representatives, AWSS-SCR Branch-Field Operations
August 11, 2011
Generations Timeline
Traditionalists/Matures
(1909 – 1945)
Baby Boomers
(1946 – 1964)
Generation X
(1965 – 1978)
Millennials
(1979 - 2000)
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How Generations Communicate
 Based on generational backgrounds
 Distinct attitudes
 Behaviors
 Expectations
 Habits
 Motivational buttons
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Learning to Communicate
 Eliminates many major confrontations
 Misunderstandings in workplace
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Personal & Lifestyle
Characteristics by Generation
Veterans
(1909 – 1945)
Traditionalists
(1909 – 1945)
Baby Boomers
(1946 – 1964)
Generation X
(1965 – 1978)
Millennials
(1979 – 2000)
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Understanding Generational
Characteristics
(General Observations…not intended to put people in a box)
Influencers
Traditionalists/Matures (1909 – 1945)
 The Great Depression
 World War II
 The GI Bill / Cold War
Baby Boomers (1946 – 1964)
 Economic prosperity  Sex / Drugs
 Vietnam / Watergate
 Rock ‘n’ Roll
 Protest and Human
 Dual Incomes
Rights Movements
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Understanding Generational
Characteristics
Influencers
Generation X (1965 – 1978)
 Sesame Street / MTV  Children of Divorce
 Personal Computers  AIDS
 Loss of “World” Safety
Millennials (1979 – 2000)
 Expansion of Technology and the Media
 Drugs and Gangs
 Widening chasm between Haves & Have-Nots
 Unprecedented Immigration Growth
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Understanding Generational
Characteristics…continuing
Values
Traditionalists/Matures (1909 – 1945)
 Job stability
 Fiscal responsibility
 Take care of possessions and responsibilities
Baby Boomers (1946 – 1964)
 Who am I?
 Seek organizations with integrity
 Good pay
 Politically correct
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Understanding Generational
Characteristics…continuing
Values
Generation X (1965 – 1978)
 Be my own boss
 Team environment
 Advancement opportunity
Millennials (1979 – 2000)
 High value on lifestyle balance
 High tech
 Be my own boss
 Stepping stone for future opportunities
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Understanding Generational
Characteristics…continuing
Recruitment/Engagement/
Management/Retention
Traditionalists/Matures (1909 – 1945)
 Recognize their loyalty and experience
 Select activities that help them show
what they know
 Have career paths, focus on evolution,
not revolution
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Understanding Generational
Characteristics…continuing
Recruitment/Engagement/
Management/Retention
Baby Boomers (1946 – 1964)
 Be aware of boomers’ competitive nature
 Acknowledge their contributions
 Offer continued training opportunities,
especially life skills and balance
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Understanding Generational
Characteristics…continuing
Recruitment/Engagement/
Management/Retention
Generation X (1965 – 1978)
 Respect their skepticism
 Establish credentials
 Show sense of humor
 Talk about how training applies to their
careers, not just their jobs
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Understanding Generational
Characteristics…continuing
Recruitment/Engagement/
Management/Retention
Millennials (1979 – 2000)
 Don’t assume they are
all at the same level
in training;
 Expect to do more remedial training
 Teach in shorter modules
 Help them visualize how training applies
to their jobs
 Understand they learn best by collaborating
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Understanding Generational
Characteristics…continuing
Improving Feedback and
Communication
Traditionalists/Matures (1909 – 1945)
 No news is good news
 Info up and down the ladder
 Provide training in feedback skills
 Assume they can change behaviors
Baby Boomers (1946 – 1964)
 Once a year, formal and documented
 Initiate weekly informal talks and formally
document them
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Understanding Generational
Characteristics…continuing
Improving Feedback and
Communication
Generation X (1965 – 1978)
 “So how am I doing?”
 Immediate and regular feedback
 Allow freedom to keep them learning and
focused on career paths
 Tell it like it is (Xers have a well tuned
BS-ometer)
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Understanding Generational
Characteristics…continuing
Improving Feedback and
Communication
Millennials (1979 – 2000)
 “I want it with the push
of a button.”
 Initiate the connection
 Consider electronic connections
 Make it visual
 Allow them an active role in creating their
own education and work plans
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Understanding Generational
Characteristics…continuing
Negative Stereotypes
Traditionalists/Matures (1909 – 1945)
 Can’t learn technology
 Refuse to give up the reins
 Non-engaged
Baby Boomers (1946 – 1964)
 Materialistic
 Work hard not smart
 Sold out their ideals
 Heavily in debt
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Understanding Generational
Characteristics…continuing
Negative Stereotypes
Generation X (1965 – 1978)
 Haven’t paid their dues
 Too young for management
 Say what they think
 Slackers / Aggressive
 Annoying / Loud
Millennials (1979 – 2000)
 Unaware of lack of skills
 Require excessive affirmation
 MTV generation
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Workplace Characteristics
Veterans
(1909 – 1945)
Traditionalists
(1909 – 1945)
Baby Boomers
(1946 – 1964)
Generation X
(1965 – 1978)
Millennials
(1979 – 2000)
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Ways to Minimize
Generational Differences in Workplace
 Focus on similarities rather than differences
 Recognize that change does occur
 Recognize the value and the perils of the “tried and true”
 Develop a curiosity for things unknown to you
 Ask questions rather than make statements
 Avoid characterizations based on age
 Be careful about cultural or historical references
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Challenges
 Slow population growth between 1966 and
1985; not enough Gen X or Millennials to
replace retirees during the next 5 years
 Talent is still the name of the game
 Every skilled worker of every age will be
needed in every successful enterprise
 The expressions “you’re too young” or
“you’re too old” are moot points and need to
be eliminated entirely from all hiring criteria
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Challenges…continuing
 The mind-set of too old or too young
needs to be replaced with:
 Can they do the work
 Can they learn the skills necessary
 Can they add value to the workplace
 Do they have the willingness to leverage
their talents and expertise
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Remember
 Members of multigenerational teams find that
under the strata of age diversity lies a bedrock
of unifying needs
 Everyone seeks the same: respect, creative
challenges, opportunity to add value, increasing
responsibility, recognition and flexibility
 The only difference is that the Xers and Yers
want it at the beginning of their career, not later
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Remember…continuing
 100% responsible for how they create their
lives, take care of themselves and their
families, and use their experience to
collaborate on getting the best work done
every day
 The most successful people in the 21st century
will be true “Gen Mixers”
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Remember…continuing
We are all responsible for our
careers, lives and families. Develop
a healthy sense of WIIFM as we
contribute the best work alongside
the best people of all ages every
day!
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Question(s)
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