Transcript Managing Different Generations

Managing Multiple
Generations at Work
Jeff Davis
Leadership Development Consultant
UMASS Donahue Institute
Organization Renewal Associates
August 14, 2007
OBJECTIVES
 Better understand the different generations at work
 Learn why there is inter-generational conflict between
employees at work
 Gain insight into how to manage employees more
effectively no matter what generation they represent
2
WHO IS IN THE WORKFORCE TODAY?
Leaders must deal with the fact that there are many
different groups in the workforce
3
FOUR GENERATIONS AT WORK
Silents
: born before 1946 (ages 62-83)
Baby Boomers
: born 1946 – 1964 (ages 43-61)
Generation X
: born 1965 – 1977 (ages 30-42)
Generation Y
: born 1978 – 1986 (ages 21-29)
4
COMPOSITION OF WORKFORCE
“Silent” Generation
:
10% and decreasing fast
Baby Boomers
:
45% and decreasing slowly
Gen Xers
:
30% and increasing slowly
Gen Yers
:
15% and increasing fast
5
Silent’s Recognize These
6
Events that Shaped Silent’s
WW II
The Great Depression
7
“SILENT” GENERATION
(born before 1946 [ages 62-83])
“Silents” rely on the tried, true and tested ways of doing things.
Like hierarchy and order
Comfortable with very directive leadership
Willing to climb the ladder patiently
Difficulty adjusting to change
8
Baby Boomers Recognize These
9
Events that Shaped Boomers
Civil Rights Struggle
Vietnam War
Watergate Scandal
Watergate Topples
Presidency
10
“BABY-BOOMERS”
(born 1946 – 1964 [ages 43-61])
“Boomers” paid their dues and climbed the ladder under the old rules.
Pride themselves on survival skills
Feel betrayed by downsizing, reengineering and restructuring
Believe in value of hard work; competitive
Idealistic and value democratic work environment
View work groups as social groups
Seek to change institutions
11
Generation X Recognizes These
12
Events that Shaped Generation X
Technology Becomes ‘Fun’
Communism
Collapses
Corporate
Downsizing
The 1980’s
13
“GENERATION X”
(born 1965 – 1977 [ages 30-42])
“Xers” formed the vanguard of the free-agent workforce.
Very resourceful
Want to stay on the cutting edge
Suspicious of institutions
Willing to break the rules
Very adaptive to change and new technology
14
Generation Y Recognizes These
15
Events That’s Shaped Generation Y
Internet / www.
Globalization
Global War
on Terror
Unprecedented
Level of Affluence
“Reality TV”
16
“GENERATION Y”
born 1978 – 1986 (ages 21-29)
“GenYers” are the children of “Baby Boomers” and the optimistic, upbeat
younger siblings of Generation X.
Global citizens and environmentally conscious
Volunteer-minded and socially conscious
Realistic and pragmatic
Cyber literate & media savvy
Concerned about personal safety
Institutions judged by their own merit
Do everything ‘fast’ – even ‘instant’
17
“CUSPERS”
Sometimes called “Tweeners” – those born within three years of the “end
of a generation” – beginning or end.
Tweeners often resemble the previous or next generation, not the one that
they are in, due to individual or local factors.
This fact reminds us not to categorize outright, but observe individuals’
behaviors and attitudes.
18
WHAT HAVE YOU FOUND?
Think about the challenges you have faced leading workers who
are of a different generation.
•
what do you appreciate about other generations?
•
what confuses you about other generations?
19
INTER-GENERATIONAL CONFLICT
“Most inter-generational conflicts share a common
point of origin: the issue of CLOUT –
who has it, and who wants it.”
Dr. Jennifer Deal, author, Retiring the Generation Gap
23
THE GENERATIONS: DIFFERING EXPECTATIONS
Generation
Baby Boomers
Generation X
Generation Y
Work/Life Balance
Work Environment/Ethics
•In the past, worked until the job •Favor collaborative learning
was completed but over the last
and working in teams
few years, value work/life
•Expect hard work to be
balance more (in order to care
appreciated by management
for family and aging parents)
•Flexible work time, alternative
work arrangements and vacation
time are highly valued
•Knowledge is power
•Don’t care what others think
•Prefer to work alone
•Laid back/fun
•Expect balance – more “familycentric”
•Employers are expected to work
around their various activities
•Globally concerned
•Expect diversity
•#1 workplace issue =
personal safety
•High value on honesty and
integrity
25
All Generations Want to be Valued
and Respected
They Just Define These Terms
Quite Differently;
Quite Generationally
Defining “Work Values”
Silents
Baby Boomers
Generation X
Generation Y
“Work hard because it’s
the right thing to do”
“Work hard because it defines you,
and you can make a difference”
“Work hard so then you
can play hard”
“Work hard at work that has meaning”
“R-E-S-P-E-C-T……..
Find Out what it Means to….”
THEM!!!
SHOWING RESPECT: A GENERATIONAL CHECKLIST
Silent
____
clarify how things are done so they know the “rules”
____
let them know you value their experience, not necessarily their ‘seniority’
____
help them understand how new processes and systems are sound/trustworthy
____
offer feedback and recognition to praise them for hard work and dedication
Boomers
____
reward work ethic and long hours
____
give lots of public recognition & opportunities for networking
____
provide tasks and responsibilities for them to prove themselves
____
link strategic work to personal and organizational goals and the big picture
____
clearly define work responsibilities
27
SHOWING RESPECT: A GENERATIONAL CHECKLIST
Gen Xers
____
include them in decisions and allow them to have input, including access to
decision-makers
____
make sure environment is emotionally safe
____
provide opportunities to increase their knowledge and skill set
____
help with work/life balance
____
encourage fun in the workplace
____
help them build transferable skills
____
listen to their ideas and suggestions
____
have an open door policy
____
encourage mentoring relationships
28
SHOWING RESPECT: A GENERATIONAL CHECKLIST
Gen Yers
____
discuss why they and their work is important
____
encourage their collaboration and teaming tendencies
____
make sure each person knows how he/she is making a difference
____
provide non-monetary rewards
____
provide growth opportunities
____
discuss which rules are important and which are optional
____
provide F.A.S.T. (Frequent, Actionable, Specific and Timely) feedback
____
discuss “what’s in it for me”
____
help them build their resume
29
Showing Employees They Are
Valued and Respected
It is THE Key to Unlocking the
Secret to Working with Multiple
Generations!
Additional Resources
• Geeks and Geezers, by
Warren Bennis & Robert J Thomas, c.
2002, Harvard Business School Press
• Loyalty Rules! How
Today’s Leaders Build
Lasting Relationships, c.
2001, F.F. Reicheld, Harvard
Business School Press
• “Labor Force Projections
to 2014: Retiring
Boomers,” c. 2005, M. Toosi,
Monthly Labor Review (128 (12)
pp. 25-44
• Retiring the Generation
Gap, c. 2007, Dr. Jennifer J. Deal,
Jossey-Bass, Publishers
• “The Cane Mutiny –
Managing a Graying
Workforce,” c. 2005, C. Geissler,
et. al., Harvard Business Review, 83
(10), pp. 31-42
• “Managing
Middlescence,” c. 2006, R.
Morrison, et. al., Harvard Business
Review 84 (3) pp. 78-86