debora rothermel - generations in the workplace
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Generations in the Workplace
By
Debora Rothermel
I will talk about…
I. The Workplace Today
II. The “Story” of Each Generation
III. The Power of “Four”
Points to Consider
Birth years defining generations aren’t carved in stone…you could be on the “cusp”
Examples are exaggerated to drive home points – not to offend!
My intent is not to “judge” but rather to share information.
“Each generation imagines itself to bemore intelligent than the one
that went before it, and wiser than the one that comes after
it.”
George Orwell
I. The Workplace Today
The Four Generations
Traditionalists 1922-1945• Most affluent
Baby Boomers 1946-1964• Running the show
Gen Xers 1965-1979• Prove it to me
Gen Ys 1980-1995 (2000)• Keep me in the loop
May 1968
1. Population Bubbles
2. Seniority System
3. A time of profound change
Demographic Shifts Every day 1,000 Boomers turn 55 years
old. For the first time, the number of workers
entering the workforce will not replace those leaving.
The Traditionalists and Boomers embody the culture of most organizations today.
One in three workers is over 55 years old.
II. The Life Story of each Generation
What you are, is where you were
when...
4.6 M Canadians
The Traditionalist Story
Raised in the wake of the Depression & WWII Parents were strict, disciplined Married early,4+ children Savers, Sacrifice, Respect, Hard work,
The Traditionalist at Work
Work long and hard hours Authoritarian leadership style Loyal to company and respect for authority Linear career in very small number of
companies Formal communication style Feedback – no news is good news
Born 1946-19649.4M Canadians
The Baby Boomers Story
Grew up in Post WWII economic expansion High birth rates Raised in a “child friendly” era Nuclear family – married in 20’s - high
probability of divorce Generation of optimism, exploration and
achievement Responsible for changes in rights of women
& minorities
Baby Boomers – at Work
Work hard to build a career in a few organizations
Accepting of authority – “pay your dues” Money, Title and Recognition are important Give maximum effort to job/career Face to face communication Proved your worth by surviving in a “sink or
swim” environment
Born 1965-19796.8M Canadians
Generation X’s Story
Grew up in an era of Watergate, fall of Berlin Wall heightened threats – AIDS, Environment
First cohort of the post-nuclear family, educated Introduction of the personal computer Learned independence early in life – “Latchkey kids” Difficulty entering the labor market and in becoming
financially independent Married later in life, fewer children, divorce common
Generation X at Work
Distrustful of authority and hierarchy - flat Question everything; sceptical, autonomous No “paying dues” “Free agent” approach Communication is informal; direct and specific -
email Fun and communal workplace Work/Life balance - flexibility
Born 1980 – 19958.9M Canadians
Generation Y’s Story Children of Boomers – high birth rate Wide variety of family types Products of “SE Parenting” & “Helicopter Parents” Introduced to technology early in life High standard of living, high material possessions Marketing target group Post secondary education an expectation High career expectations Delayed onset of adulthood
Generation Y’s at Work Won’t sacrifice personal life for career Leaders who will include them and work beside them Multitask/multi careers - No “paying dues” Thirsty for new skills and challenge Dedicated to goal achievement – dream job ‘fantasies’ Eager to find a “better way” to do things Uncomfortable with formality Quick, simple and frequent communication – texting! Need to be challenged and praised
III. The Power of “Four”
Develop a Generational Strategy
For Traditionalists
Respect their significant experience
Teach them instead of being “dismissive”
Explain instead of being impatient
Get them to share their knowledge
For Baby Boomers
Show respect Choose face to face
conversation Give them your full
attention Learn the corporate
history
For Generation X
Get to the point Use email! Give them space – do
not micromanage Remind yourself that it
is OK for work to be fun Groom them to step up
when the Boomers are gone
For Generation Y Challenge them Let them work on things
that matter Give responsibility Ask for their opinion Let them collaborate and
work on teams Find them a mentor Keep them in the loop Provide timely feedback –
positive!
“In case you are worried about what is going to become of the younger generation...
...they are going to grow up and
start worrying about the younger generation!”
Roger Allen
Young people are not living in our times,
we are living in theirs!
Debora Rothermel
Thank you!