Managing Multiple Generations at Work

Jeff DavisLeadership Development Consultant

UMASS Donahue InstituteOrganization Renewal Associates

August 14, 2007

2

OBJECTIVES

Better understand the different generations at work

Learn why there is inter-generational conflict betweenemployees at work

Gain insight into how to manage employees moreeffectively no matter what generation they represent

3

WHO IS IN THE WORKFORCE TODAY?

Leaders must deal with the fact that there are many

different groups in the workforce

4

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)

5

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

Silent’s Recognize These

6

Events that Shaped Silent’s

WW II The Great Depression

7

8

“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

Baby Boomers Recognize These

9

Events that Shaped Boomers

Vietnam War

Watergate Topples Presidency

Civil Rights Struggle

Watergate Scandal

10

11

“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

Generation X Recognizes These

12

Events that Shaped Generation X

Corporate Downsizin

g

Technology Becomes ‘Fun’

Communism

Collapses

The 1980’s

13

14

“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

Generation Y Recognizes These

15

Events That’s Shaped Generation Y

Internet / www.Globalization

Unprecedented Level of Affluence

Global War on Terror

“Reality TV” 16

17

“GENERATION Y” born 1978 – 1986 (ages 21-29)

“GenYers” are the children of “Baby Boomers” and the optimistic, upbeatyounger 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’

18

“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.

19

WHAT HAVE YOU FOUND?

Think about the challenges you have faced leading workers whoare of a different generation.

• what do you appreciate about other generations?

• what confuses you about other generations?

INTER-GENERATIONAL CONFLICT

23

“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

25

THE GENERATIONS: DIFFERING EXPECTATIONS

Generation Work/Life Balance Work Environment/Ethics

Baby Boomers •In the past, worked until the job was completed but over the last few years, value work/life balance more (in order to care for family and aging parents)

•Favor collaborative learning and working in teams•Expect hard work to be appreciated by management

Generation X•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

Generation Y•Expect balance – more “family- centric”•Employers are expected to work around their various activities•Globally concerned

•Expect diversity•#1 workplace issue = personal safety•High value on honesty and integrity

All Generations Want to be Valued and Respected

They Just Define These Terms Quite Differently;

Quite Generationally

Defining “Work Values”

Silents “Work hard because it’s

the right thing to do”

Baby Boomers “Work hard because it defines you,

and you can make a difference”

Generation X “Work hard so then you

can play hard”

Generation Y “Work hard at work that has meaning”

“R-E-S-P-E-C-T……..

Find Out what it Means to….”

THEM!!!

27

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

28

Gen Xers

____ include them in decisions and allow them to have input, including access todecision-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

SHOWING RESPECT: A GENERATIONAL CHECKLIST

29

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

SHOWING RESPECT: A GENERATIONAL CHECKLIST

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