multigenerational workplace american legion workshop may 3 2010
Post on 19-Oct-2014
1.661 views
DESCRIPTION
TRANSCRIPT
Generational Breakdownhttp://www.dkosopedia.com/wiki/Generations
GI & Silent Generation (1901-1942) Approximately 5% of workforce
Baby Boom (1943 – 1960) Approximately 45% of workforce
Generation X (1961 – 1980) Approximately 45% of workforce
Millennials (1980/82 – 2000/02) Approximately 5% of workforce
Homeland Generation 2004 – 2025?
Clues that Broadcast Preferences
• Clothes• Eye contact• Office• Posture and body language• Tempo• Topics of conversation• Voice• Word choice
(Raines, 2003, Connecting Generations, pg. 39)
Veterans Boomers XersMillennials
Outlook Practical Optimistic Skeptical Hopeful
Work Ethic Dedicated Driven BalancedDetermined
View ofAuthorityRespectful Love/hate Unimpressed Polite
Leadership by Hierarchy Consensus Competence Pulling tog
Relationships Personal Personal Reluctant to Inclusivesacrifice gratification commit
Turnoffs Vulgarity Political Cliché, hype Promiscuityincorrectness (Zemke, Raines, Filipczak. 2000. pg. 155)
Shifting Our Perception
The Golden Rule:
Do unto others as you would have them do unto you.
(assumes similarities)
Titanium Rule:
Do unto others,
keeping their
preferences in
mind.(accepts diversity)
Raines, 2003, pg. 34.
Generational ValuesGI/Silents
Dedication/sacrifice
Conformity
Respect for authority
Delayed reward
Duty before pleasure
Hard work
Law and order
Patience
Honor
Adherence to rules
Boomers
Optimism
Personal gratification
Personal growth
Work
Team orientation
Health and wellness
Youth
Involvement
Zempke, Raines, Filipczak (2000). Pgs. 30, 68, 98, 132.
Generational ValuesGen Xers
Diversity
Balance
Fun
Self-reliance
Thinking globally
Technoliteracy
Informality
Pragmatism
Millennials
Optimism
Confidence
Sociability
Street smarts
Civic duty
Achievement
Morality
Diversity
Zempke, Raines, Filipczak (2000). Pgs. 30, 68, 98, 132.
Generational Clashpoints(Lancaster & Stillman, 2003, Pages 30-31.)
“chain of command” veterans
“change of command” boomers
“self-command” gen xers
“don’t command – collaborate!” millennials
Select Online & Mobile Activities of US Internet Users, by Age, Februrary 2008 (www.eMarketer.com)
0%
20%
40%
60%
80%
100%
120%
15-17 18-24 25-34 35-55 45-54 55-64 65+
IM's
Texts
Social Networking sites
RSS feeds
Currently no, may use in the future
26%
Use22%
Do not use52%
US Internet Users Ages 40+ Who Use Social Networking Sites, May 2008 (www.eMarketer.com)
Technology Veterans:
[Forrester Research]: “The net powered
generation has internalized the Internet and
uses it instinctively.”
[Fortino Group Research]: Current 10-17 year
olds will spend 1/3 of their lives (23 years) on
the Internet.
Seven Attributes of Millennials
Conventional
Confident
Special
Sheltered
Pressured
Achieving
Team Oriented
Demographic Changes Advantageous to Millennials
1. Older parents.
2. Smaller families = more resources & more
parental time.
3. More firstborns (roughly 40%) and singletons
(approximately 10%).
4. More parental education – 1 in 4 Millennials
have at least 1 parent with a 4 year degree or
higher.
5. Slowing down of the family break-up.
Economic Climate for Millennials
During the past 10 years* (up to 9/11)
there have been only 2 weeks of
interruptions
of the cycle of prosperity whereas other
generations will have experienced periods of
9 to 10 weeks at a time.
Increasingly Diverse
34% of Millennials are Black, Hispanic, Asian or NativeAmerican.
89% of them have already been on-line, a virtual environment where races does not
exist.
Debt Load
• The average undergraduate student leaves us with $20,000 in student loan debt.
• The average graduate student leaves us with $45,000 in student load debt.
• The average credit card debt for college graduates is approximately $7,000.
(Draut, Tamara. 2005. Strapped: Why American’s 20- and 30-Somethings Can’t Get Ahead.)
Indiana Student Debt
• The average student loan debt in 2008 was $23,000 with the Indiana average = $21,283
• Indiana is 17th in the nation for the amount of student loan debt per student
Millennial Credit Card Debt
• In 2004 the average amount of credit card
debt = $3,000
• 10% of Millennials owe at least $7,000
• 78% of students have 1 credit card
• 32% have 4 or more
What trends do we see in Millennials?
• They aren’t chart and graph oriented so make info
pragmatic.
• Less hostile.
• Less rebellious than their predecessors.
• More practical-minded.
• More guarded and private about their intellectual
beliefs.
more…
Additional trends…
• May tend to be more respectful of authority.
• May be more reticent about public disputation.
• Less individualistic and more inclined to value
“team over self, duties over rights, honor over
feeling, action over words.”
• “Millennials feel more of an urge to homogenize,
to celebrate ties that bind rather than differences
that splinter.”
Clashpoints on Feedback(Lancaster & Stillman, 2003, Pg. 255)
“No news is good news.” veterans
“Feedback once a year, with lots of documentation!” boomers
“Sorry to interrupt, but how am I doing?” gen xers
“Feedback whenever I want it at the push of a button.” millennials
Clashpoints & Career Goals(Lancaster & Stillman, 2003, pg. 55)
“Build a legacy.” veterans
“Build a stellar career.” boomers
“Build a portable career.” gen xers
“Build a parallel career.” millennials
Clashpoints around Rewards(Lancaster & Stillman, 2003, pg. 77)
“The satisfaction of a job well done.” veterans
“Money, title, recognition, the corner office.” boomers
“Freedom is the ultimate reward.” gen xers
“Work that has meaning for me.” millennials
Clashpoints around Job Changing
(Lancaster & Stillman, 2003, pg. 242)
“Job changing carries a stigma.” veterans
“Job changes puts you behind.” boomers
“Job changing is necessary.” gen Xers
“Job changing is part of my daily routine.”
millennials
Levels of Response to Generational Disconnects
(Raines, 2003, Pg. 37)
Level 1: Acknowledge it and let it go.
Level 2: Change your behavior.
Level 3: Use a generational template to talk it
over.
Six Strategies to Connect Different Generations
(Raines, 2003, pg. 50)
1. Initiate conversations about generations.
2. Ask people about their needs and
preferences.
3. Offer options.
4. Personalize your style. (Use Titanium Rule.)
5. Build on strengths.
6. Pursue different perspectives.
Messages to Motivate(Zempke, Raines, Filipczak, 2000, pgs 49, 77, 113, 145.)
Veterans“Your experience is
respected here.
“It’s valuable to the rest of us to hear what has – and hasn’t – worked in the past.”
“Your perseverance is valued and will be rewarded.”
Boomers“You’re important to
our success.”
You’re valued here.”
“Your contribution is unique and important.”
“We need you.”“I approve of you.”“You’re worthy.”
Messages to Motivate 2(Zempke, Raines, Filipczak, 2000, pgs 49, 77, 113, 145.)
Gen Xers
“Do it your way.”
“We’ve got the newest hardware and software.”
“There aren’t a lot of rules here.”
“We’re not very corporate.”
Millennials
“You’ll be working with other bright, creative people.”
“Your boss is in her (or his) sixties.”
“You and your coworkers can help turn this company around.”
“You can be a hero here.”
Why they leave…(Raines, 2003, Connecting Generations, pg. 121-122)
Veterans• Physical reasons• Inconsistent enforcement of policies and procedures
Boomers• Burnout• Didn’t feel they could make a contribution
Gen Xers• Inability to get ahead without becoming managers• Opportunities with other organizations – particularly with ones that
help build resumes
Millennials• Job doesn’t meet expectations• Job is repetitive or boring, without challenges and opportunities for
development
Why they stay…(Raines, 2003, Connecting Generations, pg. 122)
Veterans• Loyalty to employer and customers• Good schedule, reasonable hour
Boomers• Making a difference
Xers• Autonomy• Good Schedule• Time off
Millennials• Professional growth• Personal satisfaction
7 Attributes of flexible supervision
(Zempke, Raines, Filipczak. 2000. pg. 157-158)
1. Their supervisory style is not fixed.
2. Their leadership style is situationally varied.
3. They depend less on positional than personal power.
4. They know when and how to make personal policy exceptions, without causing a team riot.
7 Attributes (continued)
5. They are thoughtful when matching individuals to a team or a team or individual to an assignment.
6. They balance concern for tasks and concern for people. They are neither slave drivers nor country club managers.
7. They understand the elements of trust and work to gain it from their employees. They are perceived as fair, inclusive, good communicators, and competent in their own right.
References
• Deal, Jennifer J. (2007). Retiring the generation gap: How employees young and old can find common ground. John Wiley & Sons, Inc. San Francisco, CA. ISBN 13: 978-0-7879-8525-7.
• Draut, Tamara (2005). Strapped: Why America’s 20- and 30-Somethings Can’t Get Ahead. ISBN 0-385-51505-7.
• Howe, N. & Strauss, W. (2003). Millennials Go To College. American Association of Collegiate Registrars and Admissions Officers and LifeCourse Associates. ISBN 1-578-58033-1.8
• Gravett, Linda & Throckmorton, Robin. (2007). Bridging the Generational Gap: How to Get Radio Babies, Boomers, Gen Xers, and Gen Yers to Work Together and Achieve More. Career Press, Franklin Lakes, NJ. ISBN-13: 978-1-56414-898-8
• Howe, N. & Strauss, W. Millennials Rising: The next great generation. New York: A Vintage Original, September 2000.
• Lancaster, L., & Stillman, D. (2002). When generations collide: Who they are. Why they clash. How to solve the generational puzzle at work. HarperCollins Publishers, Inc. ISBN: 0-06-662106-2.
• Marano, Hara Estroff (2008). A nation of wimps: The high cost of invasive parenting. Broadway Books, NY, NY. ISBN: 978-0-7679-2403-0.
• Raines, Claire. (2003). Connecting Generations: The sourcebook for a new workplace. Crisp Publications, Inc. Menlo Park, California. ISBN: 1-56052-693-9.
• Raines, Claire. (1997). Beyond Generation X: A practical guide for managers. Crisp Publications, Inc., Menlo Park, California. ISBN: 1-56052-448-9.
• Rosen, Christine. (2007). Virtual Friendship and the New Narcissism. The New Atlantis.
• Shepard, Steven. (2004). Managing the Millennials. Consultative Education in Global Telecommunications.
• Wendover, Robert. (2007). Crossing the generational divide from Boomers to Zoomers. National Press Publications, Shawnee Mission, KS. ISBN: 1555824509.
• Zemke, R., Raines, C., & Filipczak, B. Generations at work: Managing the clash of veterans, boomers, xers, and nexters in your workplace. New York: American Management Association, 2000. ISBN 0-8144-0480-4.