Generations at Work: Managing the Clash of Boomers, Gen. X, Gen Y. and Gen. Z in Your Workplace

Thank you, , for the kind introduction.

We live in exciting times, Ladies & Gentlemen, and unprecedented times,. For the first time in history, we have 4 generations rubbing shoulders in the workplace.

Since the dawn of the 21st Century, not only has the corporate workplace become increasingly multi-cultural, it has at the same time evolved to become increasingly multi-generational.

Year 2000 ………….. Generation Y workers began entering the workforce, joining maturing babyboomers and Gen X workers, with established career paths ahead of them. In a few years, Gen Z will be joining the workforce. Each generation looks at the world differently which in turn shapes their behavior, their attitudes & motivation in the workplace and the resulting communication styles they use.

As you can imagine, all this diversity can be dramatically enriching in terms of finding solutions to business problems but it can also exacerbate tension arising from conflicting communication styles if not managed properly.

Workshop Objectives (Slide 1) – read silently

General Outline of our workshop, we will look at : how important events (handout) in each generation’s lifetime have shaped their

perceptions different values and mindset (handout) each generation brings to the workplace familiarize ourselves with the core values of each age cohort (handout).

Then in groups, you will discuss:

strengths (eg. Managing budgets, planning training programs, job security, buying new equipment, doing voluntary overtime, managing change programs, learning new technology, new work skills) each age cohort brings to the team

what conflict might occur across age cohorts on the team   and finally discuss the strategies you could use to maximize those strengths whilst

minimizing potential conflicts.

Each group will nominate someone to present their results to us, will follow this up with open-group floor discussion where you ask questions, make comments ……….

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We will close with a debriefing where I will share with you some of the tips/strategies that have come from research and case studies of successful companies (if time). I hope we will all walk away with useful insights that we can apply at work in the days ahead.

Warmup Quiz:1. Which generation is sometimes known as the MTV Generation? Gen X

2. Which generation was most marked by the Civil Rights Movement, Vietnam War and the Women’s Movement? Babyboomers

3. The term ‘latchkey’ kids was applied to which generation? Gen X

4. Which generation suffered cyberbullying? Gen Z (parents are helicopter Gen Y)

Let’s watch a video to cement some of the characteristics of each generation in your mind before we get into groups. U may not agree with them all but it represents a starting point (base line) for discussion.

Video: Timeline of the Four Generations in the Workplace

http://managementisajourney.com/understanding-and-managing-the-4-generations-in-the-workplace/ I mins – no text, just images of the 4 gens incl. vets & music

Video: Defining Moments of a Generation (Silent, Baby Boomer, X, Y)

https://www.youtube.com/watch?v=zyySTAkduiE (all 4 gens), doesn’t play on Ipad but okay on PC

Babyboomers 0:55 till 2:57 mins

Gen X till 5:46 mins

http://managementisajourney.com/fascinating-numbers-15-influential-events-that-shaped-baby-boomers/ - not a video, just text

Video: Understanding and Managing Generation X (1:30 mins)

http://managementisajourney.com/fascinating-numbers-15-influential-events-that-shaped-generation-x/

Video: Understanding and Managing Generation Y

http://managementisajourney.com/15-influential-events-that-shaped-generation-y-infographic/ (1:30 mins)

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How to motivate people from each cohort group:

Treat them differently when recruiting, mentoring someone

To work effectively with Boomers,

show them how they can be an organizational star,

provide them with developmental opportunities, and

involve them in operational matters

get to know them personally

acknowledge their contributions and successes

To work effectively with Generation X,

partner them with mentors that they respect,

do not expect them to “give their life to the job”

(instead promote work/life balance), and

Give them the end goal and let them do it their way

Keep rules and supervision to a minimum

Give them reasons for doing things

Keep workplace informal with little hierarchy

Spend time with them

To work effectively with Generation Y,

partner them with Boomers,

provide them with structure, and

be generous with training and orientation activities.

Tell them you expect them to be heros

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Today, even as the pace of baby boomer retirement picks up its pace, there’s plenty of their numbers still active professionally for another 15 years mixed in with Gen. Xers who continue to consolidate their career and Gen Y. cohorts who as junior managers and well-educated professionals, are demanding their say in the areas of working conditions, responsibilities, choice of tasks, leadership etc.

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Important events and core values for Age Cohorts

Boomers 1946-1965(Bill Clinton, Oprah Winfrey, Bill Gates

Generation X 1965-1980Also known as MTV or Slacker Generation (Michael Jordan, Michael Dell)

Generation Y 1980-2000 Also known as Nintendo or Internet Generation (Zuckerberg, Larry Page, Beyonce)

Generation Z 2000- presentMillenials or 9/11 Generation

1960 birth control pills

1970 Women’s Liberation

1989 Worldwide Web, MTV- high octane programming, video games,

2001 9/11 attacks, War on Terror

1962 Cuban missile crisis

1973 Watergate scandal; energy crisis

1992 Reality TV shows

2004 Facebook – 850 million users

1963 Civil Rights Movement

1976 advent of personal computers, space travel

1999 School violence (Columbine shootings)

2006 Twitter – 465 million users

1965 Vietnam war, Women’s Movement

1979 Iran hostage crisis

Grew up in era of dramatic technological advances, tech savvy in their DNA, latest gadgets, connected 24/7

Cyber-bullying, cell phone family plans, ubiquitous texting, more prevalent reality TV shows

1966 Cultural Revolution in China

1981 Advent of MTV – 24 hour music, movies, shopping channel, rise of AIDS

Rise of social media: MySpace, Facebook & Google Search engine

Highly-connected, living in an age of high-tech communication

1969 Landing on the moon; Woodstock

1987 Stock market plummets

Technology-driven lifestyles, prolific use of social media

1989 Fall of the Berlin Wall; end of Cold War, Tiananmen, space travel

Heavy impact from TV

Heavy impact from TV

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Core ValuesValue individualism

Value informality Value morality and civic dutyNatural networkers with Smartphones, readily share informationTalk shows, reality TV means everyone has a voice, anyone can be a star

Latchkey generation (dual career parents), lots of divorced parents

Helicopter parents favoring work-life balance

Expect rewards regardless of individual effort

Challenge status quo, ambitious, highly educated

Independent, self-sufficient, skeptical

Sociable, confident, optimistic, open-minded

Value instant gratification, personal growth, fulfill individual goals

Value diversity, work/life balance, technology, continuous learning

Most accepting of diversity: multicultural, family types, sexual orientation

Participation, teamwork-oriented

Appreciate mentors, question authority, value teamwork

Appreciate coaching rather than supervision, value teamwork

Workaholics, hard work and sacrifice

All work is just a job, won’t give their life to the job, like flexible schedules, entrepreneurial

Loyalty to co-workers over loyalty to employers, jobhopping

Want to be Stars of the Show

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To work effectively with Boomers,

show them how they can be an organizational star,

provide them with developmental opportunities, and

involve them in operational matters

get to know them personally

acknowledge their contributions and successes

To work effectively with Generation X,

partner them with mentors that they respect,

do not expect them to “give their life to the job”

(instead promote work/life balance), and

Give them the end goal and let them do it their way

Keep rules and supervision to a minimum

Give them reasons for doing things

Keep workplace informal with little hierarchy

Spend time with them

To work effectively with Generation Y,

partner them with Boomers,

provide them with structure, and

be generous with training and orientation activities.

Tell them you expect them to be heros

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4

Video: Timeline of the Four Generations in the Workplace

http://managementisajourney.com/understanding-and-managing-the-4-generations-in-the-workplace/ 3:12 mins

http://managementisajourney.com/15-influential-events-that-shaped-generation-y-infographic/

There is much agreement in business about generational diversity in

the new millennium for American workers. First, most business

researchers agree that there are 4 very different generations in the

workplace: the Veterans, the Baby Boomers, Generation X, and

Generation Y workers. Second, many business leaders and

managers agree that getting these groups to work together

effectively is challenging. Finally, many workers agree that the

different generations look at each other with confusion and

suspicion as they interact together in the workplace.

As a result, generations are colliding in the workplace and business

professionals are working hard to contain the organizational

damage that occurs. Managers and leaders must first understand

each of these groups, however, before they can stop generational

collisions from occurring in the workplace.

The book, Generations at Work, by authors Zemke, Raines, &

Filipczak, provides useful information for understanding each

generation and working with them effectively. Each generation is

shaped by its year of birth, age, and critical events that occurred in

society. These differences give each generation unique work values

and work ethics and preferred ways of managing and being

managed.

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The oldest generation in the workplace is the Veterans. The

Veterans were born between 1922 and 1943, and they are also

known as the Greatest Generation, Loyalists, and the Traditionalists.

Notable members of this generation include Jimmy Carter, Geraldine

Ferraro, and Warren Buffett.

Members of the Veteran generation were defined by events such as

the Great Depression and World War II. They survived the Great

Depression, turned the economy around, and fought and won a

World War. As a result, this generation values sacrifice, hard work,

conformity to rules, and respect for authority. They are loyal to

employers. A critical insight in understanding this generation is

their strong belief in paying your dues. From their perspective,

rewards, status, respect, and authority must be earned!

To work effectively with Veterans, let them know that you value their

experience, spend adequate time in orientation and training

activities (including the use of technology), and respect common

norms of courteous behavior.

The second oldest generation in the workplace is the Baby

Boomers. The Baby Boomers were born between 1943 and 1960.

Notable members of this generation include Bill Clinton, Oprah

Winfrey, and Bill Gates.

Members of the Baby Boomer generation were defined by events

such as the Vietnam War, the Civil Rights Movement, and the

Women’s Liberation’s movement. They challenged the status quo,

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sought immediate gratification, and set out to fulfill their individual

goals. As a result, this generation values personal growth, team

involvement, and personal gratification. They are ambitious, highly-

educated, and multi-taskers. A critical insight in understanding this

generation is that they are loyal to their careers first and to their

employers second! Baby Boomers see themselves as the Stars of

the Show.

To work effectively with Boomers, show them how they can be an

organizational star, provide them with developmental opportunities,

and involve them in operational matters.

The third generation in the workplace is Generation X. Generation X

was born between 1960 and 1980, and they are also known as the

Post-Boomers, Twenty-somethings, Xers, and Slackers. Notable

members of this generation include Michael Jordan, Jewel (the

singer), and Michael Dell.

Members of Generation X were defined by the Latchkey kids

dynamic (took care of themselves at home as their parent(s)

worked), MTV, and the Fall of the Berlin Wall. Of all the generations,

they came from homes with the highest number of divorced parents.

These events have made them independent, self-sufficient, and

skeptical. They value diversity, work/life balance, technology, and

informality. A critical insight in understanding this generation is that

they tend to view all work as just a job. Generation X are the True

Contestants of Survivor (reality game show)!

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To work effectively with Generation X, partner them with mentors

that they respect, do not expect them to “give their life to the job”

(instead promote work/life balance), and refrain from giving them

too much extended hands-on supervision.

The last generation in the workplace is Generation Y. Generation Y

was born between 1980 and 2000, and they are also known as

Millenials, Nexters, and the Internet Generation. Notable members of

this generation include Leann Rimes, McCauly Culkin, and Chelsea

Clinton.

Members of Generation Y were defined by events such as

computers and technology, schoolyard violence, TV talk shows, and

the girl’s movement. They grew up in a supportive environment

where (1) protective parents and other adults attended to their

needs, (2) all kids receive rewards regardless of individual effort,

and (3) punishment was often time-outs. This has made them

confident, sociable, and optimistic.

They also do not always understand their limitations. They value

civic duty, achievement, sociability, and multi-tasking. They are

open-minded, the most accepting of diversity, and unafraid of

change. A critical insight in understanding this generation is that

they like bosses to coach rather than supervise. Generation Y are

optimistic and confident charmers!

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To work effectively with Generation Y, partner them with Boomers,

provide them with structure, and be generous with training and

orientation activities.

Veterans, Boomers, Generation X and Generation Y workers are very

different, and this makes for interesting group dynamics. Defined by

their age, date of birth, and critical societal events, each generation

brings its own strengths and limitations to the workplace. By

understanding the strengths, limitations, and values of each

generation, managers and leaders can minimize generational

collisions. In doing so, managers and leaders will avoid the

organizational conflict, employee turnover, and lost productivity that

occurs when business professionals are unaware of the differences

of the four generations in the workplace.

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