Energize & Envision Our Future

Who are the Young Workers?

Is someone classified as young because they look it?

New in the trade?Living at home with Mom &

Dad?Newlywed/New parent?Highschool Graduate?This is their first job?MAYBE YES, MAYBE NOT!Let’s look at Generations…

Generations

GI Generation 1901 – 1924 (112 – 89 years of age)

Traditionalists/Matures 1925 – 1945 (88 – 68 years of age)

Baby Boomers 1946 – 1964 (67 – 49 years of age)

Generation X 1965 – 1981 (48 – 32 years of age)

Millennials/Generation Y 1982 – 2000 (31 – 13 years of age)

Nexters/? 2001 – present (12 – 0 years of age)

Events and Experiences that Shaped Generations

Traditionalists Great Depression New Deal Attack on Pearl Harbor World War II Korean War Radio and telephone

Baby Boomers Civil rights Feminism Vietnam Cold War Space travel Assassinations Scientific advances Credit cards Television

Events and Experiences that Shaped Generations

Generation X Fall of the Berlin Wall Challenger disaster Desert Storm Personal computers Working mothers MTV Divorce Energy crisis

Millennials School shootings 9/11 OKC bombing Internet Child-focused world Social networking Continual feedback Enron/WorldCom Iraq/Afghanistan

Baby Boomers

Born 1946 to 196479 million peopleGrew up with fewer rules and a more

nurturing environmentLived in generally prosperous times, but

experienced layoffsWomen entered workforce in record numbers“Live to Work!”Spend “quality time” with childrenExcelling in their career is importantPrefer telephone or face-to-face

communicationDesire challenge and opportunity

Boomers - Common Values

Baby Boomers Optimism Team orientation Personal gratification Involvement Personal growth Workaholics Competitors

78 Million

Generation X

Born 1965 to 198149 million peopleGrew up as latchkey or day-care childrenTurbulent economic times – downturn in 80s,

upswing in 90s“Work to Live!”Friends with their child, want to spend

quantity timeExpect their careers to keep moving forward

or they will leavePrefer electronic communicationChange from job security to career security

Gen X - Common Values

Generation X Diversity Techno-literacy Fun and informality Self-reliance Pragmatism – realists Results-oriented Individualism Challenge the system

Millennials

Born 1982 to 2000Attended day care, very involved

“helicopter” parentsProsperity has increased over their

lifetime“Live, then Work!”Achievement-orientedPrefer instant or text messagingWant to build parallel careers – experts

in multitasking

Millennials - Common Values

Millennials Optimistic Civic duty Highly Educated Confident Achievement-oriented Respect for diversity Informal Tenacious Social consciousness Embrace Diversity 86 Million!!!!

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Determining Generational Bias

How do you prefer to communicate – email or phone?

What operating system are you running?

How many mobile devices do you carry?

Who are your role models/heroes?

On-the-Job Challenges

Traditionalists and Boomers generally do not question or challenge

authority accepts the status quo

X’ers and Millennials have been taught to speak up may not understand, and may even

resent, what they see as a lack of a backbone or initiative.

On-the-Job Challenges

Traditionalists and Boomers prefer face-to-face communication Boomer bosses like to have at least one

meeting each week with employees.

Gen Xers and Millennials Prefer electronic communication Tend to not like meetings many have not developed mature

listening skills

Bridging the Generation Gaps

Getting along with Boomers Show respect. Acknowledge that you have less

experience and can learn from their experience. Choose face-to-face conversations. Give people your full attention. Stop multitasking

while someone is talking. Play the game. Workplace politics are a fact of life,

so learn to be polite and respectful in these situations.

Learn the corporate history. Find out what has gone wrong and right in the past before making suggestions for changes.

Bridging the Generation Gaps

Getting along with Gen X’ers Get to the point. Avoid jargon and buzzwords that

obscure your point. Use e-mail. Take advantage of technology and only

have face-to-face meetings when required. Give them space. Don’t micromanage but have an

open door. Xers crave autonomy. Get over the notion of dues paying. Lighten up. Remember, it’s OK for work to be fun.

Bridging the Generation Gaps

Getting along with Millennials Challenge them. They want to do work that really

matters. Ask them their opinion. They love to collaborate

and be a team player. Help them find a mentor. They have an affinity

and respect for Silents. Provide timely feedback. They are used to getting

feedback instantaneously. Lighten up. Remember, it’s OK for work to be fun.

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Coaching and Managing Xers

DO:Put all the options on the tableBe prepared to answer “why”Present yourself as an information

providerUse their peers as testimonials when

possibleAppear to enjoy your work – remember

carpe diemFollow up and meet your commitments.

They’re eager to improve and expect you to follow through.

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Coaching and Managing Millennials

DO:

Offer customization—a plan specific to them

Offer peer-level examplesSpend time providing

information and guidance Be impressed with their

decisions

Why does Labor need them?

Let’s be frank: The House of Labor is aging.

Boomers are preparing to retire, and the numbers of Gen X’ers simply aren’t enough to fill the vacuum.

Millennials like unions PEW Research Rate of Unionized Young

What can YOU do for our Young Workers?

Organize WITHIN – when young people are challenged to step up to responsibilities, they feel more a part of the team.

“Pull back the curtain” – Show how business is run, instead of relying on “because I said so”

Reach out – Mentor personally, or establish Intensive Orientation Training

Communicate! Pass on valuable knowledge from the past, carry on today to push through the future.

What can YOU do for our Young Workers?

If your local doesn’t have a RENEW Committee, consider helping to form one

If your local DOES have a RENEW Committee, invite them to help with projects where you may need more hands

Consider a shadowing program for young workers to witness what an Organizer does

Seek out Community Colleges & community groups outside of Labor, where many enthusiastic young people can be found

Civic & Community Engagement

Tarn Puvapiromquan – Your person @IO Tarn_Puvapiromquan@ibew.org 202.728.6203

RENEW “Reach out & Engage Next-gen Electrical Workers” Twitter - @IBEWRENEW Facebook - https://www.facebook.com/RENEW.IBEW Resources: Mission Statement, Group Charter,

“Labor Lingo”, RENEW Advisory Council, IBEW Store (RENEW Products), Mentoring Guidebook, RENEW Committee Toolkit

1st International RENEW Conference: Sept 27th – 29th

2013

THANK YOU