FBI Workforce Millennials

Managing Multiple Generations in the Work Force

Terri Manning

Bobbie Frye

…but it takes a society to

raise a generation

Influencing Factors•Economic Conditions•Societal Norms•Political Events•Major Crises

Generations• Consists of approximately a 20-year span

Has a unique set of values. • Reacts to the generation before them.• Looks at their generation as the standard

of comparison.• Looks at the next generation skeptically. • They are either idealistic, reactive, civic or

adaptive.• What you would like for me to tell you is

“how can we make them be like us?”• That will never happen. They look at you

as an example of “what not to do.”

How Generational Births Will Impact Retirements

(Boomers)(Xers)

(Millennials)

Generations Living in America in 2010• Veterans 1925-1942

– 23.8 million living• Baby Boomer 1943 – 1965

– 62 million living• Generation X – 1966-1981

– 84 million living• Millennials – 1982 – 2002

– 110 million living• Generation Z 2003-2022

– About 29 million so far

Workplace CharacteristicsVeterans Baby

BoomersGeneration X Millennials

Work ethic and values

Hard workRespect

authoritySacrifice

Duty before funAdhere to rules

WorkaholicsWork efficiently

Crusading causesPersonal fulfillment

Desire qualityQuestion authority

Eliminate the taskSelf-reliant

Want structure and direction

Skeptical

What’s nextMulti-tasking

TenacityEntrepreneuria

lTolerant

Goal orientedWork is… An obligation An exciting

adventureA difficult challengeA contract

A means to an end

FulfillmentLeadership

StyleDirective

Command-and-control

ConsensualCollegial

Everyone is the same

Challenge othersAsk why

TBD

Interactive Style

Individual Team playerLoves to have

meetings

Entrepreneur Participative Source: Greg Hammill, FDU Magazine, Winter/Spring 2005

Workplace CharacteristicsVeterans Baby

BoomersGeneration X Millennials

Communi-cations

FormalMemo

In person DirectImmediate

EmailVoice mail

Feedback and

Rewards

No news is good news

Satisfaction in a job well done

Don’t appreciate it

MoneyTitle

recognition

Sorry to interrupt, but

how am I doing?Freedom is the

best reward

Whenever I want it, at the

push of a buttonMeaningful work

Messages that

Motivate

Your experience is

respected

You are valuedYou are needed

Do it your wayForget the rules

You will work with other bright creative people

Work and Family

Ne’er the twain shall meet

No balanceWork to live

Balance Balance

Source: Greg Hammill, FDU Magazine, Winter/Spring 2005

Numbers in the Workforce

24.2%

The Baby Boomers 1943–1964 (the largest generation, idealist)

• Divorce reached a low in 1960 of 9%• Families moved due to GI Bill, GI housing and industrialization• First generation to live miles from extended family• Family size smaller (2-3 children)• Few grandparents in the home• Moms stayed home, dads carpooled• Children spent significant time with adult role models• Perception of the world as “safe”

Baby Boomers and School

Boomer’s Childhood and School Experiences

• Overwhelmed the school system, large class sizes• Ability grouped (red birds and blue birds)• Question authority but respect position• Emphasis on team work (cohort education)• Need silence to concentrate• In college were told “you are lucky to be here.”• Segregated by race, the battles began for desegregation• No special ed students in school (in most states) but

honors courses in a few subjects • Rarely tested and not for school performance (PSAT, SAT)

Values of Boomer Employee • Majority of employees (age 46-67ish)• Always share personal experience – “what has

happened to me is relevant to you” • Value stability and respect• Like to see their successes• Tend to “workaholism” and have difficulty

balancing their lives, working 40 hours is “slack.”• Are competitive• See themselves as the standard of comparison• Appreciate technology because of how easy it

makes their work – still fear they might “break it” and may have a “back-up plan”

Boomers at Work•Ethic = long hours show

commitment•Team oriented and relationship

builders (don’t like conflict – can’t we all just get along)

•Not budget minded •Sensitive to feedback

Remember these……

How Boomers Learn• Want things to fit into the “big

picture”• Want recognition for how well they

have done• Team oriented, work well in groups• Like to explore and analyze, look at

different views• Follow instructions well• Good with content

Boomers at Work• Value stability and respect• Like to see their successes• Tend to workaholism and have

difficulty balancing their lives• Are competitive• See themselves as

the standard of comparison

Boomers at Work

• Ethic = long hours show commitment• Tend to workaholism with same

expectations of others (50+ hours wk)• Team oriented and relationship

builders (don’t like conflict – can’t we all just get along)

• Not budget minded • Sensitive to feedback

The Gen Xers 1965–1981 - A Lost Generation… A Nomadic Generation….. Half the Size of the Baby Boom (reactive)

• Divorce reached an all-time high• Single-parent families became the

norm• Latch-key kids were a major issue of

the time• Children not as valued – looked at as

a hardship• Families spread out (miles apart)• Family size = 1.7 children (many only-

children)• Perception of the world as “unsafe”• Average 10 year old spent 14 ½

minutes a day with a significant adult role model

Gen X in School

Gen X Childhood/School Experiences• Learned to rely on self (less patience with teams)• Distrust authority• Seek challenging environment (career education

emphasis)• Want feedback on progress• Want to do things their way – like no rules and freedom

on assignments• Had special ed classrooms in school but separated• Had honors programs• Funding cut to education• Testing “mania” began with them• First daycare centers and latch-key kids (high divorce)• Some diversity, began earnest desegregation in schools

Gen Xers as Employees• Significant number of employees (age 29-45ish)• Cynical and pessimistic• Want work-life balance• Think globally and seek independence• Like technology and want an informal work environment• Don’t want the boomers’ work ethic• Communication is important and talk to adults as

friends/peers (not impressed with authority)• Reward should be based on productivity not hours

worked• Want control of self, time and future• Loyalty to people not a company• Impatient with poorer people skills

Remember these…..

Was this your first video game?

Was this your first calculator and cell phone?

How Gen Xers Learn• Task oriented – like to learn new skills• Speed is important• Self-paced learning, independent

learning• Want to have fun while they learn• Informal learning environments are

best• Hate group work• Want feedback from teacher

Gen Xers at Work• Cynical and pessimistic• Want work-life balance• Think globally and seek independence• Like technology and want an informal work

environment• Don’t want the boomers’ work ethic• Communication is important and talk to adults as

friends/peers (not impressed with authority)• Believe reward should be based on productivity not

hours worked• Want control of self, time and future• Loyalty to people not a company• Impatient with poorer people skills

The Echo Boom/Millennials… The Millennials are almost as large as the baby boom-some

say larger - depending on how you measure them (approx. 81M).

The Millennials are the children born between 1982 and 2002 (peaked in 1990), a cohort called by various names:

Generation Y Echo Boom

Net GenerationMillennials

Things Began to Change for This Generation

• Abortion rates peaked in 1980 and began a slow decline.

• Poverty rate for children peaked in 1983 and began a slow decline (Medicaid began).

• US divorce rate peaked in 1981 and began a decline.• Homicide rate against children peaked in 1982 and

began a decline.• They were born into a better world, a more optimistic

world than the generation before them.

Millennials in School

Millennial Childhood/School Experiences• Many private schools, charter schools, magnet

schools – all to meet the needs of the individual child –many, many choices

• School uniforms, child safety, high performance standards, character education, cooperative learning and community service

• Goal oriented – outcome based education (what’s in it for me)

• Interactive, participatory and engaging – are consulted by adults

• Everything 24/7 and available electronically

This is what they grew up with?

How Millennials Learn• Try it their way – always looking for

better, faster way of doing things• Prefer graphics before text, reading of

excerpts • Like small and fast processing technology

– best when networked• Want instant

gratification and frequent rewards

• (spot)

How Millennials Learn• Focus on skill development – not memorization

of what they perceive they don’t need to know

• Productivity is key – not attendance – so make it worthwhile or they won’t come

• Have different critical thinking skills based on their high tech world not thought processing (need help here)

• Rely on teacher to facilitate learning • Group think and interaction

Millennials - Not Very Hardy• Our parents told us “when the going gets

tough, the tough get going” and “if at first you don’t succeed, try, try again.”

• Their philosophy “when the going gets tough, it means you should try another route” and “if at first you don’t succeed, maybe you shouldn’t be here.”

• They have trouble staying in rigid and non-flexible environments.

Emerging Adults • “Ambitious yet aimless” characterizes this

generation– They work for a while until they save enough

money to live for a while, then quite – play for several months and then look for work again.

– They know at the age of 21 that they may have to work until they are 70 – 75. So why hurry into a career job now.

– They have the same attitude with school.

– They stop out regularly and see if things work out. They appear to be in “no hurry.”

– They swirl….

Salary Expectations• Realistically, what do you expect your

starting salary will be when you begin working?Millennials– $15-20K 7.7%– $21-30K 29.3%– $31-40K 27.0%– $41-50K 15.9%– $50K+ 7.0%– Not sure 12.5%

Approximately 65% felt they would earn $40K or less

Jobs in LifetimeHow many jobs do you

think you will hold in your lifetime?– 1-3 35.7%– 4-6 41.5%– 7-10 16.5%– Over 10 6.2%

64% expect to have 4 or more jobs

Importance of Career ComponentsItems thought to be very important :

• Respected on the Job • Opportunity for Professional

Development • Ability to Have an Impact on the

World

Importance of Job BenefitsBenefits thought to be very important:

Health InsuranceSalary Growth Plans like 401K Life Insurance BonusesEmployer-paid Retirement

Benefits thought to be unimportant:Stock Options Profit Sharing

Older Generations Make Assumptions

• That younger generations will measure success just as we have.

• Young worker must pay their dues and follow the same paths to success as previous generations.

• The company ladder will remain intact.

• Workers go where the jobs are.Marston, Cam, Motivating the “What’s In It for Me” Workforce: Managing Across the Generational Divide and Increasing Profits, 2007

What Millennials Want• Ability to work whenever

and wherever they want.• Variation on the job• Continual feedback from supervisors• Opportunities to learn, retool and

reinvent themselves• Challenge, new problems to solve• To be in charge of their lives and

futureMarston, Cam, Motivating the “What’s In It for Me” Workforce: Managing Across the Generational Divide and Increasing Profits, 2007

What They Are Not Interested In• Time-honored traditions• Doing things the way they

have always been done• Paying their dues• How their managers got to where they

are (rank)• A work ethic that requires a 10 hour day• Unquestioning loyalty to a company

Marston, Cam, Motivating the “What’s In It for Me” Workforce: Managing Across the Generational Divide and Increasing Profits, 2007

Change in ValuesTwo youngest generations:

– Define success differently– Their time is equal in value

to money– Will pursue other rewards for their work– The company/corporate ladder has

become irrelevant– View their predecessor’s experience as a

warning, not a road map– Don’t value the rules of management,

motivation and rewardMarston, Cam, Motivating the “What’s In It for Me” Workforce: Managing Across the Generational Divide and Increasing Profits, 2007

SkepticismThe two younger generations:

– Have been given ample reason to question authority

– Don’t believe their leaders tell the truth

– Question the motives and truthfulness of institutions across the board

– Invest their loyalty and trust in individuals and therefore, the right boss is critical (otherwise they change jobs, #1 reason they quit)


What Will It Take for All Generations to Work Well Together

• A new understanding of what employees want from their jobs, bosses and workplace experience

• A new understanding of loyalty and how to develop it (not through pay, promotions and benefits)

• A new definition of self – young employees define themselves by what they do outside the job, not what they do for a living


What Will It Take• New behavior from leaders who realize younger

workers enter the workforce seeking self-fulfillment and aren’t interested in “paying their dues” for an unspecified amount of time for a vague reward

• Because young people are doing everything later – staying in school, living at home, getting married, having kids – this impacts their commitment to work


Reasons US Workers Change JobsIn 2006, 21% of US workers made voluntaryjob changes for the following reasons:

• Growth and earnings potential (30%)• Time and flexibility (23%)• Financial compensation (22%)• Culture and work environment

(22%)• Benefits (12%)• Supervisor relationship (10%)• Travel and development (9%)• Management climate (9%)

Benefit News

Changing Workforce• Workers are demanding the ability to balance

their work and personal responsibilities.• Workers are not afraid of changing jobs.• The idea that the best way to grow financially

and otherwise is to stay with one employer has been eroding to the point of extinction.

• Younger workers and those earning $15,000 or less were the most likely to change jobs.

• The cost of turnovers range from $7,000 for hourly employees to $30,000 for mid-level managers and $80,000 for technical or senior level management (Center for Workforce Learning).

Charlotte Biz, March 2007

How They Will Push Us…• More independence in the workforce• Consumer-based fairness • Better technology• Enhanced professional

development• Get rid of “that’s the way

we’ve always done it”• Have more life balance• Re-establish priorities

What We Know• Times are changing – in business and

society• So – leadership must change• The younger generations are working

in a different economy and business world

• They have different values and goals

THEY WILL NEVER BE LIKE US!

Messages that Motivate• Veterans

– Your experience is respected here– What has and hasn’t worked in the

past is relevant– Perseverance is valued

• Boomers– You are important to our success– Your contribution is unique and

important– We need you

Messages that Motivate• Gen Xers

– Do it your way– There aren’t a lot of rules here– We’re not very corporate

• Millennials– You will work with other bright, creative people– You can help turn this company around– You can be a hero here– We value independent workers– Your boss will help you succeed

Eleven Tips for Millennial Management

1. Provide structure – reports, deadlines, clear goals, expectations. Frequent communication about the rules and structured career path

2. Provide leadership and guidance – they want to look up to and admire you. They want in on the “whole” picture. Teach, coach and give them your best investment of time. They expect a relationship with their boss and are more trusting of authority figures.

Tips, continued3. Encourage the millennials’ self-

assuredness, “can-do” attitude, and positive personal self-image – encourage them, don’t squash or contain them. Want to express their opinion.

4. Take advantage of their comfort with teams. Encourage them to join – they believe teams can accomplish more and better things. Mentor, coach and train them as a team use multi-generational teams.

Tips, continued5. Listen to the millennial employee – they

had loving parents who listened to them and don’t like being ignored. Expect mentoring – want to feel like they matter.

6. Millennial employees are up for a challenge and change – boring is bad. They seek change and challenge, the next thing…. Want to know how their work is going to help the company.

Tips, continued7. Millennials are multi-taskers – want

different tasks and goals to pursue weekly – if not they get bored.

8. Take advantage of their computer, cell phone and electronic literacy – the world is wide but not too deep for millennials.

9. Capitalize on their affinity for networking – like to network around the world electronically. Are loyal but will keep their options open.

Tips, continued10.Provide a life-work balance in the workplace

– they work hard but are not into 60 hour work weeks. Home, family, children and friends are their life. Get them involved in community service.

11.Provide a fun, employee-centered workplace – they want to enjoy their work, make friends at work. Help long-term employees make room for them. Worry if they are not laughing, planning office events, going out to lunch with workmates, etc.

Source: Susan Heathfield, About.com, Managing Millennials: Eleven Tips for Managing Millennials, http://humanresources.about.com/od/managementtips/a/millennials.htm

So Who is Next

Generation Z (2001-2020)• First born into a digital world• Small families, older parents, mothers work• Scheduled and bubble-wrapped• Traditional values, old-fashioned notions in

parents• Incredible achievers, huge capacity to absorb

information• Will value social justice, tech savvy and

innovative thinkers• Realistic and balanced• Not as much disposable income

Generation Z• Will be raised on technology, they will not be scared

of anything, they will be open to new ideas.• They will be into truth and loyalty and they will not

be not afraid to voice their opinion. • They will be flexible and open to change. • They will be fearless and fun.• They will be the ‘new’ hope for our own future.• Their great-grandparents belong mostly to

the veterans and the Baby boomers form the core of their grandparents.

• Their parents are seen as being roughly evenly divided between Generation X and Generation Y.

http://www.generationzbaby.com/generation-z.html

Gen Z in School

Some New Trends for Z1. Interactive devices as classroom learning tools2. More homeschooling3. Collaborative online projects4. Focus on visual learning5. Treating learning as a game6. Focus on critical thinking and

problem solving rather than information memorization

7. A return to occupation-based training rather than college

8. Learning in smaller bites

Source: Best College Online

Each Generation is Influenced and Molded by the Society that Raised Them

• You’re a child of the 50s if– You wore a poodle skirt– You know what paste tastes like– Your sneakers were made of canvas and

came in black or white– Your family only had one phone (and it

was black) and one phone number– Gas stations pumped your gas, cleaned your windows

and gave you green stamps (and gas was $.19 a gallon)

– Your jeans were called dungarees– You never heard of McDonalds (unless you lived in Des

Plaines, IL)

You’re a child of the 60s if…..• You owned several pieces of tie-dyed clothing• Someone asked you to join the revolution – you

actually knew what that was• You wore bellbottoms and head bands• You slept with an attic fan• You had a collections of 45s• You rode in cars without seatbelts• You tracked John Glenn’s orbit around

the world in grade school (the first time)• You ate in a McDonalds with in-door

seating (a new thing for hamburger stands)

You’re a child of the 70s if…..• You had to get off the couch to change the TV• You wore leg warmers• You ever asked to be “gagged with a spoon”• You recognize the phrase “my name is Charlie and

they work for me”• You have at least one school picture

with the collar turned up• You know the words to Weird Al

Yankovic’s songs• This was your first calculator• You went to McDonalds for the

brand new breakfast item “the Egg McMuffin)

You’re a child of the 80s if…..• You know who shot JR• You know the philosophical meaning of “wax

on, wax off”• There was nothing questionable about Bert

and Ernie living together• The feeling in your thumb is just now

returning after holding down the Atari joystick• You needed a grocery cart to

carry your first portable stereo• You went to McDonalds for the

Happy Meals (started 1979)

You’re a child of the 90s if…..• You know the Macarena• You had a trapper keeper• You know where Waldo is• You can name the Spice Girls• You owned a razor scooter• You used to end sentences with

“not” or “psych”• You watched Real World on MTV• You learned to roller-blade, not roller-skate• You went to McDonalds to play in the “Play

Space”

If you are a child of the 2000s• You are still a child and have quite a life ahead of you• You cut your teeth on your

mother’s cell• You Skype with your grandmother• You’ve been working on

computers since you were born• And your mother probably won’t

let you eat at McDonalds – unless you get the apple slices and low fat milk – while she has a Cappuccino at the McCafe

For a copy of this presentation:

http//www.cpcc.edu/millennial

Click on: “presentations and workshops”

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Documents

FBI Workforce Millennials