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TRADITIONALSMATURES
SILENT GENERATIONQuestion NOTHING!
GEN-XGEN-XERSQuestion/Question
MILLENNIALS
Forget the Question
BOOMERSBABY BOOMERSQuestion Everything
GEN-XGEN-XERS
“Question the Question”
MILLENNIALS“Forget the Question”
BOOMERSBABY BOOMERS
“Question Everything”
Cuspers play important roles …
Mediating Translating Explaining Coordinating Resolving conflicts
Who is Ron Howard?
0 Richie from Happy Days
0 Opie from Mayberry
0 Award Winning Actor
0 Who is Ron Howard?
Boomers“Richie”
Traditionals “Opie”
Millennials“The Director”
Its all about Perspective- Everyone’s Right
How did John Kennedy Die?
Its all about Perspective- Everyone’s Right
0 Plane Crash over Martha’s Vineyard
0 Gun Shot in Dallas, Texas
Matures & Boomers Gen X and Millennials
The Great Depression
Disney’s 1st Animated feature
World War II The G.I. Bill The Cold War The Atom Bomb
Influences People in the News Frank Sinatra Ella Fitzgerald FDR Jackie Robinson Henry Ford John Wayne Joe DiMaggio
TRADITIONALISTS1900 -1945
TRADITIONALISTS1900 -1945
Traits Loyal/Civic Minded Patriotic Hard working Fiscally conservative Faith in Institutions Work for same
employer Make do or do without Practical Respect Authority
Growing Up
Disciplined- stay in line Conformers Personal sacrifice Children should be
seen and not heard
TRADITIONALISTS1900 -1945
Influences People in the News John F. Kennedy Martin Luther King,
Jr. Rosa Parks The Jackson Five Elvis The Beatles Neil Armstrong
Traits Confident Independent Self-reliant Competitive Questioners of
authority Idealistic
Growing Up Stay-at-home moms Suburbs TV Play well with others
Traits Optimistic Desire to stand out
from the crowd Cool Work-centric Relish long work
hours Defined by
Professional Accomplishments
Boomers1946 -1964
People in the News Divorce AIDS Massive Corporate Layoffs MTV & Cable TV The Challenger Missing children on milk
cartons Chernobyle Disaster Three Mile Island Accident
Bill Clinton Bill Gates Michael Jordan Nelson Mandela
Gen -X1965-1981
RealistInventors
Influences People in the News Fall of the Berlin Wall Events of September 11th
Connected 24/7 iPod, iPad, Smart Phones Stock Market Plummets Drugs and gangs Hurricane Katrina Virginia Tech Shooting
President Barak Obama Opra Winfrey Britney Backstreet Boys Oprah Spears Mia Hamm Serena & Venus Williams Mother Teresa
Traits Globally concerned Diverse/Inclusive Cyber literate Media savvy Realistic The group is the key Confidence Entitled Most educated
Growing Up “You are special” Helicopter parents –
(Boomer parenting) “Black Hawks!” (Gen X parenting) Involved dads Packed schedules
The M-Factor
Parenting Entitlement Meaning Great Expectations Immediate
Gratification
The Need for Speed Social Networking Collaboration
Works CitedLynne C. Lancaster, D. S. (2010). The M-factor: how the millennial generation is rocking the workplace. New York: HarperCollins Publishers.
Millennials1982 -
Globally mindedMe-Centric
A positive, inclusive work culture can lead to business success by enhancing Recruitment, retention and profitability.
The Team can attract and retain talented people of all ages
Flexibility is fostered
Decisions are stronger because they’re broad-based and from Multiple perspectives
‘Four heads are better than one’
Team can meet the needs of a diverse public and relate more effectively
Work and the 4 Generations
•The Assets of each generation•The Liabilities•Motivation•Preferred Management Style•Recruiting and Retaining•Preferred methods of Communication•Rewards and Recognition
Workplace Assets
Traditionals Boomers Gen-X Millennials
ExperienceEnhanced KnowledgeDedicationLoyaltyFocusEmotional maturityPerseverance
Service orientedDedicationTeam PerspectiveExperienceKnowlege
AdaptabilityTechno-literateIndependenceCreativityWillingness to buck the system
Collective ActionOptimismMulti-taskTechno-savvy
Workplace Liabilities
Traditionals Boomers Gen-X Millennials
•Reluctant to Buck the System
•Uncomfortable with conflict
•Reticent when they disagree
•Not necessarily ‘budge minded’
•Uncomfortable with conflict
•Reluctant to go against peers
•May put process ahead of result
•Skeptical
•Distrustful of Authority
•Need for supervision and structure
•Inexperience
•Inexperience with conflict resolution and working with ‘difficult’ people.
They prefer to work for managers who…..
Traditionals Boomers Gen-X Millennials
•Are direct and identify clear steps
•Take a logical Approach
•Set long term goals
•Are fair and consistent
•Spell out clear job expectations
•Are respectful
•Are consensual and treat them as equals
•Take a democratic approach
•Work with the group to define a mission
•Show warmth and caring
•Assure them they are making a difference.
•Competent, Direct and Straightforward
•Genuine
•Comfortable with deadlines- turning them loose to meet it.
•Supportive of training and growth opportunities
•Flexible
•Results-oriented
•Educational and know their personal goals.
•Comfortable coaching and supporting them
•Collaborative
•Achievement-oriented
•Motivationaly
Motivating Styles and Messages
Traditionals Boomers Gen-X Millennials
They tend to be motivated when managers connect their actions to he overall good of the organization.
They tend to be motivated by leaders who get them involved and show them how they can make a difference.
Allow them to get the job done on their own (what might seem unorthodox) schedule.
They tend to be motivated when their managers connect their actions to their personal and career goals. “Your experience is
respected here.”
“It’s valuable to the rest of us to hear what has and has not worked in the past.”
“Your opinion is valued”
“Your contribution will be recognized.”
“We need you.”
“Do it your way.”
“We’ve got the newest hardware and software.”
“There aren’t a lot of rule around here.”
“You can be a hero here.”
“You and your co-worker can turn this company around.”
The RIGHT Reward
Traditionals Boomers Gen-X Millennials
Tangible symbols of loyalty,
commitment and service including
plaques and certificates.
Personal appreciation,
promotion and recognition with
monetary compensation.
Free time, upgraded resources,
opportunities for development,
bottom-line results, certifications to add
to their resume.
Rewards, certificates,
tangible eviden.
Communication and Feedback
Traditionals Boomers Gen-X Millennials
•Official Memos
•Letters
•Personal notes
•Phone Calls
•Face to Face interaction
•Voice mail
•Instant Message
•Blogs
•Text
•EmailFeedback
“No news is good news”
Feedback
Once a year review with
documentation
Feedback
Instant - Immediate Feedback
Individualized- want it at the
‘push of a button’
Managers who drive them crazy…..
Traditionals Boomers Gen-X Millennials
•Too touchy-feely
•Indecisive
•Worry about making unpopular decisions
•Use profanity and slang
•Use ‘trendy’ management styles
•Disorganized
•Aren’t open to input
•Are Bureaucratic
•“My way or the highway”
•Don’t‘ show interest
•‘Two faced’
•Micro-manage
•Don’t walk the talk
•Flashy
•Bureaucratic
•Schmooze
•Cynical /Sarcastic
•Treat them as too young to be valuable
•Threatened by their technical savvy
•Condescending
•Inconsistent
•Disorganized
Recruit and Retain
• Use a personal touch. Make face-to-face contact. Computer-driven communication sometimes alienates members of this generation.
• Be mindful of age and experience. Show them that their experience is viewed as an asset rather than a liability.
• Capitalize on experience. Consider setting up mentoring relationships that match senior employees with younger ones.
Traditionals
Recruit and Retain
• Offer flexible work arrangements: telecommuting, adjustable scheduling, personal time to handle family and caretaking matters.
• Provide challenging work opportunities, horizontal movement, learning opportunities.
• Offer phased retirement programs. Offer health and wellness programs to foster healthy life styles.
Boomers
Recruit and Retain
Gen-X
• Show them lots of options for their workplace schedule.
• Allow them to work autonomously. Tap into their adaptability. Generation Xers are typically flexible, and many are independent operators. Give them an important task that needs to get done; they’ll likely get it handled!
• Give FAST (Frequent, Accurate, Specific, Timely) feedback in order for them to build their skills and improve their resumes
Recruit and RetainMillennials
• Tap an outstanding employee from the Millennial Generation to talk to the candidate about the company.
• Provide flexibility to allow them to pursue their many outside interests.• Get them involved in meaningful volunteer efforts. These workers are
community oriented and are graduates of required community service hours.
• Count them in on benefits like 401(k) plans. Millennials are financially savvy.
• Use their capability to access and share information quickly. This is the most technologically and globally aware generation.
• Pair them up with older mentors. On surveys, Millennials say they resonate most with the Baby Boom and World War II generations.
• Help them learn interpersonal skills for the workplace. They may need to be rescued from difficult situations while they develop these skills.
Six Principles for Managing Generations Successfully
1. Initiate conversations about generations. Individuals often make judgments about each other without realizing those judgments are generational in nature—and they tend to keep those judgments under the table. When they get them out in the open, the issues become less personalized and more generalized. They become easier—and sometimes even fun—to talk about the needs and preferences of a diverse workforce.
2. Ask people about their needs and preferences. Out of the best intentions, human beings often project their preferences onto others. The only way to know for certain what someone else’s needs and preferences are is to ask! .
3. Offer options. Working successfully with a mix of generations means offering as many choices as possible to meet and suit the needs of the employees as individuals and as a whole..
Six Principles for Managing Generations Successfully
4. Personalize your style. Be flexible. Learn about preferences of others on the team and find creative ways to meet their expectations.
5. Build on strengths. The best mixed-generation work teams recognize the unique strengths of each individual. Urge people who are different to become more of who they already are, rather than trying to blend in with the rest of the team.
6. Pursue different perspectives. Many work teams would say they tolerate differences, but the mixed-generation teams that truly succeed go beyond tolerance. Choose people with varied backgrounds and perspectives to work on projects together.
Managing the GenerationsIt’s A Bottom-line Issue!
Thank you
