Culture Transformation Resources, LLC * www.CTR-Consulting.com
THE GENERATIONAL DIVIDE. A CLOSER LOOK AT MILLENNIALS.
By Andre S. Harris, Culture Transformation Resources, LLC
Culture Transformation Resources, LLC * www.CTR-Consulting.com
FOUR GENERATIONS. BIRTH YEARS & AGE.
TRADITIONALISTS 1925-1945 69+ years
BABY BOOMERS 1946-1964 50-68
GENERATION X 1965-1979 35-49
MILLENNIALS 1980-1996 18-34 years
Source: Gallup’s “State of the American Workplace” 2013
Culture Transformation Resources, LLC * www.CTR-Consulting.com
FOUR GENERATIONS IN THE WORKPLACE.
Source: Gallup’s “State of the American Workplace” 2013
Culture Transformation Resources, LLC * www.CTR-Consulting.com
We are in the middle of a historic evolutionary leap driven by digital innovation and technology. It has created a generational divide that holds both promise and peril for leaders.
For the first time in U.S. history, we have four separate generations working side-by-side.
While there is no magic birth date that makes a member of a specific generation, one’s experience and sharing of history h e l p s s h a p e a “ g e n e r a t i o n a l personality” during their formative years.
When a generational divide occurs at work, the results can be:
• Reduced productivity • Hiring challenges • Increased turnover • Decreased morale • Reduced profitability
THE GENERATIONAL DIVIDE.
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THE GENERATIONAL DIVIDE.
“A lack of understanding across generations can have detrimental effects on communication and working relationships and undermine effective services.”
-Constance Patterson, Ph.D.
Culture Transformation Resources, LLC * www.CTR-Consulting.com
THE GENERATIONAL DIVIDE. HOW THEY DIFFER.
Social, Political & Economic Influences
Family Structure & Influence
Education
Values / Morals
Work Ethic
Leadership Approach
Motivational Buttons
Communication Style
Interaction with Others
Approach to Feedback
View towards Company
Work vs. Personal Life
Desired Rewards
Financial Behaviors
Relationship with Technology
General Expectations
Culture Transformation Resources, LLC * www.CTR-Consulting.com
So much of what is going on in our lives is seen through our own generational lens. C o m p a n i e s N E E D a multigenerational workforce. To succeed in business today, i t t a k e s a r a n g e o f generational insights and varied perspectives to make smart business decisions.
Educating employees on generational differences and their unique contributions can boost:
• Understanding • Respect • Collaboration • Productivity • A Working Together Culture
GENERATIONAL INSIGHTS.
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WORKERS SEEM TO BE GETTING YOUNGER BY THE MINUTE.
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OVERVIEW. MILLENNIALS.
BIRTH YEARS • 1980-1996
AGE • 18-34 years
US POPULATION • 92 Million
AKA • Gen Y • Echo Boomers
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CHILDHOOD. MILLENNIALS.
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CHILDHOOD. MILLENNIALS. The most monumental financial boom in history
Steady income growth through the 90’s
Still great disparity between races
Saw their parents lose all their stocks and mutual funds during early 2000’s
Average age of parents higher than ever before
Smaller families (10% with single child)
More parental education: 1 in 4 families have parent with college degree
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IMPORTANT EVENTS. MILLENNIALS.
September 11th
Clinton/Lewinsky Scandal
Columbine High School Shooting
Princess Diana’s Death
Iraq War & Peace-Keeping Mission
Oklahoma City Bombing
Hurricane Katrina
Nelson Mandela Freed
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CORE VALUES. MILLENNIALS.
Timeliness Making a Difference Tolerance
Environmental Stewardship Authenticity Family
Global Perspective Technology Personal
Freedom
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Prince William
Lady Gaga
Michael Phelps
Gisele Bundchen
Shia LaBeouf
Beyonce
FAMOUS MILLENNIALS.
LeBron James
Justin Timberlake
Justin Bieber
Miley Cyrus
Mary-Kate & Ashley
Olsen
Kim Kardashian
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COMMON TRAITS. MILLENNIALS.
Grew up in mini-vans, protected car seats, “Baby on Board” signs
Child Protection Laws Technology Savvy
Social Networking, online lives
Social Networking, online lives
Multi-taskers, short attention span, high expectations
xyz
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COMMUNICATION. MILLENNIALS.
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MILLENNIALS. CHANGING THE WORK RULES.
Millennials are breaking the traditional rules, while becoming fast, aggressive new competitors.
• Get bored quickly
• Seek meaningful work • Enjoy constant change
• Desire professional development
• Crave instant gratification
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THE GREAT DIVIDE. MILLENNIALS’ PERCEPTION OF THEMSELVES.
[Source: A Beyond.com survey of 6,361 job seekers and veteran HR professionals 2013]
People Savvy
Tech Savvy
Loyal to their employers
Fun Loving
Hard Working
Hey I have 1,999
Facebook Friends
These days it’s hard work just to get a job
People Savvy
Tech Savvy
Loyal to employers
Fun Loving
Hard Working
I guess I do know my way around a Smartphone
Really
?
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Harry Potter
iPod, iPhone
Reality TV
Beanie Babies
Pokemon
Friends
Barney
Tickle Me Elmo
American Idol
CULTURAL MEMORABILIA. MILLENNIALS.
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FOUR GENERATIONS IN THE WORKPLACE.
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Traditionalists • Loyal
Boomers • Driven
Gen X • Balanced
Millennials • Eager
WORK ETHIC. FOUR GENERATIONS.
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VIEW OF WORK. FOUR GENERATIONS.
Traditionalists • It’s necessary • An obligation
Boomers • It is exciting • Adventure
Gen X • It is a challenge • A contract
Millennials • It is done to make a
difference • A means to an end
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EXPECTATIONS OF WORK. FOUR GENERATIONS.
Loyalty, Respect Authority
Common
Goals
Performance
Compensated for doing job
Competitive
Optimistic, Team-
Oriented
Results
Reward for Results
Self-Reliant
Skeptical, Career-Oriented
Results + Fun
Reward for Outcomes
Pack-Oriented
Self important, Loyalty to
Others
Career
Seek rapid success
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TRADITIONALISTS
Individual
BABY BOOMERS
Team Player Loves Meetings
MILLENNIALS
Participative
GEN X
Entrepreneur
INTERACTIVE STYLES. FOUR GENERATIONS.
Source: Greg Hammill, “Mixing and Managing Four Generations of Employees
Culture Transformation Resources, LLC * www.CTR-Consulting.com
WORK STYLES. FOUR GENERATIONS.
Traditionalists
• Hierarchical organizational structures • Consistency and uniformity • “These are the rules.”
Boomers
• Coined “team building” • Live to Work, until Retirement • “Let’s talk about the rules.”
Gen X
• Work to live, not live to work • Flexibility in work, life • “Break all of the rules.”
Millennials
• Exceptional multi-taskers • Flexibility in work hours and dress code • “Redefine the rules.”
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LEADERSHIP STYLES. FOUR GENERATIONS.
Traditionalists • Directive • Command-and-control
Boomers • Consensual • Collegial
Gen X
• Everyone is the same • Challenge others • Ask questions
Millennials • TBD
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TRADITIONALISTS
Satisfaction of a job well done
BOOMERS
Money, title, recognition,
the corner office
GEN X
Freedom, self-manage, time to
prioritize own projects
MILLENNIALS
Work that has meaning, flexibility; growth and learning opportunity; praise
MOTIVATORS. FOUR GENERATIONS.
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RESPECT AND LOYALTY. FOUR GENERATIONS.
Traditionalists • To the organization
Boomers • To the profession
Gen X • To the individual
Millennials • To co-workers and friends
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MANAGING AND LEADING FOUR GENERATIONS.
Recognize their loyalty, experience.
Select
activities that show what they know.
Focus on
evolution, not revolution.
Acknowledge their
contributions.
Be aware of competitive
nature.
Offer continued
training on life skills, balance.
Respect their skepticism;
establish your credentials.
Use humor.
Let them know you like them.
Talk career,
not job.
Provide ongoing and
remedial training.
Teach in short
modules. Test often. Make it fun.
Allow
collaboration.
Culture Transformation Resources, LLC * www.CTR-Consulting.com
TRADITIONALISTS
Loyal to their clients
and/or customers
BOOMERS
Making a difference
GEN X
Building a career
MILLENNIALS
Work that has meaning
#1 REASON TO STAY OR LEAVE JOB. FOUR GENERATIONS.
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COMMUNICATION PREFERENCES. FOUR GENERATIONS.
Traditionalists
• Let’s have a conversation • Face to Face • Formal • Memo
Boomers • Call me on my cell anytime • In person • Semi-formal
Gen X
• Send me an email • Irreverent • Call me only at work • Direct and Immediate
Millennials
• Text me or IM me • Twitter • Fun, Informal, Slang • Email or Voicemail
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COMMUNICATION GAP.
“Grandpa is showing us how they sent a text when he was a kid.”
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IMPROVING FEEDBACK AND COMMUNICATION. FOUR GENERATIONS.
Traditionalists • “No news is good news.” • May not be receptive to feedback • 50% have not received feedback training
Boomers • “Once a year; formal and documented.” • Don’t appreciate it • Initiate weekly informal talks; document talks
Gen X • “Sorry to interrupt, but how am I doing?” • Give immediate and regular feedback • Be direct and to the point
Millennials • “I want it with the push of a button, anytime.” • Consider electronic connections; use visuals • Allow an active role in creating work plans
Culture Transformation Resources, LLC * www.CTR-Consulting.com
COMMUNICATION DIFFERENCES.
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Please contact us for the complete presentation or more information about: • Generational Dynamics in the Workplace • Managing Millennials • Leading Multigenerational Employees • Four Generations Working Together
Ms. Harris is available for keynote presentations, management training, leadership retreats and other corporate and non-‐profit engagements.
Andre S. Harris President & Proud Gen X Culture Transformation Resources, LLC www.CTR-‐Consulting.com Andre@CTR-‐Consulting.com 1-‐800-‐390-‐5078 @AndreHarrisCTR Andre Harris CTR www.linkedin.com/pub/andre-harris/31/56a/744/