The Generational Divide - A Closer Look at Millennials

Culture Transformation Resources, LLC * www.CTR-Consulting.com

THE GENERATIONAL DIVIDE. A CLOSER LOOK AT MILLENNIALS.

By Andre S. Harris, Culture Transformation Resources, LLC


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


FOUR GENERATIONS IN THE WORKPLACE.

Source: Gallup’s “State of the American Workplace” 2013


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.


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.


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


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.


WORKERS SEEM TO BE GETTING YOUNGER BY THE MINUTE.


OVERVIEW. MILLENNIALS.

BIRTH YEARS •  1980-1996

AGE •  18-34 years

US POPULATION •  92 Million

AKA •  Gen Y •  Echo Boomers


CHILDHOOD. MILLENNIALS.


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


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


CORE VALUES. MILLENNIALS.

Timeliness Making a Difference Tolerance

Environmental Stewardship Authenticity Family

Global Perspective Technology Personal

Freedom


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


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


COMMUNICATION. MILLENNIALS.


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


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

?


Harry Potter

iPod, iPhone

Reality TV

Beanie Babies

Pokemon

Friends

Barney

Tickle Me Elmo

Google

American Idol

CULTURAL MEMORABILIA. MILLENNIALS.


FOUR GENERATIONS IN THE WORKPLACE.


Traditionalists •  Loyal

Boomers •  Driven

Gen X •  Balanced

Millennials •  Eager

WORK ETHIC. FOUR GENERATIONS.


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


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


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


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.”


LEADERSHIP STYLES. FOUR GENERATIONS.

Traditionalists •  Directive •  Command-and-control

Boomers •  Consensual •  Collegial

Gen X

•  Everyone is the same •  Challenge others •  Ask questions

Millennials •  TBD


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.


RESPECT AND LOYALTY. FOUR GENERATIONS.

Traditionalists •  To the organization

Boomers •  To the profession

Gen X •  To the individual

Millennials •  To co-workers and friends


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.


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.


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


COMMUNICATION GAP.

“Grandpa is showing us how they sent a text when he was a kid.”


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


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/

Leadership & Management

The Generational Divide - A Closer Look at Millennials