1 / 44

Understanding Multi-Generations

Understanding Multi-Generations. KASFAA Conference April 12, 2007. The Challenge. The four generations (Veterans, Boomers, Xers, and Millenials) have: unique work ethics different perspectives on work distinct and preferred ways of managing and being managed

gerard
Télécharger la présentation

Understanding Multi-Generations

An Image/Link below is provided (as is) to download presentation Download Policy: Content on the Website is provided to you AS IS for your information and personal use and may not be sold / licensed / shared on other websites without getting consent from its author. Content is provided to you AS IS for your information and personal use only. Download presentation by click this link. While downloading, if for some reason you are not able to download a presentation, the publisher may have deleted the file from their server. During download, if you can't get a presentation, the file might be deleted by the publisher.

E N D

Presentation Transcript

  1. Understanding Multi-Generations KASFAA Conference April 12, 2007

  2. The Challenge The four generations (Veterans, Boomers, Xers, and Millenials) have: • unique work ethics • different perspectives on work • distinct and preferred ways of managing and being managed • Varied views on work-world issues such as quality, service, and…..just showing up for work

  3. Who’s in Your Workforce? • Gen X and Mills (18 to41) = 45%. Together they equal the Boomers. • Veterans = 10%, give or take

  4. Important to Remember • A generation is defined by what it thinks, feels and experiences together and not just dates of birth. • We are NOT stereotyping but understanding the diversity of our workforce and communities.

  5. VeteransBorn prior to 1946 • Core Values • Dedication/sacrifice • Conformity • Respect for authority • Delayed reward

  6. Veterans’ Generational Personality • Conformers Traditional family roles • “American values” – civic pride, loyalty, respect for authority

  7. Veterans’ General Personality • Life isn’t fun? That’s the way it goes.

  8. The Veterans • Markings: Conservative, somewhat dressy clothing: coats, ties, nylons. • Spending style: Save and pay cash.

  9. Assets Stable Loyal Hard Working Liabilities Difficulty with change Reluctant to buck the system Uncomfortable with conflict Veterans On The Job

  10. Veteran Leadership • Often have a militaristic tone to their leadership style. • Believe strongly in the corporate structure. • They are boss.

  11. Dealing with a Veteran • LISTEN. Ask for his/her insight. • Most comfortable with face-to-face communication, least with e-mail.

  12. Baby Boomers1946-1966, 1943-1960 • Core Values • Optimism • Personal gratification • Health and wellness • Youth

  13. Boomers’ Generational Personality • Stars of the show. Working dad, stay-at-home mom – children were in the spotlight for the first time. • Me first, me last, me only. • Tend to be optimistic.

  14. Boomers’ Generational Personality • Don’t like job? Move on.

  15. Boomer’s Generational Personality • Heart & humanity to the office. • Have always been cool. Just Ask one of them. After all: they are the world, they are the children…

  16. The Baby Boomers • Markings: Designer glasses, suits, bodies, cell phones, whatever’s trendy • Spending style: Buy now, pay later- with plastic

  17. Assets Service oriented Good at relationships Want to please Liabilities Don’t like conflic Judgmental of other’s opinions Self-centered The Baby Boomers

  18. Boomer Leadership • Know how to work the system. • Tend to micro-manage. Don’t like surprises. • Like to talk things through – many meetings/open door policy.

  19. Dealing with a Boomer • Most comfortable with face-to-face communication. • Conversation seen as part of a warmer, friendlier workplace. • Social Interactions as well as work-related (going out to lunch together, after work drinks, etc.

  20. Gen-X1965-1981, 1966-1981, 1960-1980 • Core Values • Diversity • Balance • Technoliteracy • Fun • Informality • Self-reliance

  21. X’ers Generational Style • Self-reliant Nearly ½ of their parents’ marriages ended in divorce: visitation rights, joint custody, weekend dads/moms First generation of kids with two-family income. Latch-key kids.

  22. Xer’s Generational Style • Seeking a sense of family In absence of parents, created its own surrogate families (friends) • Want balance Parents “lived to work”. Xer’s want to “work to live”. Leave work at 5; no weekends; rarely volunteer to work overtime.

  23. Xer’s Generational Style • Like informality Casual days (Friday jeans/T- shirts) Want to look less corporate. Have fun at work.

  24. Xer’s Generational Style • Approach to authority = casual. Unimpressed by it. Saw authority figures step off pillar into the gutter. • Skeptical.

  25. Xer’s Generational Style • Attracted to the edge. Rock climbing, mountain biking, parachute jumping.

  26. Xer’s Generational Style • Technologically Savvy Older generations can learn tech skills; this generation grew up with it.

  27. The Gen-Xers • Markings: Nose rings, naval rings, functional clothing, tattoos. • Spending style: Cautious, conservative

  28. Assets Technoliterate Independent Unintimidated by authority Liabilities Impatient Poor people skills Cynical Gen-Xers on the Job

  29. Gen-X Leadership • Little patience for office politics. • Not impressed by titles. • Respect is earned.

  30. Dealing with a Gen-Xer • Most comfortable with email, least with face-to-face • Wants to minimize discussion. Why? • Don’t like “chatty” meetings.

  31. Gen2K, Millennials, Gen Y, Nexters1981-1999 • Core Values • Civic duty • Confidence • Morality • Street Smarts • Diversity

  32. Dynamics of Millenials • Substantially larger than Gen X but 3 million short of Boomers. • 1980’s signaled return of concern for and interest in children. Vegas has “family” packages 50+ TV programs for kids

  33. Dynamics of Millenials • More literate than other generations • Busiest kids of all generations (soccer, music lessons, football, math tutoring, ballet, chess club, etc.)

  34. Dynamics of Millienials • US Census Bureau: by 2010 less than 30% of American children from two-parent homes. Majority of Millienial’s moms will have jobs away from home. Nearly 1/3 of all births in early 1990’s to unmarried women. Expectation of two-parent family?

  35. Dynamics of Millenials • Street Smarts By age 10 know about divorce, drugs, AIDS, anorexia, gangs and guns. Learn in school about recycling, global warming, destruction of rainforests, acid rain. Acceptance of multiculturalism.

  36. Dynamics of Millenials • Statistically lower rate of teen pregnancy than other generations. • A 1994 study (Youth Ethics Monitor) Mils preferred love and respect to money.

  37. The Millennials • Markings: Polyester, pagers, retro • Spending style: Spend your parents’ money as fast as you can

  38. Assets Heroic spirit Multitasking capabilities Technological savvy Liabilities Need for supervision and structure Inexperience, particularly with handling difficult people issues Millennials on the Job

  39. Millennial Leadership • Work by collaboration. • Like diversity of ideas/opinions. • Quick to judge others regarding their technical competency or lack thereof.

  40. Dealing with a Millennial • The Millennials have been part of the day-to-day negotiation of their home. • Raised by highly communicative, participation-oriented parents,. That means……….

  41. Dealing with a MillennialCont. • They’ll be tough to bully because they’re used to sticking up for themselves. • But they’ll be able to contribute and collaborate right from the start.

  42. Tips for Success • Know your work group and the generation into which they belong (or think they do). • Value a variety of perspectives. • Modify your work style to help with the harmony of the workplace.

  43. What does this all mean? • Across the generations, employees want the means and motivation to improve and grow. • One BIG difference today: if employees aren’t learning, challenged, valued and growing they are gone – especially youngest gen.

  44. Questions? Resources: • Ron Zemke, Claire Raines, Bob Rilipczak, Generations at Work (New York: AMACOM, 2000). • Lynne Lancaster, David Stillman, When Generations Collide (New York: HarperCollins Pubs, 2002) • www.gentrends.com • www.millennialsrising.com • Chief Learning Officer Magazine, March 2007

More Related