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The Generation Gap in the Workplace

25 Years of Chapter History 2008 Symposium Facilities Management for the 21 st Century. The Generation Gap in the Workplace. Bridging the Generation Divide in the Workplace Christine Hassler, M.A. 2008 IFMA Symposium September 10, 2008. The Generation Gap in the Workplace.

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The Generation Gap in the Workplace

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  1. 25 Years of Chapter History 2008 Symposium Facilities Management for the 21st Century The Generation Gap in the Workplace Bridging the Generation Divide in the WorkplaceChristine Hassler, M.A.2008 IFMA SymposiumSeptember 10, 2008 The Generation Gap in the Workplace

  2. What is a Generation? • Defined by similar formative years • Shaped by: • Parenting trends • Life Span • Changes in technology

  3. First time in History . . . A Four Generation Workforce: Gen Y Born 1980-2000 Gen X Born 1965-1979 Baby Boomers Born 1946-1964 Matures Born before1945

  4. Current Generational Landscape In The Workforce Now: • Matures at 5% • Boomers at 45% • Gen X at 40% • Gen Y at 10%

  5. What the Future Looks Like: • Over the next 2-3 years, Gen Y’ers will outnumber Baby Boomers • The self-employed category will grow 5% more from 2004 to 2014 compared to previous decades • Between 1977 and 2007, employment of workers 65 and over increased 101% • The gaps between generations are getting bigger and bigger. . . Source: Bureau of Labor Statistics

  6. Whatever it takes, Hours, Visibility, Face time Generational Continuum: We, Nation, Team, Company Luxury, Intimidating, Diversions, Toys A S S U M P T I O N S TIME • TEAMWORK • TECHNOLOGY Success = Balance, Time as a Currency, Ownership I, My, Individual, “What’s in it for me?” Reliance, Flexibility, New Skills

  7. How Do Organizations Bridge The Generational Gaps?

  8. MATURES (TRADITIONALISTS)Born: 1928 to 1945Teens: 1942 to 1963, Today 63+ 30 Million Formative Events: • Homogeneous families and neighbors, conformity • WWII • Great Depression • Pearl Harbor • First manned space flight • Significant increase in economic prosperity • Growth in white collar jobs

  9. MATURES: Traits • Strong Military connection – duty and sacrifice • Respectful of authority / Hierarchical • Loyal to institutions / companies • “We First” • Motivated by financial rewards and security • Most Affluent Generation in our Nation • Work ethic measured in timelines • Delayed Gratification • Heroes: Groups

  10. BABY BOOMERSBorn: 1946 to 1964Teens: 1960 to 1982, Today: 44 to 62 years old80 Million Formative Events: • Civil Rights Movement and Feminist Movement • Vietnam War • Assassinations of idealistic leaders • Watergate and Nixon’s resignation • The Cold War

  11. BOOMERS: Traits • Most Influential Generation in Population • Work-a-holic • Anti-authoritarian • Motivated by changing the world • Last generation to pay dues in a traditional ways • Believe teamwork is critical to success • Expect loyalty from those they work with • Running the show • Heroes: People they’ve never met

  12. GEN XBorn:1965 to 1979 Teens:1980 to 1998,Today: 28 to 43 years old45 Million Formative Events • Watergate • End of the Cold War – fall of the Berlin Wall • Challenger Explosion • The Gulf War • The PC boom and Growth of the Internet • The Reagan Presidency • Women more fully integrated into the workforce • Significant increase in their parents’ divorce rates & unemployment

  13. GEN X: Traits • Skeptical / Cynical • Prove it to me • Independent / Loners • Live for today, “carpe diem” • Work / Life balance • Believe their value is not in what they do, but in what they know • Heroes: People they know who have proven themselves

  14. GEN Y (MILLENIALS)Born:1978 – 2000Today (2008): 8 to 28 yrs old77 Million Formative Events: • Oklahoma City Bombing • 9/11, Terrorism • Columbine • Global Warming • Katrina • Internet Boom • Dual-income Families • Strong Economy • Kid-centric Culture

  15. GEN Y: Traits • Confident • Socially conscious • Diverse & highly tolerant • Overscheduled • Consumers of EVERYTHING • Grew up in a world ubiquitous with technology • Known affluence & fame their whole lives • Immediate and eager to live life “now” • Heroes: Parents

  16. See the Gap:Summary of Different Views Around Job Change Matures – Believes it carries stigma Boomers – Believes it puts you behind Gen X – Believes it is necessary Gen Y – Believes it is routine

  17. See the Gap:Summary of Different Views Around Career Goals Matures – Belief in building a legacy Boomers – Belief in building an incredible career Gen X – Belief in building a portable, flexible career Gen Y – Belief in building a parallel, passionate career

  18. See the Gap:Summary of Different Views Around Work Ethic Matures – We First / Nose to the grindstone Boomers – Pay your dues / Workaholic Gen X – Prove it to me Gen Y – Instant Gratification

  19. See the Gap:Summary of Different Views Around Training Matures – Learn from experience Boomers – Learn from working hard Gen X – Learn from training and networking Gen Y – Continuous learning / Formal education and experience

  20. See the Gap:Summary of Different Views Around Identity Matures – Blend in Boomers – Who I am is what I do Gen X – Define themselves outside the office Gen Y – Individuals with herd mentality

  21. Best Practices: MATURES • Show Respect, Listen Attentively • Acknowledge Contributions . . . Humbly • Value their wisdom • Be spoken and written • Be clear, especially about changes • Invite discussion • Offer insights about co-workers and clients

  22. Best Practices: BOOMERS • Acknowledge Team & Individual Contributions • Value “face time” • Be succinct • Provide resources/tools to keep them up-to-date and competitive • Retire Retirement • Offer them options for greater responsibility (as well as less) • Encourage giving back

  23. Best Practices: GEN X • Time is a Currency • Recognize their identity is outside the workplace • Customization and Flexibility (family friendly) • Offer a variety of career paths with multiple next steps • Networking (“seen and be seen”) • Leverage Their Entrepreneurial Instincts • Money • Talk short-term • Prove it to them

  24. GEN Y

  25. Gen Y’s Workplace Expectations To be challenged and rewarded To do meaningful work (“what dues?”) To be promoted within a year To be paid well To have work/life balance To work for a socially / environmentally conscious company To be treated respectfully To communicate via multiple channels To learn new knowledge and transferable skills that support job mobility From various sources, including Carolyn Martin’s and Bruce Tulgan’s work on Generation Y in the workplace.

  26. Best Practices: GEN Y • Make their first day unforgettable • Map out their career path • Design jobs – and the workplace – for collaboration • Provide frequent acknowledgement and feedback • Give detailed explanations and rationale • Co-create accountability and expectations, be specific • Bursts of Short Information • Help them itemize and prioritize • Intrinsically motivate

  27. Best Practices: GEN Y (cont) • Allow (encourage) asynchronous work • Open-door policy • Balance menial work with meaningful work • Teach soft skills • Offer entertaining and experiential training/projects • Use state-of-the art technology and multi-media • Reward with time • Celebrate their success • Be a coach • Remember . . . They are sensitive!!!

  28. Four Step CAREfrontation with Gen Y: • What is the situation? • What can I do? • What can YOU do? • What can WE do?

  29. Why Gen Y!!!!! Why Gen Y???? • 6-7 million are entering the workforce in the next three years • By 2010 they will make up the entire 18-34 demographic • Global minded • Socially and environmentally conscious • Innovative networking style • Multi-processing and tasking • Highly skilled, adaptable to change • Eager and willing to commit themselves • Reverse mentoring opportunities

  30. Attracting GEN Y • Invest in technology • Gen Y friendly on-line presence • Set up mentoring and reverse mentoring opportunities • Deliver what you say you will • Be transparent • Address parents as a part of your workforce strategy • Address how you will help them achieve their goals • Implement social and environmental conscious practices • Offer competitive salaries, benefits and opportunity for advancement

  31. Bridging the Generational Gaps: • Provide a variety of flexible arrangements that cater to each generation • More opportunities for generations to work together • Invest in top notch education and training in all forms • Re-recruit every day • Invite Open Dialogue • Create space for creative ideas • Set up mentoring and reverse mentoring opportunities • Prepare for the next Generations!

  32. Futurizing your organization – that is, creating an organization that thinks in the future tense and acts in the present – is a prerequisite for success in a rapidly changing and uncertain world. ~James L. Morrison, World Future Society

  33. END END The Generation Gap in the Workplace

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