Reaching Across
Multiple
Generations
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Housekeeping Items
Silence cell phones please
Flexibility
Confidentiality
Workshop environment
Notes to be e-mailed
Agenda
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Identify what a “generation” is
What is “ageism”?
Stereotypes vs. generalizations
What makes one generation different from another?
Focus on specific generations
Clash Points
Obstacles
Common concerns
Common desires
Benefits of multi-generational culture
Moving forward
What Generation Gap?
What is a
Generation?
What is a Generation?
• A generation is a group of people born around
the same time frame (roughly a 20 year span)
who share common programming through a
variety of sources.
Merriam-Webster Dictionary
• “Shared experiences result in commonly held
values”
Morris Massey
Addressing
Ageism
Addressing Ageism
• Ageism is the systemic or incidental stereotyping of, negative bias
toward, or discrimination against people because of their age.
• Q: Is ageism illegal?
• A: The Age Discrimination in Employment Act of 1967 (ADEA)
protects individuals who are 40 years of age or older from age
discrimination.
• Q: Does ageism still occur in the workplace?
• A: Yes.
• Q: As long as we do not violate ADEA, why is ageism a concern?
• A: Because we should have a higher ethical standard that goes
above what is required by law.
Ethical
Standards
Jail Standard
Newspaper
Standard
Beacon
Standard
Ethical Standards
“Jail Standard”
• What is our organization required to do (or not do) to avoid
civil or criminal penalties?
• “Newspaper Standard”
What would our customers, suppliers or the general public, or
my mother think of our company’s actions?
“Beacon Standard”
• Going above and beyond merely caring about the law and
having a good reputation
Stereotypes &
Generalizations
Stereotypes & Generalizations
• stereotype n. something conforming to a fixed or
general pattern; a standardized mental picture that is
held in common by members of a group and that
represents an oversimplified opinion, prejudiced
attitude, or uncritical judgment.
• generalization n. the process of inferring from many
particulars; a statement applicable to the greater
proportion or majority; a general preference.
Cycles of Socialization
and Behavior
Cycles of Socialization and Behavior
Imprinting (ages 0-7)
• You believe what you’re told
Modeling (ages 8-13)
• Peer relationships begin to form
• Values established by age 10
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Socialization (ages 14-21)
• Way of life established
• Peer relationships become more important
• Understanding these stages is important because values direct behavior.
• People enter the workforce with their values largely solidified.
Veteran Generation
Born 1902-1924
Ages 88-110
Mature Generation
Born 1925-1942
Ages 70-87
Baby Boomers
Born 1943-1964
Ages 48-69
Generation X
Born 1965-1981
Ages 31-47
Generation X
• The term "Generation X" was coined by photographer Robert Capa
in the early 1950s; used as a title for a photo-essay about young
men and women growing up immediately after the Second World
War.
• -The term was popularized by Canadian author Douglas Coupland's
1991 novel, Generation X: Tales for an Accelerated Culture,
concerning young adults during the late 1980s and their lifestyles.
• While Coupland's book helped to popularize the phrase
"Generation X," in a 1989 magazine article he erroneously
attributed the term to English musician Billy Idol. In fact, Idol had
been a member of the punk band Generation X from 1976–1981,
which was named after 1965 sociology book Generation X - a copy
of which was owned by Idol's mother.
• In U.S., some called Generation X the "baby bust" generation
because of drop in the birth rate following baby boom.
Generation Y
Born 1982-2002
Ages 10-30
Generation Y
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Originally referred to as “Echo Boomers”
Also known as “Millennials”
Possible reasons for being labeled “Generation Y”
1. Approach life with arms wide open
2. Tend to ask question “why?” often
3. Cause other generations to ask “Dear God, why?”
4. Y follows X in the alphabet
Comparing our
Differences
What was life like for you at age 10?
Two parent home?
If ‘yes’, did both parents work outside of the home?
How much communication with working parent(s) during the day?
What did you do with your leisure time?
What was a defining political or cultural event of your childhood?
Veteran/Mature Generation
1902-1942
Veteran & Mature Generation
• Born 1902-1924 (Veteran) or 1925-1942 (Mature)
• 3% of available U.S. workforce in 2006; predicted 1% by 2011;
actual .01% of available U.S. workforce in 2011
• Duty, honor, country – strong military influence
• Dedication, sacrifice
• Conforming, blending, unity
• Patience, delayed gratification
• Hard times, then prosperity
• Strong national pride
• Doing a good job very important
• Tend to believe seniority should = preferential treatment
Veteran/Mature Generation
Values
Career
Goals
Feedback
Life/Work
Balance
Veteran & Mature Generation
• Career Goals: Want to build a legacy
• Life/Work Balance: Support in shifting balance
• Feedback: No news is good news
Baby Boomers
1943-1964
Parents of Gen X
Parents of Gen Y
Baby Boomers
• Born 1943–1964
• 45% of available U.S. workforce in 2006; predicted 29% by
2011; actual 39% of available U.S. workforce in 2011
• Tendency towards workaholic, competitive traits
• Success is largely visible (trophies, plaques, lifestyle
elements).
• “The harder you work, the more you are worth.”
• Work ethic is defined by time
• Generally optimistic
• Consumers
• Defined by their job
• Personal development important
Career
Goals
Baby Boomer
Values
Life/Work
Balance
Feedback
• Career Goals: Want to build a stellar career
• Life/Work Balance: Help me balance everyone
else/find meaning myself
• Feedback: Once a year, with documentation
Generation X
1965-1981
Parents of Gen Y
Parents of Gen Z
Generation X
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Born 1965-1981
29% of available U.S. workforce in 2006; predicted 44% by 2011; actual 31% of
available U.S. workforce in 2011
Came of age when national institutions came under fire
Watergate, Iran-contra scandal, Monica Lewinsky, etc.
Layoffs common – lifelong employment not an expectation.
Came of age during PC boom
No common heroes – heroes are people they know
Sometimes suspicious of Boomer values; sometimes raised as their parent’s
friends
Had to learn to fend for themselves; very self-reliant
Cynical, pessimistic & skeptical – “Prove it to me”
Taught to question before you believe; Conventional thinking ≠ Conventional
wisdom
Loyal to people more than companies; Loyal to the company while with the
company
Generation X
Values
Career
Goals
Life/Work
Balance
Feedback
• Career Goals: Want to build a portable career
• Life/Work Balance: Balance now, not at
retirement
• Feedback: Ongoing/occasional
Generation Y
1982-2002
Generation Y
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Born 1982-2002
30% of available U.S. workforce in 2011
Guardedly optimistic
Individualistic, yet group oriented
Came of age during .com boom & advent of CGI; difficulty focusing on nonstimulating stuff
Kept very busy in their youth
Often raised as their parent’s friends
Raised in “Everyone is a winner” culture (makes it easier to understand why
this generation struggles with rewarding individual performance)
Equate parity with fairness / Equate correction with rudeness / Tendency
toward entitlement mindset
Fond relationships with parents and grandparents.
Ambitious, yet often appear aimless
50% move back home within 10 years
Parents of the next generation
Generation Y
Values
Life/Work
Balance
Feedback
Career
Goals
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Generation Y
Born 1982-2002
30% of available U.S. workforce in 2011
Guardedly optimistic
Individualistic, yet group oriented
Came of age during .com boom & advent of
CGI; difficulty focusing on non-stimulating
stuff
• Kept very busy in their youth
• Often raised as their parent’s friends
• Raised in “Everyone is a winner” culture
The Culture Clash
Clothing
Music &
Entertainment
Lingo &
vocabulary
Hair &
grooming
The Culture Clash
• Clothing, Music & Entertainment, Lingo &
Vocabulary, Hair & Grooming
• How does this affect the workplace, given that
most of the policymakers are Boomers or Gen
X-ers?
Obstacles
Values Conflicts
Stereotyping
Obstinacy
Obstacles to Success
• Values Conflicts
• Stereotyping
• Refusal of some people to cooperate
Common Concerns
Income
Erosion
Sandwich
Phenomenon
Healthcare
Retirement
Income
Instability
Concerns Common to All Generations
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Income Erosion
Retirement Income
Healthcare Concerns
Sandwich Phenomenon (3 generations living
under one roof)
• Instability
Common Desires
Job
Satisfaction
Value &
Trust
Job
Security
Career
Planning
Flexibility
Desires Common to All Generations
• View work as more than a paycheck
• Want to work in a culture where they feel
valued and trusted
• Want help with career planning and to be
given opportunities to learn new things
• Would like to work for a company where they
can stay for a long time
• Looking for flexibility in the workplace
Benefits of a
Multi-Generational Market
Benefits of a Multi-Generation Market
• Ability to attract and retain talented people of all
ages
• More flexible workplace
• Ability to gain/maintain greater market share
because members reflect a multi-generational
market
• Decisions are stronger because they are more broadbased
• Greater innovation
• Better equipped to meet the needs of a diverse
public
Generational
Values Shift
Need for a Generational Values Shift
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More generational ‘awareness’
Strive for equity/fairness
Form cross-generational partnerships
Multi-way mentoring
Age-neutrality mentality
Path to Success
Veteran/Mature Generation
Path to Success: Veteran/Mature Generations
• Show respect and appreciation for very dedicated work ethic
• Provide proactive technology support services if they aren’t techno-savvy
• Honor their hard work with plaques; personal touch – hand write a note
rather than e-mail
• Use due process and explain the reasoning behind the process
• Provide motivational messages - “Your experience is respected here”; seek
their advice
• Let them chat/socialize between tasks
• Consider part-time or on-call positions that offer flexibility
• Provide opportunities for them to mentor
• Honor the chain of command
• Pair them with Millennials
• Adequately address retirement income concerns; provide optional
investment opportunities.
• Pay attention to ‘sandwich generation’ challenges
Path to Success
Baby Boomers
Path to Success: Baby Boomers
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Give them a chance to prove themselves and their worth
Assist them in gaining name recognition
Ask for their input – get their ‘buy-in’
Give them lots of public recognition
Give personal encouragement – “You’re important to our success.”
Send the message that long work hours aren’t necessarily a badge of
honor
Redesign jobs to provide flexibility (may be reluctant to ask)
Be friendly; choose face-to-face conversation when possible
Show appreciation for the ‘people’ side of the business
Give them your full attention
Adequately address retirement income concerns; provide optional
investment opportunities
Pay attention to ‘sandwich generation’ challenges
Path to Success
Generation X
Path to Success: Generation X
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Give them lots of projects; let them take control of prioritizing and judging.
Give constant constructive feedback
Invest in the latest computer technology
Give them time to pursue other interests or even have some fun at work.
Be conscious of perks up the ladder
Appeal to their desire for independence – “Do it your way”
Resist micromanaging them
Consider flexible work options (i.e. telecommuting)
Give them mentoring opportunities
Get to the point; avoid cliché and hyperbole
Learn to use technological communication efficiently.
When delegating, sketch out the desired end result but allow the X-er to find the
way there.
Adequately address retirement income concerns; provide optional investment
opportunities.
Pay attention to ‘sandwich generation’ challenges
Lighten up!
Path to Success
Generation Y
Path to Success: Generation Y
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Be willing to teach them
Take them to the logical end of their stated values; be prepared for this to be a real eyeopener for them
Make all opportunities truly equal; forget traditional gender roles.
Establish mentoring programs / Reverse mentoring; Provide avenues for education and
skill-building
Learn about their personal goals and show how they mesh with those of the company
Be sensitive to the potential conflict with Baby Boomers and Gen X-ers
Give team-oriented encouragement – “You and your co-workers are critical to our
success.”
Personalize their work – one size doesn’t fit all
Communicate the civic side of your company
Be prepared the answer the question “Why?”
Enjoy their creativity; learn to respect their ideas
Learn what is an incentive to them
Be inclusive and tolerant
Provide community and civic opportunities
Have fun!
Path to Success
All Generations
Path to Success: All Generations
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Recruitment of older/younger employees
Increase retention of older/younger employees
Prepare for retirement of older workers
Succession planning for leadership
Minimize brain drain/Increase knowledge transfer
Ensure that training methods appeal to each generation’s learning styles
Invest in value-added technology
Ensure that accommodations are made to assist employees in performing
their jobs
Monitor and address work/life issues
Design compensation/benefits packages that appeal to all generations.
Prepare for possibility of a worker shortage
Ensure that appropriate/effective feedback systems are in place.
Ensure the ability to manage cross-generationally.
Tweeners / Cuspers
A Note About ‘Tweeners and Cuspers’
• Born at beginning or end of a generation
• Tend to have values/characteristics of both
generations (may gravitate toward older
generation as they age)
• Interpreters/can be helpful for bridging the
gap; Find them & use them
Conclusion
• Demographics of Multi-Generational society
will continue to change.
• Challenges of Multi-Generational society will
not go away; they will become more complex.
• So...we have three choices
– Fight it
– Ignore it
– Manage it to our benefit