Impact of Generational Difference
on the
Provision of Sign Language Services
Angela Roth CSC/NIC
CEO/President
ASL Services Enterprises
Common Diversity Topics…
• Deaf/ Hearing
• Black/ White
• Male /Female
• ……….. Deaf/Blind
• ………… Culture
• ………… Ethnicity
AGE: Generational Differences
Primary
Sources
Bruce Tulgan
-Its Okay To b Be the Boss
-Bridging the Soft Skills Gap
-www. Rainmakerthinking.com
Leigh Branham
-7 Hidden reasons Employees Leave
- “ RE-Engage”
There is a “Great Generational Shift”
underway in the workforce today. This is
the post-Baby Boomer shift that
demographers and workforce planners
have been anticipating for decades. It is
not only a generational shift in the
numbers in the workforce, but an epic
turning point. This is the final stage of a
historic period of profound change
globally and a corresponding
transformation in the very fundamentals
of the employer-employee relationship.
The generational shift presents a whole
new set of challenges for employers,
employees, and for managers at all
levels.
SIX DIFFERENT GENERATIONS
2016 North America
Pre-BB (pre-1946)
BB First Wave (1946-1954)
BB Second Wave (1955-1964)
Generation X (1965-1977)
Gen Y, First Wave Millennials (1978-1989)
Gen Z, Second Wave Millennials (1990-2000)
Post-Millennial (2000 - )
1%
13%
17%
27%
28%
14%
0%
Who are the Generations?
Who are the Generations? (5)
 Traditionalist: born prior to 1946 (68 years
or older)
 Baby Boomers: 1946-1964 (age 50-67)
 Gen X: 1965-1979 (age 35-49)
 Gen Y: 1980-2000 (age 14-34)
 Millennial: 2001-present (under age 13)
IT DEPENDS…
MULTIPLE FACTORS
INFLUENCES
Traditionalist
born prior to 1946
68 years or older
• Civic duty
• Commitment to God, Country and
hard work
• 50% Men/Military management
style
• Fear of Depression = value of a
dollar
Technology
•
•
•
•
Building great cities
Highways
Railways
Airlines systems
Baby Boomers
1946-1964
Age 50-67
• Dr. Spock (little people with needs)
• Parents had GI loans/Jobs =
-affluent
-opportunity world
• More educated
Attitudinal Change:
• Social change/Human Rights
• Encouraged Equality
• Heightened “Question Authority”
• Self & Money
• Competitive
Generation X-er’s
1965-1979
Age 35-49
First to:
• 24 hr TV/Cable
• PC, Satellite TV, VCR, Video Games, fax,
pagers, cell phones = technologically savvy!
• Violence on TV, Crack, Drunk driving, singleparent homes, triple divorce rate.
• Expose people/institutions
Dynamic World
•
•
•
•
•
Goal orientated
Entrepreneurs
Skepticism
Global perspective
Sense of independence
Generation Y-er’s
1980-2000
Age 14-34
• Parents were BOOMERS
– Optimistic & idealistic
– Empowered
– Take Positive Action when things go
wrong
Multi-Generational Influence:
• Traditionalist:
• Boomers:
• X-er’s:
Loyalty & faith
Confidence and optimism
Just enough skepticism
o Grew up and expect diversity/ workplace
o Affected by Columbine, easy access to drugs,
and gang violence
Millennials
2001- Present
15 and under
• Newest to enter Work force
• Born in video game era
• instant gratification
They Want…
• Immediate feedback
• Constant feedback
Traditional Managers and Millennials are
complete opposites, and such managers can
cause a millennial to leave.
Changes
in the Work Force
Demographics
• AGING
PRIME AGE
WORKFORCE
• GETTING
YOUNGER
IMPACT:
AGE BUBBLE:
- 10K BABY BOOMERS HIT 65 EVERY DAY
- RETIRING (POSTPONED 2008) NOW UP
- BY 2020, (BORN BEFORE 1955) LESS THAN 6%
Those that Stay:
- REINVENTING RETIREMENT
-LATE CAREER PRE-RETIREMENT
- NOT WORK FULL TIME
-TELECOMMUTING
- NON EXCLUSIVE TO ONE EMPLOYER
IMPACT
BY 2020 SECOND WAVE
MILLENNIALS (BORN 1990-2000) =
20% OF WORK FORCE
THEY WILL BRING
RADICALLY DIFFERENT
-NORMS
-VALUES
-ATTITUDES
-EXPECTATIONS
-BEHAVIOR
CHALLENGES
ASL SERVICES ENTERPRISE INC
ASL SERVICES INC.
HQ/KISSIMMEE
ASL SERVICES
Holdings Inc.
GLOBALVRS
CCDHH
NFP
ASL SERVICES INC
LATINO OF
PUERTO RICO
TSVR
NFP
SISO
MEXICO
You Want
What……?????
Opinion!
1. LOSING MAJOR TALENT
2. GAP IN EXPOSURE & SOFT SKILLS
3. INCREASE DEMAND
FACT: Generational shift means:
Baby Boomers leave with skills,
experience, wisdom, intuitional
memory, relationships and “old
fashioned work ethics
FACT: Young Workforce
-Permanent bubble
-short term transactional employment
-High maintenance (suggestions, special request,
demands in regards and flexible work conditions)
FACT: Workplace Provide Resources…
• Wisdom transfer
• Flexible retention
• Succession planning
• Leadership development
And
• Staffing strategy
• Attraction
• Selection
• Onboarding
• Training
• Performance management
• Accountability
• Differential rewards
• retention
Retention
• You invest more to develop = they have more
power to negotiate
• Fewer long-term traditional employees= more
fluid ways to employ
• Perpetual Staffing Shortages =attract,
motivate, & retain best talent
• Dream Jobs for superstars more nonsuperstars looking for dream job factors
Increase Demand ….of ALL of US!
1.UNDERSTAND
2.APPRECIATE
3.GROW
UNDERSTAND:
CORE GENERATIONAL
PERSPECTIVES
Traditionalist/Baby Boomers:
+ / Career for most of their Lifetime
Generation X-er’s:
Change jobs throughout their careers
Millennials:
Have seen parents lose
jobs/employers not so loyal to them;
want change, new experiences
Strategies to Consider:
• Employee has input
• Feedback= Timely, Specific & Constructive
Performance Coaching (and don’t avoid difficult
conversations)
• Opportunity = Know their strengths, anticipate their
restlessness, keep them on learning curve
Best Places to Work
• Regular discussions:
work life responsibilities and flextime requests
• Tailor benefits to needs of your workplace
• Red Zones interventions
(out of control, emotional, not open to learn)
• Special consideration for those in need or crisis
Enhance Work/Life Balance
Care enough to Ask:
“What Can I do to reduce
your stress, sustain your
energy, and allow you to
have a life outside of
work?”
Workplace of Past – Workplace of NOW!
COMMUNICATION
FORMAL
CONSTANT, HIGH-TECH & HIGH
TOUCH
TRAINING
DIRECTED DEFINED
CURRICULUM
COLLABORATIVE, MULTISOURCE
PROBLEM SOLVING
RELYING ON EXPERTISE /SOP
FORCED TO IMPROVISE WITH
MANY “FIRST-EVER”
PROBLEMS
DECISION MAKING
TEAM INFORMED
TEAM CONSULTED, INVOLVED,
PERSUADED
LEGITIMATE AUTHORITY
POSITION, RULES CHAIN OF
COMMAND
TALENT, RESPECT, INFLUENCE,
QUID PRO QUO
WANT IN A JOB
JOB SECURITY
FLEXIBILITY
WORK HABITS/CONDITIONS
ONE SIZE FITS ALL
CUSTOMIZE EVERYTHING
PERFORMANCE EVALUATION
ANNUAL OR SEMI ANNUAL
REGULAR, FREQUENT, DAILY
LEADERSHIP/MANAGEMENT
STYLE*
AUTHORITARIAN/DIRECTIVE
COACHING, TEACHING,
DIALOGUE TRANSACTIONAL
WANT IN A MANAGER*
LET ME DO MY JOB; I’LL TELL
YOU AND YOU TELL ME IF
THEIR IS A PROBLEM
PLEASE HELP ME DO MY JOB;
GIVE ME GUIDANCE SUPPORT,
AND FEEDBACK EVERY STEP
OF THE WAY
Management
Myth of Empowerment
-leave them alone and they will do their best work
(under-management)
Vs
-Best work done when provided with guidance ,
support, from a more experienced person.
Requires Direct
Engagement & Work
LEADERSHIP/MANAGEMENT
STYLE*
AUTHORITARIAN/DIRECTIVE
COACHING, TEACHING,
DIALOGUE TRANSACTIONAL
WANT IN A MANAGER*
LET ME DO MY JOB; I’LL TELL
YOU AND YOU TELL ME IF
THEIR IS A PROBLEM
PLEASE HELP ME DO MY JOB;
GIVE ME GUIDANCE SUPPORT,
AND FEEDBACK EVERY STEP
OF THE WAY
We’ve all grown up
differently from
others. We are all
from different
generations. The
way we think is not
wrong from
another…just
different
perspective.
Increase Demand ….of ALL of US!
1.UNDERSTAND the Differences
2.APPRECIATE the Differences
3.GROW !
It’s Been an Honor To Be Here Today!
Angela Roth
ASL Services Inc.
HQ Kissimmee, Florida
www.aslservices.com