Managing Generational Differences in the Workplace

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Managing Generational Differences in the Workplace

• New York State Personnel Council
• General Membership Meeting
• Empire State Plaza Meeting Room 2
• October 25, 2006
• John A. Monteiro
• Chairperson, New York State Personnel Council
• Director of Human Resources Management
• New York State Office of Children and Family
  Services

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What is this all about?

• First time ever that we have 4 different
  generations in our workforce working together
  side-by-side
• Traditionalists, Boomers, Xers, and Millennials
• Each of these generations were impacted by
  various events that shape who they are and how
  they work
• We need to understand what motivates the various
  generations and how to work together

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What will you walk away with?

• Better understanding and appreciation of each
  generation and how they act and think
• Ideas on how to motivate and retain great
  employees from all generations
• Insight into how to constructively work with
  individuals from among the various generations

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NU lacrosse team visits the White House Oh
My
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NU lacrosse team sparks flip-flop flap at White
House

• CHICAGO (AP) A front-page story in the Chicago
  Tribune included the headline "YOU WORE
  FLIP-FLOPS TO THE WHITE HOUSE?!" inspired by an
  e-mail sent to player Kate Darmody from her older
  brother after he saw the photo on the team's Web
  site. Family members of other players expressed
  similar dismay, insisting the summer footwear
  staple was too casual for a visit with the
  president. "Don't even ask me about the
  flip-flops," said the mother of player Aly
  Josephs. "It mortified me." The women have
  defended their attire, arguing they wore a
  dressier version of the casual sandal. "Nobody
  was wearing old beach flip-flops," said Josephs,
  who wore a 16 brown pair with rhinestones.
  Darmody, 22, added "I tried to think of
  something that would go well with my outfit and
  at the same time not be that uncomfortable. But
  at the same time not disrespect the White House."
• USA TODAY 7/19/2005

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Workplace Conflicts

• Conflicts frequently have generational issues as
  their cause
• He is not committed to his job
• He has a poor work ethic
• He does not follow direction
• I cant believe the way he/she dresses
• What do you mean I cant work from home on
  Fridays

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The Challenge

• "Managing multigenerational workforces is an art
  in itself. Young workers want to make a quick
  impact, the middle generation needs to believe in
  the mission, and older employees don't like
  ambivalence. Your move."
• Harvard Business School "Working Knowledge"
  newsletter, 17 April 2006 "Can you manage
  different generations?"

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A New Generation Gap

• The term Generation Gap was used mostly to
  describe conflicts between parents and children.
  Today, the Gap has more of a presence in the
  workplace, where employees from different
  generations are finding it difficult to work side
  by side because their experiences, goals and
  expectations are different.
• GOVEXEC.com

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What Shaped You?

• National Events
• Music
• Technology
• Values
• Relationships
• Parental Expectations
• Other

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(No Transcript)
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Generational Snapshot of Workforce
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Questions to Consider

• What motivates employees at work? At home?
• What influences employee decisions?
• What does work-life balance mean employees?
• How can you incorporate these insights into how
  your organization operates?

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Generational Factoids

• 65 of respondents agreed that generation gaps
  make it hard to get things done at work
• 24 of Traditionalists, 30 of Baby Boomers and
  over 60 of Xers said they feel their generation
  is viewed negatively
• BridgeWorks' 2001 Generations Survey

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Generational Factoids

• Only 14 of survey respondents choose Generation
  X as the generation most comfortable managing and
  this included Xers themselves
• One-third indicated that they were often offended
  by someone from another generation at work
• 45 of Xers come from families that have
  experienced divorce
• BridgeWorks' 2001 Generations Survey

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Generational Factoids

• When asked who they are most loyal to at work,
  Xers put co-workers first, their boss or project
  next, and the organization last
• 40 of Xers said having a mentor directly
  influenced their decision to stay at their
  current job.
• Millennials ranked personal safety as their 1
  workplace issue.
• BridgeWorks' 2001 Generations Survey

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Generational Factoids

• 29 of the Traditionalists agreed that a person
  should build their career with one employer,
  compared to 14 for Boomers and 11 of Xers
• When asked Which generation is the best at
  finding work-life balance?, all generations
  picked Generation X
• Millenniums indicated that flexible workplace and
  opportunity for promotion was more important than
  salary
• BridgeWorks' 2001 Generations Survey

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Traditionalists Generation

• Majority (95) of them have retired
• Possess intellectual capital and institutional
  knowledge
• Have strong work values and ethics
• See themselves as vigorous, contributing members
  or the workforce
• Silent stoicism (not much feedback given or
  expected)

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Traditionalists Generation

• Offer opportunities for them to mentor
• Offer opportunities to continue working
• Allow them to volunteer if they do not want to
  continue working
• Show them that you value their expertise and
  contribution

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Baby Boomers

• The Me generation
• Invented and Value work-life balance
• They are the managers that are running our
  organizations today
• Career oriented
• Love the good life
• Love job performance feedback

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Baby Boomers

• Help them explore their next set of workplace
  options, and demonstrate how your organization
  can continue to use their talents.
• Walk the talk on work-life balance by redesigning
  their jobs to accommodate multiple life demands.
• Encourage them to enrich their present job and
  grow in place if they need to slow their career
  pace.

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Generation X

• The next generation of leaders
• The most well educated generation
• Goal-oriented
• Free Agents vs. Company Loyalist
• Want to be challenged
• Led dot.com boom
• Want to have independence

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Generation X

• Talk to them about their reputation, not just job
  tasks they want your candid perspective and
  feedback
• Acknowledge their ability to work independently
  and encourage them to leverage their
  entrepreneurial abilities.
• Help them get the most out of every job position
  by discussing what the job can do for them and
  what they can learn from it.

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Millenniums

• Value independence
• Look for new challenges
• Challenge the status quo
• Were all in this together
• Want the opportunity to make an impact

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Millenniums

• Demonstrate the stability and long-term value of
  your organization, and also show how your
  organization is flexible and filled with learning
  opportunities for them.
• Provide work schedules that help them build
  careers and families at the same time.
• Make groups and teams part of their job.

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Summary of Work Characteristics

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Reflections

• What one thing did I learn about the Millennials?
• What one thing did I learn about the Xs?
• What one thing did I learn about the Boomers?
• What one thing did I learn about the Silent?

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Reflections (Continued)

• Which generation is most prevalent in my
  workplace?
• How balanced is my organization in terms of
  generations?

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When Generations Collide

• In what areas have you witnessed generations
  collide most often in your organization?
• Have you experienced generational differences at
  work?
• How do they create problems or opportunities to
  strengthen your workforce
• Do you know your collide points?

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Final ThoughtsThe Moment of Truth

• What is the ONE thing I learned about
  Traditionalist Generation that will help me
  most in my job is.?
• What is the ONE thing I learned about Boomers
  that will help me most in my job is.?
• What is the ONE thing I learned about Xers that
  will help me most in my job is.
• What is the ONE thing I learned about
  Millenniums that will help me most in my job
  is.
• What is the ONE thing I learn about how I view
  the different generations and interact with them?

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Lessons Learned

• What is the one critical concept that I will
  apply from this session?
• What positive outcome can I expect from applying
  this concept?
• What will I do differently?

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Questions and Answers?
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Thank You

• Handouts can be obtained by going to the
  Personnel Council Web Site
• www.cs.state.ny.us/personnelcouncil/