MANAGING GENERATIONS IN THE WORKPLACE

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MANAGING GENERATIONS IN THE WORKPLACE

• Jeanne H. Yamamura
• CPA, MIM, PHD

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DISCLAIMER

• This is not you.
• You are unique and special.
• This is everybody else!

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NAME THIS TUNE

• Wise men say only fools rush inbut I can't
  help falling in love with youShall I staywould
  it be a sinIf I can't help falling in love with
  you

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NAME THIS TUNE

• I know I may be young
• But Ive got feelings too
• And I need to do what I feel like doing
• So let me go and just listen
• All you people look at me like Im a little girl
• Well, did you ever think it would be OK for me to
  step into this world

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NAME THIS TUNE

• One soft infested summer Me and Terry became
  friends Trying in vain to breathe The fire we
  born in Catching rides to the outskirts Tying
  faith between our teeth Sleeping in that old
  abandoned beach house Getting wasted in the heat
  And hiding on the backstreets Hiding on the
  backstreets

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NAME THIS TUNE

• That old black magic has me in its spellThat
  old black magic that you weave so wellThose icy
  fingers up and down my spineThe same old
  witchcraft when your eyes meet mine

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THE GENERATIONS

• The Veterans / Traditionalists Before 1946
• 48 million (65 to ??) most retired
• The Baby Boomers 1946-1964
• 78 million (46 to 64)
• Generation Xers 1965-1976
• 49 million (34 to 45)
• Millennials After 1976 (to 1994)
• 74 million (to 33) many not yet in workplace

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GENERATIONS

• Generation Identifiable group that shares birth
  years, age location, and critical life events at
  key development stages.
• Common tastes, attitudes, and experiences
• Defining events events that capture attention
  and emotions and affect generational psyche
• Assassination of John F. Kennedy
• Challenger explosion
• 9/11
• Work values more influenced by generational
  experiences than age and maturation.

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WHY A PROBLEM NOW?

• In past, generations in workplace were separated
• Older employees, mostly white and male head
  office
• Middle-aged employees middle management or
  high-skilled, seniority protected positions
• Youngest employees factory floor, trainee
  positions
• Generational mixing rare and occurred with
  formality and protocol
• Senior management made decisions without question
  or input from below
• Doubts or concerns held by lower level staff
  voiced only to each other and usually off
  premises

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WHY A PROBLEM NOW?

• Physical separation has disappeared
• Organizations are more horizontal
• Increasing number of middle management positions
  eliminated
• Workplaces may be smaller and more compact
• Older employees still in workplace
• Senior employees might be older than senior
  employees were in past
• May be supervised by someone much younger
• The generational mix has changed

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WHY A PROBLEM NOW?

• Increased competition for more limited number of
  upward opportunities among different generations
• The generations have different
• Values
• Views
• Ways of walking, talking, and thinking
• Potential for increased conflict due to
  misunderstanding

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THE VETERANS / TRADITIONALISTS

• Hold 75 of all U.S. financial assets
• Lee Iacocca, Mary Kay Ash, Warren Buffett
• Glenn Miller, Frank Sinatra, Ella Fitzgerald

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VETERANS DEFINING EVENTS

• 1927 Lindbergh completes first transatlantic
  flight
• 1929 stock market crash
• 1930s Great Depression
• 1932 FDR elected
• 1933 Dust Bowl
• 1937 Hitler invades Austria
• 1941 Pearl Harbor U.S. enters WWII
• 1944 D Day in Normandy
• 1945 Victory in Europe and Japan

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VETERANS PERSONAL AND LIFESTYLE CHARACTERISTICS

• Core Values Respect for Authority, Conformity,
  Discipline
• Family Traditional, Nuclear
• Education A Dream

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VETERANS PERSONAL AND LIFESTYLE CHARACTERISTICS

• Communications Media Rotary Phones, One-on-One,
  Write a Memo
• Dealing with Money Put it away, Pay cash

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BABY BOOMERS

• Largest generation
• Bill and Hillary Clinton, David Letterman, Oprah
  Winfrey, Rush Limbaugh, Mick Jagger
• Rock Roll, Elvis, Grateful Dead, Beach Boys,
  Jimi Hendrix

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BABY BOOMERS DEFINING EVENTS

• 1954 McCarthy HCUAA hearings begin
• 1957 Civil Rights Act passed
• 1962 John Glenn circles earth
• 1963 Martin Luther King leads march on
  Washington, DC
• 1963 Kennedy assassinated
• 1965 Troops to Vietnam
• 1969 King and Robert Kennedy assassinated
• 1969 Woodstock
• 1970 Kent State shootings

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BABY BOOMERS PERSONAL AND LIFESTYLE
CHARACTERISTICS

• Core Values Optimism, Involvement, Health and
  wellness, Personal growth
• Family Disintegrating
• Education A birthright

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BABY BOOMERS PERSONAL AND LIFESTYLE
CHARACTERISTICS

• Communications Media Touch-tone Phones, Call me
  anytime
• Dealing with Money Buy now, pay later

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GENERATION X

• Grew up in the shadow of the Boomers
• Brad Pitt, Jewel, Michael Jordan, Michael Dell
• Elton John, Bruce Springsteen, Tina Turner,
  Michael Jackson

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GENERATION X DEFINING EVENTS

• 1976 Tandy and Apple market PCs
• 1979 U.S. corporations begin massive layoffs
• 1980 John Lennon killed
• 1986 Challenger disaster
• 1989 Fall of Berlin Wall
• 1991 Operation Desert Storm
• 1992 Rodney King beating, LA riots

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GEN X PERSONAL AND LIFESTYLE CHARACTERISTICS

• Core Values Skepticism, Fun, Informality,
  Self-reliant
• Family Latch-key kids
• Education A way to get there

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GEN X PERSONAL AND LIFESTYLE CHARACTERISTICS

• Communications Media Cell phones, Call me only
  at work
• Dealing with Money Cautious, Conservative,
  Save, save, save

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MILLENNIALS / GEN Y

• Coddled offspring of Boomers
• Macauley Culkin, Chelsea Clinton, LeAnn Rimes
• Britney Spears, Jewel, Eminem, Boyz II Men

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MILLENNIALS DEFINING EVENTS

• Oklahoma City bombing
• Schoolyard shootings
• Clinton/Lewinsky
• Columbine High massacre
• 9/11

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MILLENNIALS PERSONAL AND LIFESTYLE
CHARACTERISTICS

• Core Values Realism, Confidence, Extreme fun,
  Sociability, Civic duty
• Family Merged families
• Education An incredible expense

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MILLENNIALS PERSONAL AND LIFESTYLE
CHARACTERISTICS

• Communications Media Internet, Picture phones,
  Email
• Dealing with Money Earn to spend

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A LITTLE EXERCISE

• 1. How many of you have kids 26 or under?
• How many of you ever told them they were special
  and could change the world, fix the world's
  problems?
• How many of you told them they can do anything if
  they put their minds to it?
• How many of you gave them and encouraged them to
  use any of the following computer, PDA, cell
  phone?
• How many of you pushed your child to achieve the
  best and, if they didnt, gave them or encouraged
  the giving of an award anyway

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YOU CREATED

• Special, Confident, Tech savvy,
• Achievement oriented Individuals
• You raised them, now lead them!

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GENERATIONS IN THE WORKPLACE
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A FUN QUIZ!!

• Answer each of the following questions by
  selecting ONE answer.
• Keep track of your answers (A, B, C, or D)

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QUIZ QUESTION 1

• Attitude toward work assignment
• If they say jump, I say how high.
• If they say jump, I think about doing it a
  better way, then I jump.
• If they say jump, I want to know whats in it
  for me.
• If they say jump, I say Why?

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QUIZ QUESTION 2

• Role of working women
• Women should stay home and raise the children.
• Women have come a long way. Some women are even
  capable of holding high level positions within an
  organization.
• Women should have the same opportunities as men
  in the workplace.
• Is there a difference between men and women?

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QUIZ QUESTION 3

• Perception of work life
• Ill work at the same company from cradle to
  grave.
• Ill work at a company well into my 60s, and
  then maybe do something else.
• Ill work at a job until something better comes
  along more money is always better but
  opportunity for quick advancement is best. I
  dont want to jump through endless hoops to get
  promoted.
• Work? I thought we were supposed to have fun and
  experience all we could. If it feels like work, I
  dont want any part of it!

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QUIZ QUESTION 4

• Attitudes toward working hours
• Working long hours every day shows your
  commitment to the organization. Your family will
  always be there, but the company may fail if I
  dont work hard.
• Its hard to balance work and family, but work
  should come before family if a choice needs to be
  made.
• Ill work from 8-5, unless something very
  important comes up. Flexibility on the job is
  really important to me.
• Standard working hours? If theres nothing
  interesting to do at work I should be able to go
  home. Getting in early is also a problem.

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SCORING

• Give yourself 4 points for each A, 3 points for
  each B, 2 points for each C, and 1 point for each
  D.
• If you scored near 20, you think like the
  Veterans 15-19 points like Baby Boomers 10-14
  points as Gen X and 5-9 points like
  Millennials.

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VETERANS IN THE WORKPLACE

• Work ethic and values Hard work, respect
  authority, sacrifice, duty before fun, adhere to
  rules, loyalty
• Work is an obligation
• Interactive style individual
• Communications formal, memo

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VETERANS HOW THEY PERFORM

• Dependable, loyal, detail-oriented, thorough,
  hard working
• Driven by rules and order
• Strive to uphold culture and traditions
• Able to leave work at work
• Need more time for orientation
• Find technology intimidating

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VETERANS WHAT MOTIVATES THEM

• Use the personal touch.
• Remember that traditional perks were status
  symbols.
• Motivating messages
• Your experience is respected here
• Its valuable to the rest of us to hear what has
  and hasnt worked in the past.
• Your perseverance is valued and will be rewarded.

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VETERANS HOW THEY LEARN

• Traditional classroom environment
• Lectures and presentations by experts
• Logical and unemotional language
• Organized, well-researched information, supported
  by facts, figures, details, and examples
• Easy to read font and format
• OJT when respectful, nonthreatening, and risk
  free

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VETERANS HOW THEY LEAD

• Command and control
• Take charge
• Delegate
• Make decisions personally

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BABY BOOMERS IN THE WORKPLACE

• Work ethic and values Workaholics, work
  efficiently, crusading causes, personal
  fulfillment, desire quality, question authority
• Work is an exciting adventure
• Interactive style team player, loves to have
  meetings
• Communications in person

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BABY BOOMERS HOW THEY PERFORM

• Service oriented, driven, willing to go the extra
  mile, good at relationship, want to please, good
  team players
• Have a strong need to prove themselves to others
• Not naturally budget minded
• Overly sensitive to feedback
• Can become political animals if turf threatened
• Work long hours

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BABY BOOMERS WHAT MOTIVATES THEM

• Try the personal approach.
• Give lots of public recognition.
• Give them a chance to prove themselves and their
  worth.
• Reward their work ethic and long hours.
• Motivating messages
• Youre important to our success.
• You are valued here.
• Your contribution is unique and important.
• You are needed.

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BABY BOOMERS HOW THEY LEARN

• Respond well to variety of formats (books,
  videos, self-help guides, audiotapes)
• Preference for team-building exercises
• In classroom, more casual atmosphere and more
  participative, interactive format
• Training materials scannable with plenty of
  information, well-organized
• Dislike role-playing

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BABY BOOMERS HOW THEY LEAD

• Prefer collegial, consensual style
• Passionate and concerned about participation and
  spirit at work
• Want to create a fair and level playing field
• Difficulty in practicing participative management
  style

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GEN X IN THE WORKPLACE

• Work ethic and values Eliminate the task,
  self-reliance, want structure and direction,
  skeptical
• Work is a difficult challenge, a contract
• Interactive style entrepreneur
• Communications direct, immediate

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GENERATION X HOW THEY PERFORM

• Strive for balance, freedom, and flexibility
• Strong dislike for corporate politics, fancy
  titles, or rigid structures
• Expect to have fun at work
• Prefer independence and minimal supervision
• Good at multitasking
• Technoliterate, adaptable, and creative
• May lack people skills

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GENERATION X WHAT MOTIVATES THEM

• Give them lots of projects, allowing them to
  prioritize them
• Give lots of constructive feedback
• Give them time to pursue other interests and have
  fun at work
• Give them the best technology you can afford
• Motivating messages
• Do it your way.
• Weve got the newest hardware and software.
• Forget the rules.
• Were not very corporate.

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GENERATION X HOW THEY LEARN

• Very comfortable learning from a computer
  (CD-ROM, interactive video, distance learning,
  internet courses)
• Standard classroom training with role playing
• Prefer most interactive and participative of
  materials
• Training materials brief and scannable

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GENERATION X HOW THEY LEAD

• Lead because they are good at it, not because of
  status or perks
• Tend to be fair, competent, straightforward
  leaders
• Want to create campus culture with informal,
  creative environment
• Can be brutally honest
• Not interested in political stuff

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MILLENNIALS IN THE WORKPLACE

• Work ethic and values Whats next,
  multitasking, tenacity, entrepreneurial,
  tolerant, goal oriented
• Work is a means to an end, fulfillment
• Interactive style participative
• Communications email/text, voice mail (in
  person when important)

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MILLENNIALS HOW THEY PERFORM

• Optimistic and resilient
• Hard work and goal setting
• Belief in collective action
• Respectful of authority but unafraid to approach
  boss
• Technologically savvy
• Exceptional at multitasking
• Need for supervision and structure
• Difficulty handling problem customers
• Drawn to organizations with career ladders and
  standardized pay/benefits

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MILLENNIALS HOW TO MOTIVATE THEM

• Use coaches or mentors instead of traditional
  supervisors
• OJT with supervised autonomy
• Motivating messages
• Youll be working with other bright, creative
  people.
• You and your coworkers can help turn this company
  around.
• You can be a hero here.

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MILLENNIALS HOW THEY LEARN

• Highly interactive
• learning
• Team exercises
• Need coaches / mentors
• rather than traditional supervisors
• OJT w/supervised autonomy
• Role playing for younger members

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MILLENIALS HOW THEY LEAD

• Build relationships
• Know strengths and weaknesses of team members
• Help members to succeed
• Share ownership
• Lead by example

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RESOURCE MATERIAL

• Generations At Work Managing the Clash of
  Veterans, Boomers, Xers, and Nexters in Your
  Workplace by Zemke, Raines, Filipczak
• Managing Generation X and Work This Way by Tulgan
• Employing Generation Why? by Chester
• Mixing and Managing Four Generations of Employees
  by Hammill

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QUESTIONS?