Managing Multiple Generations

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Managing Multiple Generations

• Jeffrey Davies
• Organization Renewal Associates
• UMASS Donahue Institute

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Managing Multiple Generations

• The Office of the Comptroller
• Annual Conference
• Chief Fiscal Officers
• October 5, 2006

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Motivating MultipleGenerations at Work

• Have You Noticed in Your Workplace?
• Apparent differences in employees work ethic?
• What motivates you doesnt necessarily motivate
  another employer who is younger or older?
• Different employee attitudes about work-life
  balance?

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Motivating MultipleGenerations at Work

• Those differences and the tensions that accompany
  them, may be due to generational distinctions

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COMPOSITION OF WORKFORCE
Silent Generation gt10 and shrinking
rapidly! Baby Boomers 45 and shrinking
slowly Gen Xers 30 and holding
steady Gen Yers 15lt and growing rapidly!
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SILENT GENERATION
Silents rely on the tried, true and tested
ways of doing things.
Like hierarchy and order Comfortable with very
directive leadership Willing to climb the ladder
patiently Difficulty adjusting to change
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BABY-BOOMERS
Boomers paid their dues and climbed the ladder
under the old rules.
Pride themselves on survival skills Feel
betrayed by downsizing, reengineering and
restructuring Believe in value of hard work
competitive Idealistic and value democratic work
environment View work groups as social
groups Seek to change institutions
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GENERATION X
Xers formed the vanguard of the free-agent
workforce.
Very resourceful Want to stay on the cutting
edge Suspicious of institutions Willing to
break the rules Very adaptive to change and new
technology
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GENERATION Y
GenYers are the children of Baby Boomers and
their optimistic, upbeat younger siblings of
Generation X.
Global citizens and environmentally
conscious Volunteer-minded and socially
conscious Realistic and pragmatic Cyber
literate Media savvy Institutions judged by
their own merit
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CUSPERS
Sometimes called Tweeners those born within
three years of the end of a generation
beginning or end.
Tweeners often resemble the previous or next
generation, not the one that they are in, due to
individual or local factors. This fact reminds
us not to categorize outright, but observe
individuals behaviors and attitudes.
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MOTIVATION CHECKLIST
Silent ____ clarify how things are done so they
know the rules ____ help them understand that
processes and systems are sound ____ offer
feedback and recognition to praise them for hard
work and dedication Boomers ____ reward work
ethic and long hours ____ give lots of public
recognition ____ provide opportunities to prove
themselves ____ link strategic work to goals and
big picture ____ clearly define work
responsibilities
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MOTIVATION CHECKLIST
Gen Xers ____ include in decisions and allow
them to have input including access to
decision makers ____ make sure environment is
emotionally safe ____ provide opportunities to
increase knowledge ____ help with work/life
balance ____ encourage fun in the
workplace ____ help them build transferable
skills ____ listen to their ideas and
suggestions ____ have an open door
policy ____ encourage mentoring relationships
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MOTIVATION CHECKLIST
Gen Yers ____ discuss why their work is
important ____ encourage collaboration and
teaming ____ make sure each person knows how
he/she is making a difference ____ provide
non-monetary rewards ____ provide growth
opportunities ____ discuss which rules are
important and which are optional ____ provide
instantaneous feedback ____ discuss whats in
it for me ____ help them build their resume
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THE GENERATIONS WEIGHING THE BALANCE
Generation
Pros
Cons

• Rely on their title/position for
• acceptance
• More likely to encounter stress
• and poor health because
• overworked
• Expensive commodities to the
• company (high health costs,
• retirement issues)

• Loyal to the agency
• Value hard work by working long
• hours (workaholics)
• Value democracy and teamwork
• in order to accomplish projects and
• goals

Baby Boomers

• Skeptical
• Lack of loyalty to company
• Me vs. Us attitude

• Resourceful/independent
• Appetite for technology
• Embrace diversity

Generation X

• Techno savvy
• Realistic
• Want to make a difference
• Influenced by previous generations
• - balanced

• Large numbers just starting to
• enter the workforce
• Can be hard to reward or reach
• Pressure from Boomer parents

Generation Y
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THE GENERATIONS EXPECTATIONS
Generation
Work/Life Balance
Work Environment/Ethics

• Favor collaborative learning
• and working in teams
• Expect hard work to be
• appreciated by management

• In the past, worked until the job
• was completed but over the last
• few years, value work/life
• balance more (in order to care
• for family and aging parents)

Baby Boomers

• Knowledge is power
• Dont care what others think
• Often prefer to work alone
• Laid back/fun

• Flexible work time, alternative
• work arrangements and vacation
• time are highly valued

Generation X

• Expect balance more family-
• friend-centric
• Employers are expected to work
• around their various activities
• Globally concerned

• Expect diversity
• 1 workplace issue is
• personal safety
• High value on honesty and
• integrity

Generation Y
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Motivating MultipleGenerations at Work

• What Can You Do?
• Notice differences through the generational lens
• Motivate employees using their generations
  incentives, not yours
• Be flexible, and yet fair
• Remember, generational differences are only one
  of many distinctions that make up the individual