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GENERATIONS AT WORK Kari T. Ellingson, Ph.D.
Associate Vice President for Student Development, University of Utah
Council of State Governments West
Western Legislative Service Agency and Research Directors Committee Park City, UT
October 2, 2012
GUESS WHEN?
• “Pupils entering school cannot
write well. Their thoughts are
immature, they are miserably
expressed, and they do not
know how to spell.
• 1694, Harvard
THE MORE THINGS CHANGE…
• “Our civilization is doomed if
the unheard-of actions of our
younger generations are
allowed to continue.” • Inscription on a 4,000-year-old tablet found in the Biblical city of Ur
Why Talk about Generational Differences in Higher Education?
People are our most important resource
We all are different based on:
Perceptions
Worldviews
Experiences
Understanding helps us individualize
approaches to supervision and
interactions.
Our Workforce Today
Traditional (or Silent or Radio
Babies)
Born 1925 - 1945
Ages 67 - 87
Baby Boomers Born 1946 - 1963
Ages 49 - 66
Generation X Born 1964 - 1979
Ages 33 - 48
Millennials (or EchoBoomers) Born 1980 - 2000
Ages 12 - 32
Traditional Generation
VALUES
Believe in rules and authority
Very defined sense of right and wrong
Loyalty and respect for authority
ATTRIBUTES
Disciplined
Dislikes conflict
Detail-oriented
Views understanding history as way to plan for future
TRADITIONAL GENERATION
WORK STYLE
Hardworking
Dutiful and loyal
to company
Command and
control
leadership
Willing to pay
dues
“Effort and dedication
will be rewarded by
stability.”
Changing Timelines
Baby Boomer
Values
Individual choice and independence
Community involvement
Prosperity
Ownership
Position and prestige
Attributes
Optimistic
Somewhat self-absorbed
Goal-oriented
View the world as theirs
Attention-seeking
Conflict avoidant
Baby Boomers
WORK STYLE
Driven and
achievement oriented
Seeks growth and
expansion
Personal identify tied
to work
Team-oriented; seeks
collaboration
“Workaholics”-may
have problem with
balance
“Climb the ladder by
working harder.”
GENERATION X Values
Independence and autonomy
Prefer informality
Work/life balance
Honesty
Family/friend relationships important
Attributes
Adaptability
Skeptical - want to know “why”
Survivors
Technology savvy
Reliable
GENERATION X
WORK STYLE
Works well independently
Little patience with office
politics
Comfortable with
authority but not
impressed with titles
Flexible work hours
See selves as free
agents
Balance!
“Climb the
ladder by
working
smarter.”
Millennials: Born 1980 – 2000 or Ages 12 to 32
SPECIAL
SHELTERED
Called Helicopter Parents
Millennials turn to parents for advice.
Helicopter vs. Stealth Bomber Parent
Parental involvement doesn’t stop at
graduation; parents see child’s life as
a “joint venture”.
Parenting styles mirror Boomers
tendency toward excess.
MILLENNIAL PARENTS
65% said they still ask their parents for academic or career advice
CONFIDENCE
TEAM ORIENTATION
CONVENTIONAL
PRESSURED
How Graduating College Seniors
Ranked Job Attributes by Importance
in 1982 in 2008
Job Security 5 1
Benefits 7 2
Friendly Co-workers 4 3
Job Location 8 4
Opportunity for personal development 1 5
High starting salary 7 6
Recognition 2 7
Opportunity for creativity 3 8
Generational Differences
http://www.youtube.com/watch?v=ib-Qiyklq-Q
http://www.youtube.com/watch?v=RL1H6yTm66I
http://www.youtube.com/watch?v=H-kn08vR6Do
http://www.youtube.com/watch?v=Nd7S3GQPxCU
http://www.youtube.com/watch?v=Ql-iGGxyGuo
http://www.youtube.com/watch?v=-M3Q54rPjQw
Demonstrate respect for their experience
Reward employees for efforts in tangible
ways
Invite to be mentors to younger
employees
Provide feedback in person
Ask questions - don’t assume because
they are older they don’t have the
answers
WORKING WITH TRADITIONALS
WORKING WITH BOOMERS
Focus on individual contributions to
success
Boomers are goal-oriented so specific
projects with end results are valued
Remember that title and status matter so
express their value
Allow opportunities to work on projects in
groups
Acknowledge value publicly
WORKING WITH GEN XERS
Allow them to work on multiple projects (with as much
choice as possible)
Give them autonomy to work independently
Be consistent
Earn their trust
Confirm you understand life outside of work
Let them understand “why” of a project or decision
Allow them to be creative in new approaches
Provide Structure
Clear deadlines
Meetings with agendas
Define assignments
Clear measurement for
success
Work hours?
Boring is Bad!
Provide Guidance
Listen to them
Give feedback...often
Let them choose a mentor, if
possible
Give them the big picture,
even if they only are working
on one piece
Work-Life Integration
Team-Orientation
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