Bridging the Gap:

Intergenerational Leadership

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"I see no hope for the future of our people if they are dependent on frivolous youth of today, for certainly all youth are reckless beyond words... When I was

young, we were taught to be discreet and respectful of elders, but the present youth are exceedingly wise

[disrespectful] and impatient of restraint.“- Hesiod, 8th century BC

The more things change…

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"The world is passing through troublous times. The young people of today think of nothing but themselves. They

have no reverence for parents or old age. They are impatient of all restraint. They talk as if they knew everything, and what passes for wisdom with us is

foolishness with them. As for the girls, they are forward, immodest and unladylike in speech, behavior and dress.“

- Peter the Hermit in A.D. 1274

…the more they stay the same.

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Millennials vs.

Baby Boomers

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Millennials vs.

Baby Boomers

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Source: http://www.pewresearch.org/fact-tank/2018/04/11/millennials-largest-generation-us-labor-force/

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TraditionalistsThe Silent Generation

1900-1945

Core Values Work ethic Communication styles

Feedback Stereotypes

Respect for authorityConformityDutifulCustom

DisciplineHard workLoyalty

WrittenFormal

No news is good news.Take pride in a job well done.

Old-fashionedPracticalRule followers

Source: https://www.mindtools.com/pages/article/multigenerational-workplace.htm

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Baby Boomers1946-1964

Core Values Work ethic Communication styles

Feedback Stereotypes

OptimismToleranceWorkaholismStimulation

Questions authoritySelf-centeredCrusading causes

One-on-oneTelephone

Not keen on feedback

AmbitiousOptimisticWealthy

Source: https://www.mindtools.com/pages/article/multigenerational-workplace.htm

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Generation X1965-1980

Core Values Work ethic Communication styles

Feedback Stereotypes

StimulationSelf-relianceInformalitySkepticism

Task-orientedSelf-reliantWork-life balance

DirectEmailText messaging

Direct – “How am I doing?”

SelfishRisk takersCynical

Source: https://www.mindtools.com/pages/article/multigenerational-workplace.htm

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Generation YMillennials1981-2000

Core Values Work ethic Communication styles

Feedback Stereotypes

RealismSelf-directionGoal-focusedPurpose

Multitasking“What’s next?”Eagerness

Text messagingSocial media

Require lotsInstantaneous

Job hoppersTech-dependentWork to live

Source: https://www.mindtools.com/pages/article/multigenerational-workplace.htm

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Generation Z1995-2015

Core Values Work ethic Communication styles

Feedback Stereotypes

UniquenessAuthenticityCreativityShareability

FlexibilitySelf-reliantPersonalfreedom

Digital nativesHand-held devices

Bite-sizedImmediateReal-time

Constantly connectedDistractedApatheticMultitaskers

Source: https://www.mindtools.com/pages/article/multigenerational-workplace.htm

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Traditionalists1900-1945

Baby Boomers1946-1964

Gen X1965-1976

Gen Y1977-1995

Gen ZAfter 1995

Company loyalty Live to work Work to live Work my way Living and working their way

Same company for entire career

Putting in time at the office;Women joined the workforce

Work should not define life;Dual earner households the norm

Devoted to their own careers, not companies; desire meaningful work

Desire change,stimulation, learning and promotion; reject traditional hierarchies

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What

influences

or

defining events

shaped

each generation?

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What percentage of your

organization is represented in

each of the five generations?

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Microgeneration

XennialsBirth years 1977 to 1985 AKA: The bridge between the analog

childhood and a digital adulthood

Played outdoors and couldn’t text their friends; didn’t have the stress of being constantly photographed, filmed or location tracked

Possess both Gen X cynicism and Millennial optimism and drive

Watched “ER” long before other generations were watching “Grey’s Anatomy”

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The Sandwich Generation

Middle-Aged Adults “Sandwiched” Between Aging Parents and Kids

44% of people aged 44-55 have at least one parent living and at least one child under the age of 21

66% of all senior caregivers are women

21% Hispanic; 8% African-American; 5% White Americans serving as sandwich caregivers

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Different expectations

=

possible conflict

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What possible

conflicts exist

between

generations in

your

organizations?

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Older people have forgotten

what it is like to be young.

-Anton Fishman

Young people don’t know

what it is like to be old.

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Considerations

for bridging

the generation

gap

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Top 5 Drivers of Engagement

I feel I am valued in this organization

I like the type of work that I do

Most days, I feel I have made progress

at work

I have confidence in the leadership of

this organization

This organization treats me like a

person, not a number

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What do the most talented employees need

from their workplace?

Talented employees may join a company because of

its charismatic leaders, its generous benefits, and its world-

class training programs, but how long that employee

stays and how productive he is while he is there is

determined by relationships.

- Marcus Buckingham & Curt Coffman

Motivates Millennials Existing engagement measures

Sense of belonging At work, my opinions seem to count.I have a close friend at work who I trust.

In the last seven days, I have received recognition or praise for doing good work.

Interesting challenging work that pushes them to grow

There is someone at work who encourages my development.This last year, I have had opportunities at work to learn and grow.

In the last six months, someone at work has talked to me about my progress.At work, I have the opportunity to do what I do best every day.

A boss and co-workers they like

My supervisor, or someone at work, seems to care about me as a person.

A mission or purpose they believe in or want to support

The mission or purpose of my company makes me feel my job is important.My associates or feel employees are committed to doing quality work.

Compensation and benefits

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7th

annual study

First time for

Gen Z

Diversity &

flexibility

Business motivation and ethics

Lack of preparedness for Industry

4.0

Deloitte Millennial Survey*

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* and Gen Z, too!

Best Millennial Employers

I have a good understanding of how this organization is doing fiscally

There is room for me to advance in this

organization

Changes that may affect me are communicated to

me prior to implementation

Staffing levels are adequate to provide

quality products/services

The Center for Generational Kinetics,

2015

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Best Millennial Employers (part 2)

I feel I am valued in this organization

I trust that if I do good work, I will be considered

for a promotion

My pay is fair for the work I perform

I feel I can express my honest opinions without

fear of negative consequences

The Center for Generational Kinetics,

2015

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60%: sense of

purpose is important

Brand your company & specific positions

43%: apply on a tablet

39%: apply on a

smartphone

Bring your company’s mission & purpose to life

Recruiting Millennials

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54%: expect to work for between

two to five employers

Wide age range of 19 to 37 yo.

6.2: average jobs

held between 18-

26 yo.

Life stage of Millennials:

sampling

Retaining Millennials

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15-150%: turnover

rate

Compare to industry peers

Driven by?

Determine six-month period of increased turnover

Retaining Millennials

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42%: Want

feedback every week

45%: Would quit if

they don’t see a career

path

Retaining Millennials

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Actions

Provide specific, visual examples of the performance you expect

Provide a chance to prove themselves

through stretch projects

Make the first day unforgettable

Safe space to learn from and interact with leaders of all ages, experiences,

titles

Show that you have a vision for their talent

development

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Manager as coach

Reject hierarchy and authority

Regular check-ins & feedback

Clear expectations & expected results

Parental involvement & management

Realistic career path

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Make a difference

Make the world a better place and contribute to the efforts

Socially conscious missions/impact on

the environment

Clear communication about their role

Organization’s mission & impact

Transparent leadership

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Compensation

64% of Millennials would rather earn $40k/year in a job they love (over

$100,000k/year in an unfulfilling job)

Pension and social security seem

unlikely

Financial independence in

retirement

Average college debt = $20k

Offer immediate 401(k) eligibility

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Flexible work environment

74% want flexible work schedules88% want work-life integration

Flexible work locations Smart Casual attire

Flexible work schedule

Personal relationships, community

engagement, travel

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Development

“Millennials have a thirst for building their capacity, aspire to grow in their career”

Combine love of technology with

e-learning

Want to make a difference right

away

Tuition reimbursement

programs

Alumni networks for former employees

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Is this a winning organization I can

be proud of?

Can I maximize my performance

on the job?

Are people treated well

economically and interpersonally?

Is the work itself fulfilling and enjoyable?

Key Questions

Join? Give my best? Stay?

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What strategies

are realistic for

your

organization?

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Next Steps

• Are you needing better employee production?• Are you struggling to know how to lead others?• Are there communication breakdowns across generations?• Are you needing to know how to retain staff?• Are you wondering how to train staff for leadership?• Are you experiencing a morale challenge with members of your team?• Are you looking to design a program or service for a specific generation?• Are you wanting to know how others like to learn?

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Resources

Brack, J. & Kelly, K., Maximizing Millennials in the Workplace, 2012https://www.kenan-flagler.unc.edu/executive-development/custom-programs/~/media/DF1C11C056874DDA8097271A1ED48662.ashx

Fromm, J., Millennials In The Workplace: They Don’t Need Trophies But They Want Reinforcement, published Nov 6, 2015https://www.forbes.com/sites/jefffromm/2015/11/06/millennials-in-the-workplace-they-dont-need-trophies-but-they-want-reinforcement/#6243081653f6

Jenkins, R., How to Attract and Retain Millennials With the Right Dress Code, published Feb 21, 2017https://www.inc.com/ryan-jenkins/how-to-attract-and-retain-millennials-with-the-right-dress-code.html

Pfau, B., What Do Millennials Really Want at Work? The Same Things the Rest of Us Do, published Apr 7, 2016https://hbr.org/2016/04/what-do-millennials-really-want-at-work

Reynolds Lewis, K., Everything you need to know about your Millennial co-works, published Jun 23, 2015http://fortune.com/2015/06/23/know-your-millennial-co-workers/

Smalls, M., Five Keys to Managing & Motivating Millennials, 2014http://inspire.hoopla.net/rs/hoopla/images/Motivating%20Millennials%20eBook.pdf?aliId=6146072

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Resources

Huffington Post collection of articles on Millennials in the Workplacehttp://www.huffingtonpost.com/news/millennials-in-the-workplace/

How to Lead Someone Older Than Youhttps://growingleaders.com/blog/how-to-lead-someone-older-than-you/

Simon Sinek on Millennials in the Workplace (video)https://www.youtube.com/watch?v=hER0Qp6QJNU

Collaboration in a Multigenerational Workplacehttps://www.mindtools.com/blog/corporate/collaboration-multigenerational-workforce/

There is a term for people born in the early 80’s who don’t feel like a millennial or Gen Xerhttps://www.businessinsider.com/people-born-between-gen-x-millennials-xennials-2017-11

Millennials are the largest generation in the U.S. labor forcehttp://www.pewresearch.org/fact-tank/2018/04/11/millennials-largest-generation-us-labor-force/

2018 Deloitte Millennial Survey, Millennials disappointed in business, unprepared for Industry 4.0https://www2.deloitte.com/content/dam/Deloitte/global/Documents/About-Deloitte/gx-2018-millennial-survey-report.pdf

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Resources

Infographics:29 Surprising Facts that Explain Why Millennials See the World Differently, 2016https://www.inc.com/gordon-tredgold/29-facts-that-might-make-you-see-millennials-differently-infographic.html?cid=sf01001&sr_share=twitterHow to Deliver Excellent Customer Experience to Millennials, 2016http://www.providesupport.com/blog/deliver-excellent-customer-experience-to-millennials/Why the Insurance Industry Should Focus on Millennials, 2014https://www.slideshare.net/genreperspective/identifying-millennials-attitudes-and-behaviorsThe Sandwich Generation is a Balancing Act, 2018https://caringpeopleinc.com/blog/sandwich-generation/

Books:Elmore, T. (2019). Generation Z Unfiltered. Atlanta: Poet Gardner Publishing.Elmore, T. (2015). Generation iY: Secrets to connection with today’s teens and young adults in the digital age (Fifth edition.). Atlanta: Poet Gardner Publishing.Levine, A., & Levine, A. (2012). Generation on a tightrope: A portrait of today's college student (Third edition.). San Francisco: Jossey-Bass.

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