Generations in the Workplace: Challenges and Opportunities Kelli D. Peck Parrott, Ph.D. Director and Assistant Clinical Professor, Student Affairs Administration

Generations in the Generations in the Workplace: Challenges Workplace: Challenges

and Opportunitiesand Opportunities

Kelli D. Peck Parrott, Ph.D.Kelli D. Peck Parrott, Ph.D.Director and Assistant Clinical Professor, Director and Assistant Clinical Professor, Student Affairs Administration in Higher Student Affairs Administration in Higher

EducationEducation [email protected]@tamu.edu

Texas A&M UniversityTexas A&M University

Theory to practice…Theory to practice…

What were the national What were the national events you remember as events you remember as you were growing up?you were growing up?

Generations: The History of Generations: The History of

America’s Future, 1584-2069America’s Future, 1584-2069 (Strauss & Howe, 1991)(Strauss & Howe, 1991)

GenerationsGenerations:: Length is approx. the Length is approx. the

phase of birth to phase of birth to adulthood, 22 years.adulthood, 22 years.

Boundaries are fixed Boundaries are fixed by peer personalityby peer personality

Four primary types Four primary types of generations: of generations: Idealist, Reactive, Idealist, Reactive, Civic, and AdaptiveCivic, and Adaptive

Types of GenerationsTypes of Generations

Idealist -Idealist - increasingly indulged youthsincreasingly indulged youths after a secular crisisafter a secular crisis

Reactive - Reactive - grow up under-protected and grow up under-protected and criticized youths during a criticized youths during a

spiritual awakeningspiritual awakening Civic -Civic - Increasingly protected as Increasingly protected as

childrenchildren after a spiritual after a spiritual awakeningawakening

Adaptive -Adaptive -Overprotected and suffocated Overprotected and suffocated youths during a secular crisisyouths during a secular crisis

Generations…Generations…Lost Lost

GenerationGeneration1883-19001883-1900 ReactiveReactive

GI GI GenerationGeneration

1901-19241901-1924 CivicCivic

SilentSilent 1925-19421925-1942 AdaptiveAdaptive

BoomBoom 1943-19601943-1960 IdealistIdealist

1313thth/ Gen X/ Gen X 1961-19811961-1981 ReactiveReactive

MillennialMillennial 1982-20031982-2003 CivicCivic

HomelandHomeland 2004-2024?2004-2024? AdaptiveAdaptive

Our Upper Level Administrators Our Upper Level Administrators & Co-workers – Silents or & Co-workers – Silents or

Traditionalists (1925-1942)Traditionalists (1925-1942) Spent their youth in Spent their youth in

the great depression the great depression and WWIIand WWII

The “in-between” The “in-between” generationgeneration

No US president (If No US president (If Mr. McCain wins, he Mr. McCain wins, he will be the first)will be the first)

Very protective Very protective parents, who were parents, who were sacrificing for themsacrificing for them

Our Upper Level Administrators Our Upper Level Administrators & Co-workers – Silents or & Co-workers – Silents or

Traditionalists (1925-1942)Traditionalists (1925-1942) After all their After all their

parents sacrificed parents sacrificed and went through and went through and having and having experienced the experienced the Depression, they Depression, they still feel still feel somewhat lucky somewhat lucky to have jobs.to have jobs.

Have seen so Have seen so much change so much change so quickly in the quickly in the workplace.workplace.

Our coworkers & Our coworkers & supervisors…supervisors…

BoomersBoomers (1943-1960)(1943-1960) Looking for spiritualism, Looking for spiritualism,

flocked to drugs and religion; flocked to drugs and religion; most active era of church most active era of church formation in the 20formation in the 20thth century century

Redefined Gender rolesRedefined Gender roles ““A generation that when A generation that when

young trusted nobody over 30 young trusted nobody over 30 today trusts nobody under today trusts nobody under 30.”30.”

Issues – remember when…; Issues – remember when…; seen a great deal of change, seen a great deal of change, especially in the workplace; especially in the workplace; raised with the work ethic of raised with the work ethic of parents who survived the parents who survived the depression and WWII.depression and WWII.

Our coworkers & Our coworkers & supervisors…supervisors…

BoomersBoomers (1943-1960)(1943-1960) Work is a dominant force in Work is a dominant force in

their lives; they often sacrifice their lives; they often sacrifice far too much for the good of far too much for the good of the employer.the employer.

One Benchmarks leadership One Benchmarks leadership study was full of largely study was full of largely Boomer execs lamenting over Boomer execs lamenting over sacrificing time with family, sacrificing time with family, spouses, and personal spouses, and personal interests for the sake of work interests for the sake of work (Downing, 2006).(Downing, 2006).

Downing, K. (July/August 2006). Next generation: What leaders need to know

about Millennials. Leadership in Action, 26, 3.

Our coworkers and mid-Our coworkers and mid-managers…managers…

Xers Xers (1961-1981)(1961-1981) True children of the 1960s and True children of the 1960s and

1970s1970s Awakening period to their parents Awakening period to their parents

for them was a nightmare of self-for them was a nightmare of self-immersed parents, disintegrating immersed parents, disintegrating homes, AIDS, and a “Me” economyhomes, AIDS, and a “Me” economy

Find a world of more punishing Find a world of more punishing consequences than anything the consequences than anything the Silent or Boom generations ever Silent or Boom generations ever knewknew

Knew that where the Boomer Knew that where the Boomer children had been worth the children had been worth the parental sacrifice of prolonging an parental sacrifice of prolonging an unhappy marriage, they were notunhappy marriage, they were not

Our coworkers and mid-Our coworkers and mid-managers… …Xers managers… …Xers (1961-1981)(1961-1981)

Not shielded, so adult life held no Not shielded, so adult life held no secrets…believe they need to keep their secrets…believe they need to keep their eyes open, expect the worst and handle it eyes open, expect the worst and handle it on their ownon their own

Two-thirds believe they will have to work Two-thirds believe they will have to work harder than other generations to enjoy the harder than other generations to enjoy the same standard of livingsame standard of living

Try to call as little attention to themselves Try to call as little attention to themselves as possible, really have not come together as possible, really have not come together as a generation. You can find anything in as a generation. You can find anything in this group.this group.

FEARFEAR

Millennials – The Next Great Millennials – The Next Great GenerationGeneration (Howe & Strauss, (Howe & Strauss,

2000)2000) Young Americans Young Americans

born 1982 or afterborn 1982 or after Most numerous, Most numerous,

affluent, and affluent, and ethnically diverse ethnically diverse generation in generation in American historyAmerican history

Largely the children Largely the children of Boomers, pre-of Boomers, pre-teens are the teens are the children of Xers.children of Xers.

Millennials…our colleagues???Millennials…our colleagues???

ConventionalConventional – turning back toward – turning back toward traditionalism, but with a modern traditionalism, but with a modern twist –very rules oriented and highly twist –very rules oriented and highly moralmoral

ConfidentConfident – very optimistic about – very optimistic about people and themselvespeople and themselves

SpecialSpecial – have been perceived as – have been perceived as special since birthspecial since birth

Millennials…our colleagues??? Millennials…our colleagues???

ShelteredSheltered – sheltered and protected in – sheltered and protected in ways that prior generations have notways that prior generations have not

PressuredPressured – feel more stress than any – feel more stress than any other generation hasother generation has

AchievingAchieving – group is perceived as – group is perceived as achieving so individuals feel pressure achieving so individuals feel pressure to keep upto keep up

Team OrientedTeam Oriented – oriented toward – oriented toward teams rather than individualsteams rather than individuals

Millennials…our Millennials…our colleagues?colleagues?

Very close to their Very close to their parents. You are not just parents. You are not just getting an employee, but getting an employee, but parents too.parents too.

Family oriented – 71.3% Family oriented – 71.3% considered raising a considered raising a family to be an “essential family to be an “essential or very important or very important objective”objective”

These parents provide a These parents provide a great deal of support, but great deal of support, but also intrusion and also intrusion and annoyance as well.annoyance as well.

ACE & UCLA Higher Education Research Institute, The American freshman: National norms for Fall 1999.

Millennials…Millennials… ““Candidates are stalling on Candidates are stalling on

job offers to consult with job offers to consult with their parents. Parents are their parents. Parents are calling hiring managers to calling hiring managers to protest pay packages and protest pay packages and trying to renegotiate.”trying to renegotiate.”

Numbers of companies are Numbers of companies are involving parents in the involving parents in the recruiting process with recruiting process with welcome packets and welcome packets and including them on including them on informational sessions.informational sessions.



Millennials…our colleagues?Millennials…our colleagues? Very technologically Very technologically

savvy, though there savvy, though there are socio-economic are socio-economic differences.differences.

Often form initial Often form initial opinions of opinions of companies based companies based on their websites.on their websites.



Our work and workplaces…Our work and workplaces…

By 2010 will see an exodus of By 2010 will see an exodus of Boomers – 2 leaving for every 1 new Boomers – 2 leaving for every 1 new hire (Gerdes, 2006)hire (Gerdes, 2006)

2005 Bureau of Labor Statistics2005 Bureau of Labor Statistics– 23 million workers ages 55+ 23 million workers ages 55+ – 69 million workers ages 35-54 69 million workers ages 35-54 – 32 million workers ages 25-3432 million workers ages 25-34– 22 million workers ages 16-2422 million workers ages 16-24

Issues and areas of Issues and areas of conflict…conflict…

ISSUE: Silents and Boomers ISSUE: Silents and Boomers have sacrificed all for the have sacrificed all for the company, Millennials company, Millennials appear to have no loyalty appear to have no loyalty to the company. to the company.

Common Ground: They do Common Ground: They do seem to form more loyalty seem to form more loyalty to the project, their co-to the project, their co-workers, and perhaps the workers, and perhaps the values of the company. Are values of the company. Are looking for companies that looking for companies that value social responsibility, value social responsibility, diversity, and the diversity, and the environment.environment.

Gerdes, L. (September, 2006). The best places to launch a career. Business Week, 4001.

Issues and Areas of ConflictIssues and Areas of Conflict

Issue – The generations Issue – The generations share a similar language share a similar language with totally different with totally different meanings. Ex. Broken meanings. Ex. Broken record technique, OMG, record technique, OMG, BFFBFF

Common ground – Find Common ground – Find means for keeping up, means for keeping up, Facebook, check for Facebook, check for understandingunderstanding


ISSUE: Silents and Boomers ISSUE: Silents and Boomers feel devalued, as if their feel devalued, as if their experience and experience and contributions are no longer contributions are no longer important. Millennials are important. Millennials are not willing to pay their dues.not willing to pay their dues.

Common Ground: Common Ground: Millennials Millennials areare impatient to impatient to make an impact. But they make an impact. But they are eager for feedback, and are eager for feedback, and while they want to be while they want to be respected they are also respected they are also looking for mentors. Several looking for mentors. Several companies are giving new companies are giving new employees senior level employees senior level mentors.mentors.



ISSUE: Silents, Boomers, ISSUE: Silents, Boomers, and especially Xers are and especially Xers are highly independent. The highly independent. The Millennials’ involvement of Millennials’ involvement of parents and need to work parents and need to work on teams is seen as on teams is seen as childish. “They just need to childish. “They just need to grow up!”grow up!”

Common Ground: The Common Ground: The

biggest complaint about biggest complaint about Xers was their inability to Xers was their inability to work with others. work with others. Millennials do this well and Millennials do this well and can teach us all. They also can teach us all. They also have a great deal to have a great deal to contribute, especially in contribute, especially in regard to technology and regard to technology and optimism.optimism.

Issues and Areas of ConflictIssues and Areas of ConflictIssue: Authority – Silents Issue: Authority – Silents

respect it, Boomers have a respect it, Boomers have a love-hate relationship with it, love-hate relationship with it, but now they are the but now they are the authority. Xers are authority. Xers are unimpressed with authority unimpressed with authority and Millennials do not see a and Millennials do not see a need for it.need for it.Common Ground: Xers and Millennials are highly self-accountable, and therefore do not see a need for authority. A little trust goes a long way.

Tips for working with Tips for working with Millennials…Millennials…

Don’t assume you share the same meanings Don’t assume you share the same meanings for words, seek clarification constantlyfor words, seek clarification constantly

State desired outcomes clearly and State desired outcomes clearly and specifically, then get out of the way. Allow specifically, then get out of the way. Allow freedom to do it how, where and when they freedom to do it how, where and when they prefer if possible, but with clear goals and prefer if possible, but with clear goals and timelines. Time is a 24/7 resource. Tell them timelines. Time is a 24/7 resource. Tell them when it’s due, not when to do it.when it’s due, not when to do it.

Have a high level of social interaction – Have a high level of social interaction – collaboration and work teams are their collaboration and work teams are their strengthstrength

Have the work be meaningful – help them Have the work be meaningful – help them see meaning – KEYsee meaning – KEY

Shepard, S. (2004). Managing the Millennials. Retrieved April 28, 2008. www.shepardcomm.com/managing-millennials-wp.pdf

Tips for working with Tips for working with Millennials…Millennials…

Provide continuous feedback, but be as Provide continuous feedback, but be as positive as possiblepositive as possible

Experiential learning is preferred; Experiential learning is preferred; technological experiences are even bettertechnological experiences are even better

Play to their strengths, let their creativity, Play to their strengths, let their creativity, technological skills and brainpower loose technological skills and brainpower loose and they will do amazing things.and they will do amazing things.

Remember we were all young too…they Remember we were all young too…they are in the process of becoming.are in the process of becoming.

Phillips, C. (February, 2008). Get the best out of Millennials by tweaking habits. Advertising Age, 79, 6.

Questions? Questions? Comments?Comments?

Thank you!Thank you!

ReferencesReferences

ACE & UCLA Higher Education Research Institute, The American freshman: National norms for Fall 1999.

Downing, K. (July/August 2006). Next generation: What leaders need to know about Millennials. Leadership in Action, 26, 3.


Hallon, J. (March, 2008). Millennials at the gate. Workforce Management, 87, 4.

Howe, N. & Strauss, W. (2000). Millenials rising: The next great generation. New York: Vintage Books.

Phillips, C. (February, 2008). Get the best out of Millennials by tweaking habits. Advertising Age, 79, 6.

Shepard, S. (2004). Managing the Millennials. Retrieved April 28, 2008. www.shepardcomm.com/managing-millennials-wp.pdf

Strauss, W., & Howe, N. (1991). Generations: The History of America’s Future, Generations: The History of America’s Future, 1584-20691584-2069. New York: Morrow.

Documents

Generations in the Workplace: Challenges and Opportunities Kelli D. Peck Parrott, Ph.D. Director and Assistant Clinical Professor, Student Affairs Administration