How Intergenerational Differences Impact and Inform Our Work

Leah Aldridge, Jessica Napier, and Harkmore Lee

CALCASA

1) Overview of workshop2) Group Agreements3) Learning Objectives4) A Historical Perspective5) “My Generation” 6) Morning Break (@10:00 am)7) “Hearing Each other”8) Strategies9) Comments & Questions

Today’s Agenda

ALL IDEAS AND POINTS OF VIEW HAVE VALUE You may hear something you do not agree with or you think is "silly" or "wrong." Please remember that one of the goals of this meeting is to share ideas. All ideas have value in this setting. Also share YOUR ideas and thoughts and avoid editorials of another colleague’s comments.

SAFE SPACEWhat is shared and discussed with one another should “stay here” – apart from ideas and solutions that will help your own work and agency.

USE COMMON CONVERSATIONAL COURTESY Please don't interrupt; use appropriate language, avoid third party/ side bar discussions, etc.

Group Agreements

HUMOR IS WELCOME BUT humor should never be at someone else's expense.

HONOR TIME We have an ambitious agenda, so it will be important to follow the time guidelines for the next two days.

CELL PHONE / TEXTING / E-MAIL COURTESY Please turn cell phones, or any other communication item with an on/off switch to “silent. If you need to respond, kindly step outside

BE COMFORTABLEPlease feel free to take personal breaks as needed

ANY OTHERS AGREEMENTS TO ADD?

Group Agreements

• To gain a greater awareness and understanding of how historical events and other demographic factors in the U.S. have influenced and shaped the attitudes and behaviors of generations of Americans, especially in the workplace.

Learning Objective

A Historical Perspective There have been hundreds of research studies conducted

over the past 20 years regarding how certain historical events or trends have influenced a certain population or “generation” of Americans.

This topic has been very well-researched and documented. So much so that there are organizations and businesses dedicated specifically around the study of generations (e.g. the Center for Generational Studies)

The generations or “cohorts” have been typically defined by year of birth and certain common characteristics. As such, each generation has been assigned certain names: WWII (Traditionalists), Baby Boomers, Generation X, and Generation Y (Millennials)

It is recognized that the characteristics and traits described for each cohort is a generalization and applies to the U.S. population.

“The Generations”

• World War II Generation (Traditionalists) - born 1945 and before, 48-50 million

• Baby Boom Generation - born 1946-1964, nearly 80 million

• Generation X - born 1965-1977, 45 million

• Generation Y (Millennials) - born 1978-1995, 78 million

A Historical Perspective

First time in our history that we have these four different generations working together side-by-side.

The impact of this confluence of generations in the workplace has been tremendous, affecting everything from hiring practices to strategic development of businesses and organizations.

We need to understand how this demographics trend is impacting our work in the rape crisis movement.

Here is the challenge:

"Managing multigenerational workforces is an art in itself. Young workers want to make a quick impact, the middle generation needs to believe in the mission, and older employees don't like ambivalence. Your move."

Harvard Business School "Working Knowledge“ newsletter, April 2006: "Can you manage different generations?"

How each generation was influenced and defined:Number of birthsNational EventsEducationTechnologyEntertainment and Music Famous PeopleOther social trends

TraditionalistsBorn 1925-1945

Baby BoomersBorn 1946-1964

Generation XBorn 1965-1977

MillennialsBorn 1978 -1995

Famous People Bob Dole, Elizabeth Taylor Bill Clinton, Meryl Streep Barak Obama, Jennifer Lopez Ashton Kutcher, Serena Williams

# born 48 – 50 million

80 million 45 million 78 million

Other Generational Names

Veterans, Silent, Moral Authority, Radio Babies, The Forgotten

Generation

“Me” Generation, Moral Authority

Gen X, Xers, The Doer, Post Boomers,

Generation Y, Gen Y, Generation Next,

Echo Boomers

Influencers WWII, Korean War, Great Depression, New Deal, Rise on Corporations, Space AgeRaised by parents that just survived the Great Depression. Experienced hard times while growing up which were followed by times of prosperity.

Civil Rights, Vietnam War, Sexual Revolution, Cold War/Russia, Space Travel Highest divorce rate and 2nd

marriages in history. Post War Babies who grew up to be radicals of the 70’s and yuppies of the 80’s. “The American Dream” was promised to them as children and they pursue it. As a result they are seen as being greedy, materialistic and ambitious.

Watergate, Energy Crisis, Dual Income families and single parents, First Generation of Latchkey Kids, Y2K, Energy Crisis, Activism, Corp. Downsizing, End of Cold War, Mom’s work, Increase divorce rate. Their perceptions are shaped by growing up having to take care of themselves early and watching their politicians lie and their parents get laid off. The first generation that will NOT do as well financially as their parents did.

Digital Media, child focused world, school shootings, terrorist attacks, AIDS, 9/11 terrorist attacks. Typically grew up as children of divorce. Came of age in a period of economic expansion. They hope to be the next great generation & to turn around all the “wrong” they see in the world today.

Family Experience Traditional; Nuclear Disintegrating “Cleaver Family” ; Mom stayed home

Latch-key kids ; Women widely expected to work outside the home The first “day care” generation Dual Income families

Merged families ; newly defined “families”

Education A dream A birthright A way to get there An incredible expense

These historical events and demographic trends have also influence how each generation

values work and behaves in the workplace...

Characteristics TraditionalistsBorn 1925-1945

Baby BoomersBorn 1946-1964

Generation XBorn 1965-1977

MillennialsBorn 1978 or after

Age Span 66 to 86 years old 47 to 65 years old 34 to 46 years old 33 or younger

Traits ConservativeBelieve in DisciplineRespect for authorityLoyalPatriotic

IdealisticBreak the rulesTime stressedPolitically correct

PragmaticSelf-sufficientSkepticalFlexibleMedia/Info/Tech savvyEntrepreneurial

ConfidentWell-educatedSelf-sufficientTolerantTeam buildersSocially/politically conscious

Defining Events Great depressionWorld War IIKorean War

Vietnam WarWoodstockWatergate

Missing childrenLatch Key KidsComputers in school

School shootingsTerrorismCorporate scandals

To Them Work Is If you want a roof and food….

Exciting adventure Difficult challenge To make a difference

Work Ethic Loyal/dedicated Driven Balanced Eager but anxious

Employment Goals Retirement Second career Work/life balance Unrealistic

Education A dream Birthright Way to get to an end A given

Communication Face to face Telephone Email IM/Text messaging

Time at Work is defined

Punch clock Visibility Why does it matter if I get it done today?

Is it 5 PM? I have a life.

Most need in the workplace

Continued involvement past 65

Recognition! More information Praise and fun; or is that fun and praise?

Veterans Boomers Gen Xers Millennials

Career Goals Build a legacy Build a stellar career

Build a portable career

Build parallel careers

Rewards Satisfaction of a job well done

Money, title, recognition, corner

office

Freedom is the ultimate reward

Work that has meaning for me

Work-Life Balance

Support me in shifting the balance

Help me balance everyone else and

find meaning myself

Give me balance now! Not when I’m

65

Work isn’t everything. Need

flexibility to balance my other activities

Job Changing

Carries a stigma Puts you behind Is necessary Is part of the daily routine

Training I learned the hard way, you can too!

Train ‘em too much and they’ll

leave

The more they learn, the more

they’ll stay

Continuous learning is a way of life

Source: When Generations Collide

Generational Work Characteristics

Traditionalists Boomers Xers Millennials

PracticalAlways at work

OptimisticWant recognitionSense of entitlement

SkepticalConfidence and independence

Hopeful and optimisticUnwillingness to commit

Patient, loyal and hardworkingDifficulty with change

Teamwork and cooperationDo not accept changeObjective sense of right and wrong

Self-reliant and techno literateAdaptable to changeImmediate gratification

Meaningful WorkMoral mindsetSocial activismSubjective view of reality

Respectful of authority AmbitiousPhysical health

Risk-takingWant recognition

Value diversity and changeGlobally connected

Rule followersRewards laterPrefer Structure

Workaholic –”Thank God Its’ Monday”

Balance work and life

Technology savvyImmediate responsibility

Group Exercise:

1) Identify your generation

2) Go to your generation group in one of the corners of the room

3) Discuss your thoughts on the traits and characteristics of your generation described by these studies. Do you agree or disagree with them?

4) Do you believe these generational traits have impacted your workplace? If so, how? What have been your frustrations or challenges?

BREAK

Next Exercise

Strategies in Communicating Across

the Generations

1) Traditionalists Generation (Born 1925-1945)

Majority (95%) of them have retired

Possess intellectual capital and institutional knowledge

Have strong work values and ethic

See themselves as vigorous, contributing members of the workforce

Silent stoicism (not much feedback given or expected)

Managing the Traditionalists Generation

Offer opportunities for them to mentor

Offer opportunities to continue working

Allow them to volunteer if they do not want to continue working

Show them that you value their expertise and contributions

2) Baby Boomers (Born 1946-1964)

The “Me” generation

More hours equals better performance; now regret

They are the managers that are running our organizations today

Career oriented

“Love the good life”

Love job performance feedback

Managing the Baby BoomersHelp them explore their next set of

workplace options, and demonstrate how your organization can continue to use their talents.

Walk the talk on work-life balance by redesigning their jobs to accommodate multiple life demands.

Encourage them to enrich their present job and grow in place if they need to slow their career pace.

3) Generation X (Born 1965-1977)

The next generation of leaders

The most well educated generation

Goal-oriented

Free Agents vs. Company Loyalist

Thrive on independence

Want to be challenged

Led dot.com boom

Managing the Generation X

Talk to them about their reputation, not just job tasks; they want your candid perspective and feedback

Acknowledge their ability to work independently and encourage them to leverage their entrepreneurial abilities.

Help them get the most out of every job position by discussing what the job can do for them and what they can learn from it.

4) Generation Y / Millennials (Born 1978 - 1995)

Value independence but need supervision

Look for new challenges

Challenge the status quo

We’re all in this together

Want the opportunity to make an impact

Fear boredom more than anything else

Managing the Millennials

Demonstrate the stability and long-term value of your organization, and also show how your organization is flexible and filled with learning opportunities for them.

Provide work schedules that help them build careers and families at the same time.

Make groups and teams part of their job.

Follow-up questions:

What impact has this issues had on:

1)Service delivery

2)The expectations of survivors you are serving?

3)Staff policies and performance evals

Struggle of E.D.s to maintain rules and legal obligations while also getting the most productivity and effectiveness out of your staff and board volunteers.

3 strategies to manage by:

1) Communication

2) Delegation

1) Communication

• What do your employees want from a work environment?– Forget exit surveys; why do people stay?– What do you want from your work environment?

• Talk about people’s differences amongst your team

• Develop an action plan specific to your team

• Talk about conflict – do not let it fester• Recognize there also may be cultural factors that may

also add to the challenges of generations communicating and working with one another.

2) Delegation

• Boomers want teamwork, Xer’s want independence, Y’s want more responsibility.

• Delegation can be the answer to everyone’s needs

• Prepare Xer’s for the next role, challenge Y’s, give Boomers some much needed balance.

• Requires accountability and feedback

Other suggestions:• Think skills, not age: Positions traditionally filled by young people who are on their

way up the corporate ladder may also be ideal for older workers "downshifting" in their work lives.

• Strategize by cohort: Tailor your managerial approach, and encourage the organization to craft roles, compensation, and benefits targeted at the needs of each group.

• Communicate like a marketer: Delve into the motivators of each cohort, and use these to hone your communications—from one-on-one coaching to department or company newsletters.

• Facilitate mentoring: Mentoring roles can provide fresh challenges to middle and older cohort workers, stimulating their productivity while also ensuring knowledge transfer and building institutional memory.

Eric J. McNulty is the managing director of Harvard Business School Publishing's conference division. In his article, “It's Time to Rethink What You Think You Know About Managing People," (Harvard Management Update, Vol. 11, No. 2, February 2006), he offered the following tips for managing multiple generations.

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