Understanding Generations

Transcription

1 Understanding Generations Never before has there been a workforce and workplace so diverse in race, gender, and ethnicity. We have four generations working side-byside in the workplace for the first time in history. All have unique experiences and attributes which influence their attitudes towards work.

2 Understanding Generations Psychologists, sociologists, and everyday managers have identified important differences between these generations in the way they approach work, work-life balance, employee loyalty, authority, and other important issues.

3 The Four Generations Generation Dates of birth Number in USA workforce Veterans/ Prior to million Traditionalists Baby Boomers million Generation Xers million Millennials/ Generation Y s 1983 or later 75 million

4 Stereotypes Traditionalists: command and control-type leadership; will never retire; resistant to new ideas/technology Baby Boomers: revolutionary command and control-type leadership; can t retire; like technology, don t understand it; don t differentiate between generations, just younger GenXers: job-hoppers/lack commitment; cynical; we just read about the struggle, we didn t live it Millennials: entitled; want to be the boss on day 1; civically engaged

5 Intra-generational discussion INSTRUCTIONS: In small groups, answer these questions. What 3 things does the other generation need to know about my generation to understand us? What question do you have of the other generation that would help you understand them?

6 Historical Backdrop Social changes: civil rights; second wave feminism; Stonewall Political disillusionment: Watergate, impeachment, sex scandals Economic booms and busts affect on job market, generational expectations Huge rise in rates of higher education professionalization and commiserate respect

7 Framing the context Increasing number of nonprofits Professionalization of sector Higher college graduation rates Increasing housing costs, college debt, and child care costs Changing gender roles Shifting definitions of identity Emergence of work/family balance discourse

8 Leverage point: WORK STYLE GenXers and Baby Boomers have very different workstyles. Talk about these differences. , in person, phone, response time Feedback timing and frequency, brainstorming/valuing ideas, who has authority to make decision, how to arrive at decision Formal vs. frank Double-tasking or focusing Learning on the job, diversity of tasks Understand each generation s influences about the workplace and how to act (etiquette) remember Baby Boomers influenced by Veterans/Traditionalists, and GenXers influenced by the egalitarianism of the 60s. TIP: Learn to be open, talk to each other and don t assume you understood what was said

9 Leverage point: COMMITMENT Define what Commitment means/looks like Work-life balance Time at work/ face time vs. product/outcome Time spent on the job (length of tenure) Salary/benefits Title Being devoted to the cause /not issuehopping vs. multi-issue focus/identity

10 Leverage point: CAREER PATHS Share your differing career paths. GenXers seen as job hoppers Baby Boomers were loyal to the organization, GenXers are building portability How do you evaluate resume (time on the job) How our own career path deeply influences our expectations of others Grassroots vs. professionalization

11 Why this matters Organizations can seize this opportunity to create a way for lasting and effective leadership transitions! New energy, new ideas, keeping talent Diversity in workplace will be more easily achieved if younger leaders are given a voice Professional development should be throughout one s career making opportunities available for leadership development so can utilize the talents and strengths of each generation.