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Generations in workforce (2)

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Carol LaFaver

The document provides information about the different generations currently in the workforce, including Traditionals, Baby Boomers, Generation X, and Millennials. It discusses key characteristics, defining technologies, communication styles, work preferences, strengths and weaknesses, and tips for communicating effectively with each generation. The goal is to understand generational differences in order to promote diversity and teamwork in the workplace.

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Who’s Working for You? Carol LaFaver Regional Director
Sitcom Trivia: #1 #8 #2 #9 #3 #10 #4 #11 #5 #12 #6 #13 #7 #15
#1: The Walton’s 1972-1981
#2: Cheers 1982-1993
#3: Andy Griffith 1960-1968
#4: Glee 2009-Current
#5: FRIENDS 1994-2004
#6: Hollywood 90210 1990-2000
#7: Roseanne 1987-1995
#8:Laverne & Shirley: 1976-1986
#9: Cosby’s 1982-
#10: Desperate Housewives 2004-Current
#11: Loveboat 1977-1986
#12: Sex in the City 1998-2004
#13: Full House 1987-1995
#14: Seinfeld:1989-1998
#15: Pretty Little Liars
#16: Jersey Shore 2009-Current
What defines a generation? • A traumatic event • A dramatic shift in demography • A privileged interval that connects the generation with a cycle of success and/or failure • Creation of sacred spaces and collective memories • The leaders of that time • Through the work of people who know and support each other
Why Learn About The Generations? • Changing demographics • Better understand its impact in the workplace • Increase personal competency in communication and management • Promote teamwork
How Many Generations are Working Today? • Answer: Four – Traditionals – Baby Boomers – Generation X – Millennials/Generation Y
Who is in the Workforce? Baby Boomers Traditionals Gen X Millennials
Do these photos speak to you?
Do these photos speak to you?
Do these photos speak to you?
Do these photos speak to you?
Do these photos speak to you?
Do these photos speak to you?
If so….you are a Traditional. • Years of Birth—1900-1945 • General Characteristics – Loyalty & faith to institutions – Believe in a top-down approach – Firmly believe in reward of retirement for years of service • Defining Technology: Radio & Telephone • Communication Style: One on one, write a memo
Traditionals prefer • Hard work • Dedication & sacrifice • Respect for rules • Duty before pleasure • Honor • Well-defined hierarchy
Traditionals at Work Assets Liabilities • Stable • Inept w/ambiguity and change • Detail oriented • Reluctant to buck the system • Uncomfortable with conflict • Thorough • Reticent when they disagree • Loyal • Hard working
When communicating with a Traditional • If your boss is a Traditional, determine their tolerance for input & questions • Traditionals follow credible leaders who listen well, if you supervise them give weight to their opinion • Be sure to tell them that they are critical to success • Traditionals feel respected when you follow their suggestions • Use them as coaches/mentors for all generations • Traditionals expect leaders to delegate. If you supervise them define tasks clearly. • Offer them training in their fields and in computer skills.
Messages that Motivate Matures • ―Your experience is respected here.‖ • ―It’s important for the rest of us to hear what has, and hasn’t, worked in the past.‖ • ―Your perseverance is valued and will be rewarded.‖
Do these photos speak to you?
Do these photos speak to you?
Do these photos speak to you?
Do these photos speak to you?
If so…you are a Baby Boomer • Years of birth—1946-1964 • General characteristics – Economically optimistic – Driven by competition and material rewards – Hard working – Focused on ―big picture‖ • Defining Technology: Television • Communication style: Phone call, Call me anytime
Boomers prefer • Collegial & consensual work relationships • Concerned about participation and spirit in the workplace • Prefer a lot of communication • Share responsibility • Respect each other’s autonomy • Dislike traditional hierarchy
Boomers at Work Assets Liabilities • Service oriented • Not naturally ―budget minded‖ • Driven • Uncomfortable with conflict • Willing to ―go the • Reluctant to go against peers extra mile‖ • Put process ahead of results • Good at • Sensitive to feedback relationships • Judgmental of those who see • Want to please things differently • Good team players
When communicating with a Boomer • Boomers look for credible leaders they can trust, do your best to keep them informed about coming changes • Provide retirement coaching • Ask what they want to achieve in their remaining work years • Ask Boomers to act as coaches for Xs & Millennials • Offer them training in leadership skills as well as flex-time and work-life balance
Messages that Motivate Boomers • ―You are important to our success.‖ • ―We recognize your unique and important contribution to our team.‖ • What is your vision for this project?‖ • ―You are valued.‖
Do these photos speak to you?
Do these photos speak to you?
Do these photos speak to you?
Do these photos speak to you?
Do these photos speak to you?
If so…you are a Generation X’er • Years of birth—1965-1980 • General characteristics – Skeptical about the safety & predictability of the world – Independent – Resourceful – Media savvy – Brutally honest • Defining Technology: Computer • Communication Style: Cell phones, call at work, email
Gen Xer’s prefer • Fair, competent & straightforward • Do not respect authority prefer egalitarian relationships • Like to be challenged and thrive on change
Xers at Work Assets Liabilities • Adaptable • Impatient • Techno-literate • Poor people skills • Independent • Inexperienced • Not intimidated by • Cynical authority • Creative
When communicating with a Gen Xer • Don’t expect deference from this group • Gen X is not likely to do what you say without asking questions • They feel respected when you listen to their ideas • Typically dress less formally than Boomers & Traditionals • Often the greatest reward you can give them is the freedom to work independently • Reward Gen X with control over their time and greater work-life balance • Offer them the option of leadership training • Gen X is loyal to people over companies. To retain them inform them about coming changes • Keep meetings short & agendas clear
Messages that Motivate Gen X’ers • ―Do it your way.‖ • ―We’ve got the latest computer technology.‖ • ―There aren’t a lot of rules here.‖ • ―We’re not very corporate.‖
Do these photos speak to you?
Do these photos speak to you?
Do these photos speak to you?
Do these photos speak to you?
If so…you are a Millennial • Years of birth—1981-2002 • General characteristics – Realistic – Self-controlled – Collaborative – Driven by meaning in their work – Experts in the use of technology • Defining Technology: Cell Phone • Communication style: Social media, text messages
Millennials prefer • Prefer polite relationship with authority • Like leaders that pull people together • Believe that collective action will achieve change
Millennials at Work Assets Liabilities • Loyalty • Need for supervision • Optimism and structure • Tolerant • Inexperience, particularly with • Multi-tasking handling different • Fast-thinking people issues • Technologically savvy • Service levels are low
When communicating with a Millennial • Provide short-term goals and structure small, multiple job steps • Allow multi-tasking • They are more likely to job jump • Check in with them often • Answer all their questions, the questions signify interest not disrespect • Keep meetings short and focused • Use email and text messages to reach the Millenials • Offer them training in leadership and problem- solving
Messages that Motivate Millennials • ―We provide equal opportunities here.‖ • ―Your mentor is in his/her sixties.‖ • ―You are making a positive difference to our company.‖ • ―You handled that situation well.‖

More Related Content

Generations in workforce (2)

  • 1. Who’s Working for You? Carol LaFaver Regional Director
  • 2. Sitcom Trivia: #1 #8 #2 #9 #3 #10 #4 #11 #5 #12 #6 #13 #7 #15
  • 5. #3: Andy Griffith 1960-1968
  • 14. #12: Sex in the City 1998-2004
  • 15. #13: Full House 1987-1995
  • 18. #16: Jersey Shore 2009-Current
  • 19. What defines a generation? • A traumatic event • A dramatic shift in demography • A privileged interval that connects the generation with a cycle of success and/or failure • Creation of sacred spaces and collective memories • The leaders of that time • Through the work of people who know and support each other
  • 20. Why Learn About The Generations? • Changing demographics • Better understand its impact in the workplace • Increase personal competency in communication and management • Promote teamwork
  • 21. How Many Generations are Working Today? • Answer: Four – Traditionals – Baby Boomers – Generation X – Millennials/Generation Y
  • 22. Who is in the Workforce? Baby Boomers Traditionals Gen X Millennials
  • 23. Do these photos speak to you?
  • 24. Do these photos speak to you?
  • 25. Do these photos speak to you?
  • 26. Do these photos speak to you?
  • 27. Do these photos speak to you?
  • 28. Do these photos speak to you?
  • 29. If so….you are a Traditional. • Years of Birth—1900-1945 • General Characteristics – Loyalty & faith to institutions – Believe in a top-down approach – Firmly believe in reward of retirement for years of service • Defining Technology: Radio & Telephone • Communication Style: One on one, write a memo
  • 30. Traditionals prefer • Hard work • Dedication & sacrifice • Respect for rules • Duty before pleasure • Honor • Well-defined hierarchy
  • 31. Traditionals at Work Assets Liabilities • Stable • Inept w/ambiguity and change • Detail oriented • Reluctant to buck the system • Uncomfortable with conflict • Thorough • Reticent when they disagree • Loyal • Hard working
  • 32. When communicating with a Traditional • If your boss is a Traditional, determine their tolerance for input & questions • Traditionals follow credible leaders who listen well, if you supervise them give weight to their opinion • Be sure to tell them that they are critical to success • Traditionals feel respected when you follow their suggestions • Use them as coaches/mentors for all generations • Traditionals expect leaders to delegate. If you supervise them define tasks clearly. • Offer them training in their fields and in computer skills.
  • 33. Messages that Motivate Matures • ―Your experience is respected here.‖ • ―It’s important for the rest of us to hear what has, and hasn’t, worked in the past.‖ • ―Your perseverance is valued and will be rewarded.‖
  • 34. Do these photos speak to you?
  • 35. Do these photos speak to you?
  • 36. Do these photos speak to you?
  • 37. Do these photos speak to you?
  • 38. If so…you are a Baby Boomer • Years of birth—1946-1964 • General characteristics – Economically optimistic – Driven by competition and material rewards – Hard working – Focused on ―big picture‖ • Defining Technology: Television • Communication style: Phone call, Call me anytime
  • 39. Boomers prefer • Collegial & consensual work relationships • Concerned about participation and spirit in the workplace • Prefer a lot of communication • Share responsibility • Respect each other’s autonomy • Dislike traditional hierarchy
  • 40. Boomers at Work Assets Liabilities • Service oriented • Not naturally ―budget minded‖ • Driven • Uncomfortable with conflict • Willing to ―go the • Reluctant to go against peers extra mile‖ • Put process ahead of results • Good at • Sensitive to feedback relationships • Judgmental of those who see • Want to please things differently • Good team players
  • 41. When communicating with a Boomer • Boomers look for credible leaders they can trust, do your best to keep them informed about coming changes • Provide retirement coaching • Ask what they want to achieve in their remaining work years • Ask Boomers to act as coaches for Xs & Millennials • Offer them training in leadership skills as well as flex-time and work-life balance
  • 42. Messages that Motivate Boomers • ―You are important to our success.‖ • ―We recognize your unique and important contribution to our team.‖ • What is your vision for this project?‖ • ―You are valued.‖
  • 43. Do these photos speak to you?
  • 44. Do these photos speak to you?
  • 45. Do these photos speak to you?
  • 46. Do these photos speak to you?
  • 47. Do these photos speak to you?
  • 48. If so…you are a Generation X’er • Years of birth—1965-1980 • General characteristics – Skeptical about the safety & predictability of the world – Independent – Resourceful – Media savvy – Brutally honest • Defining Technology: Computer • Communication Style: Cell phones, call at work, email
  • 49. Gen Xer’s prefer • Fair, competent & straightforward • Do not respect authority prefer egalitarian relationships • Like to be challenged and thrive on change
  • 50. Xers at Work Assets Liabilities • Adaptable • Impatient • Techno-literate • Poor people skills • Independent • Inexperienced • Not intimidated by • Cynical authority • Creative
  • 51. When communicating with a Gen Xer • Don’t expect deference from this group • Gen X is not likely to do what you say without asking questions • They feel respected when you listen to their ideas • Typically dress less formally than Boomers & Traditionals • Often the greatest reward you can give them is the freedom to work independently • Reward Gen X with control over their time and greater work-life balance • Offer them the option of leadership training • Gen X is loyal to people over companies. To retain them inform them about coming changes • Keep meetings short & agendas clear
  • 52. Messages that Motivate Gen X’ers • ―Do it your way.‖ • ―We’ve got the latest computer technology.‖ • ―There aren’t a lot of rules here.‖ • ―We’re not very corporate.‖
  • 53. Do these photos speak to you?
  • 54. Do these photos speak to you?
  • 55. Do these photos speak to you?
  • 56. Do these photos speak to you?
  • 57. If so…you are a Millennial • Years of birth—1981-2002 • General characteristics – Realistic – Self-controlled – Collaborative – Driven by meaning in their work – Experts in the use of technology • Defining Technology: Cell Phone • Communication style: Social media, text messages
  • 58. Millennials prefer • Prefer polite relationship with authority • Like leaders that pull people together • Believe that collective action will achieve change
  • 59. Millennials at Work Assets Liabilities • Loyalty • Need for supervision • Optimism and structure • Tolerant • Inexperience, particularly with • Multi-tasking handling different • Fast-thinking people issues • Technologically savvy • Service levels are low
  • 60. When communicating with a Millennial • Provide short-term goals and structure small, multiple job steps • Allow multi-tasking • They are more likely to job jump • Check in with them often • Answer all their questions, the questions signify interest not disrespect • Keep meetings short and focused • Use email and text messages to reach the Millenials • Offer them training in leadership and problem- solving
  • 61. Messages that Motivate Millennials • ―We provide equal opportunities here.‖ • ―Your mentor is in his/her sixties.‖ • ―You are making a positive difference to our company.‖ • ―You handled that situation well.‖