Succeeding with Generational Differences Blaine D Leonard P
Succeeding with Generational Differences Blaine D Leonard, P. E. , D. GE. , Pres. 10. ASCE Transportation Technology Engineer, Utah DOT
“Generation” A different and distinct set of core values, based on market research
Generational Traits What do you think?
Insights into Traditionalists (Greatest Generation) Generation (date of birth) Age Cultural Influencers Now Traditionalists (1925 -1942) 78 -95 Great Depression, WWII, FDR, post war boom era, GI Bill Boomers Gen X Millennials
Characteristics of Traditionalists (1925 – 1942) • Patience • Loyalty & hierarchy • Tried & true • Patriotism & hard work • Feel lucky to have a job, job for a lifetime • Life is a sequence • Respect for leaders, chain of command
Insights into Boomers Generation (date of birth) Age Cultural Influencers Now Traditionalists (1925 -1942) 78 -95 Great Depression, WWI, post war boom era, GI Bill Boomers (1943 -1960) 60– 77 Watergate, TV, Vietnam War, women’s & civil rights movements, JFK, moon walk, “sex, drugs, rock n’ roll”, “generation gap” Gen X Millennials
Characteristics of Boomers (1943 – 1960) • Optimistic • Teamwork, team spirit • Brought us teamwork in the work place • Lead by consensus • Seniority is important, corner office, title • “Live to work” – career oriented (60 -hr week) • Family focused • Competitive
Insights into Gen X Generation (date of birth) Age Cultural Influencers Now Traditionalists (1925 -1942) 78 -95 Great Depression, WWI, post war boom era, GI Bill Boomers (1943 -1960) 60 -77 Watergate, TV, Vietnam War, women’s & civil rights movements, JFK, first moon walk, “sex, drugs, rock n’ roll”, “gen gap” Gen X (1961 -1981) 39 -59 Fall of Soviet Union and Berlin Wall, Challenger, 24 hour media, MTV, divorce, personal computer, birth of Internet Millennials
Characteristics of Gen Xers (1961 – 1981) • Skeptical • Challenge status quo • Creative thinkers, self reliant – latch key kids • Comfortable with change • Digital Immigrants • Leadership by competency, performance • Time for family & friends…“Work to live” • Gave us flex time, compressed work week
Insights into Millennials Generation (date of birth) Age Cultural Influencers Now Traditionalists (1925 -1942) 78 -95 Great Depression, WWI, post war boom era, GI Bill Boomers (1943 -1960) 60 -77 Watergate, TV, Vietnam War, women’s and civil rights movements, JFK, first moon walk, sex, drugs, rock n’ roll” Gen X (1961 -1981) 39 -59 Fall of Soviet Union and Berlin Wall, Challenger, 24 hour media, MTV, divorce, personal computer, birth of Internet Millennials (1982 -1996) 24 -38 Internet, cell phones, Columbine, Sept 11, economic crises, 2008 election (Obama)
Characteristics of Millennials (1982 – 1996) • Realistic and optimistic – positive expectations • Problem solvers, multi-taskers • Comfortable w/ team process, but impatient • Care what mom & dad think – helicopter parent • Part of decision process • Diversity – okay and expected • Want to make a difference – their work matters • I work to get the stuff that I want
Millennials, aka. . . (1982 – 1996) • Gen Y • Gen Next • Nexters • Echo Boomers • Internet Generation • Digital Natives • Tethered Generation
Insights into Gen Zers Generation Age Cultural Influencers (date of birth) Traditionalists (1925 -1942) 78 -95 Great Depression, WWI, post war boom era, GI Bill Boomers (1943 -1960) 60 -77 Watergate, TV, Vietnam War, women’s and civil rights movements, JFK, first moon walk, sex, drugs, rock n’ roll” Gen X (1961 -1981) 39 -59 Fall of Soviet Union and Berlin Wall, Challenger, 24 hour media, MTV, divorce, personal computer, birth of Internet Millennials (1982 -1996) 24 -38 Internet, cell phones, Columbine, Sept 11, economic crises, 2008 election (Obama) Gen Z (1997 -? ) ? -23 (? ? ) Prosperity (pre-COVID), mobile devices / wifi, educated, diverse, BLM
Changes in Diversity
Characteristics of Gen Zers • We aren’t quite sure yet, but. . . • Originally thought to be optimistic, but COVID is providing an uncertain future • More likely to expect government to solve problems (rather than the private sector) • Intrinsically egalitarian, zero tolerance approach to discrimination & mistreatment • Favor the tangible over the intangible; more important on family and money.
Why Does This Matter?
• Millennials, the next-toyoungest generation, are beginning to dominate the workforce, often replacing Boomers in work roles.
Working with Traditionalists (1925 – 1942) • They have wisdom • Show them that experience is an asset • Appreciate their dedication • Seek out their advice • Ask open-ended questions • Ask them to mentor Xers & Millennials
Working with Boomers (1943 – 1960) • Prefer consensus decision making, teams • Reward seniority and work ethic • Let them work hard, give public recognition • Focus on career paths • Stress that “we need you”
Working with Gen Xers (1961 – 1981) • Give them defined projects: • Work activity with beginning and end • Don’t micro-manage • Frequent feedback – 4 to 6 times per year • Provide training to grow competence • Give leadership roles to keep challenged • It’s not about awards • Ask for input – want to be asked
Working with Millennials (1982 – 1996) • Need structure, time management skills • Show them the big picture – how they fit in • Provide timely, direct, constructive feedback • Want to do something of value • Provide collaborative work environment • Flexible work arrangements, parental leave • Access information quickly, share easily
Working with Gen Zers (1997 – ? ) • There are still unknowns. . . “Embrace them, for they are just like you, only better. Meet them as people, manage them as friends, be prepared to get our of their way when the time comes. ” - Scott Hess, SVP of Spark, millennial expert
Conclusions • Be aware of differences • None are good or bad – just different • Appreciate strengths • Lead & manage differences • Embrace them as people
Questions?
References • Burmeister, Misti. from Boomers to Bloggers: Success Strategies Across Generations. Synergy Press, 2008. • Chester, Eric. Getting Them to Give a Damn: How to Get Your Front Line to Care About Your Bottom Line. Kaplan Publishing, 2005. • Claire Raines Associates. “Meet the Generations. ” Generations At Work, http: //www. generationsatwork. com/prereading. htm (accessed November 15, 2007). • De. Coster, Tom. “Multi Generational Workforce”. Management Development, Inc. , 2014 • Dittmann, Melissa. “Generational Differences at Work. ” APA Online, June 2005. http: //www. apa. org/monitor/jun 05/generational. html (accessed November 15, 2007). • Fry, Richard. Millennials are the largest generation in the U. S. labor force. Pew Research Center, April 11, 2018 https: //www. pewresearch. org/facttank/2018/04/11/millennials-largest-generation-us-labor-force/ (accessed Sept 9, 2020)
References • Hammill, Greg. “Mixing and Managing Four Generations of Employees. ” FDU Magazine Online, Winter/Spring 2005. http: //www. fdu. edu/newspubs/magazine/05 ws/generations. htm (accessed November 15, 2007). • Healy, Ryan. “ 3 ways to retain your millennial employees. ” Associations NOW, February 2008, 18. • Howe, Neil and William Strauss. “The Next 20 Years: How Customer and Workforce Attitudes Will Evolve. ” Harvard Business Review, July-August 2007, 41 -52. • Jaffe, Leslie and Karl Krumm. “Leadership Post 9/11. ” Generations At Work, 2002. http: //www. generationsatwork. com/articles/leadership. htm (accessed November 15, 2007). • Kaplan-Leiserson, Eva. “Mind the Gap. ” PE Magazine, Jan/Feb 2008. http: //www. nspe. org/PEmagazine/pe_0108_mind_the_gap. html (accessed February 21, 2008). • Karp, Hank, Connie Fuller, and Danilo Sirias. Bridging the Boomer Xer Gap: Creating Authentic Teams for High Performance at Work. Davies-Black Publishing, 2002.
References • Kennedy, Marilyn Moats. “Managing Change: Understanding the Demographics of the Evolving Workforce”. 2004. • Lancaster, Lynne C. and David Stillman. When Generations Collide: Who They Are. Why They Clash. How to Solve the Generational Puzzle at Work. Harper. Collins Publishers Inc. , 2002. • Mayo Foundation for Medical Education and Research (MFMER). “Workplace Generation Gap: Understand Differences Among Colleagues. ” CNN. com, July 6, 2005. http: //www. cnn. com/HEALTH/library/WL/00045. html (accessed November 15, 2007). • Mc. Nulty, Eric J. “Can You Manage Different Generations? ” Harvard Business School Working Knowledge for Business Leaders Archive, April 17, 2006. http: //hbswk. hbs. edu/archive/5297. html (accessed January 9, 2008). • NAS Recruitment Communications. “Generation Y: The Millennials: Ready or Not, Here They Come. ” NAS, 2006. http: //www. nasrecruitment. com/Talent. Tips/NASinsights/Generation. Y. pdf (accessed January 9, 2008).
References • Parker, Kim & Ruth Igielnik. “On the Cusp of Adulthood and Facing an Uncertain Future: What We Know About Gen Z So Far. ” Pew Research Center, May 14, 2020. https: //www. pewsocialtrends. org/essay/on-the-cuspof-adulthood-and-facing-an-uncertain-future-what-we-know-about-gen-z-sofar/ (Accessed Sept 10, 2020) • Raines, Claire, and Sandy Mazarakis. Connecting Generations™, 2 nd Edition. • Sujansky, Joanne G. , and Jan Ferri-Reed. Keeping the Millennials: Why Companies Are Losing Billions In Turnover To This Generation – And What To Do About It. John Wiley & Sons, Inc. , 2009. • Vaccro, Adam. Young Talent: What to Expect From the Post-Millennial Workforce. Inc. , April 1, 2014. • Zemke, Ron, Claire Raines, and Bob Filipczak. Generations at Work: Managing the Clash of Veterans, Boomers, Xers, and Nexters in Your Workplace. Performance Research Associates, Inc. , 2000.
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