Understanding Generational Differences APWA Public Works Institute April
Understanding Generational Differences APWA Public Works Institute April 9, 2014
Today’s Goals Understand our generational differences Learn the importance of developing teams across generations Determine how to capitalize on strengths Consider communication and motivation of a variety of generations
Generations Generation Birth Years Traditionalists 1925 -1945 Current Population 50 million Baby Boomers 1946 -1964 80 million Generation X 1965 -1980 46 million Generation Y/Millennials 1981 -2006 76 million
Why consider generational differences? Trying to fit an increasingly nontraditional workforce into a traditional workplace Different values, experiences and styles create misunderstanding and frustration Hinders development and execution of plans and ideas
Why consider generational differences? It’s about creating effective teams. Active listening Differing perspectives A range of expertise Humor Recognition and appreciation
Generations: The Details
Traditionalists: 1925 -1945 Influences Characteristics Patriotic “Waste not/want not” Faith in institutionsone company career Military influenced top down approach Key Word: Loyal Great Depression Roaring 1920 s WWI and WWII Korean War GI Bill
Traditionalists
Baby Boomers: 1946 -1964 Influences Characteristics Suburbia Idealistic TV Very competitive Vietnam, Watergate Question authority Human Rights Movement Drugs and Rock. NRoll Key Word: Optimist
Baby Boomers
Generation X: 1965 -1980 Influences Sesame Street and MTV Game Boy Divorce rate tripled Latch Key Kids Characteristics Eclectic Resourceful Self -reliant Distrustful of institutions Highly adaptive to change and technology Key Word: Skepticism
Generation X
Millennials: 1981 -2006 Influences Expanded technology Natural disasters Violence Ganges Diversity Characteristics Globally concerned Realistic Cyber literate Personal safety is top concern Key Word: Realistic
Millennials
Traditionalists Baby Boomers Generation X Millennials Goals Build a legacy Stellar Career Path Job changing stigma Job changing puts you behind Rewards Job well done Money, title and recognition Freedom Work that has meaning Motivator Security Money Time off Company Loyalty Money is Highest High Low Livelihood Status symbol Means to end Today’s payoff Value Family/Commu Success nity Time Individuality Portable Parallel Careers Career Job changing is Doesn’t have necessary to be in a straight path
Playing to the strengths Communication Management Motivation Style
Communication Let’s consider something outside the box. Your experience is respected. Your commitment made all the difference. Your contributions are really valuable.
Communication You will be collaborating with other bright, creative people. You are important to our success. Tell us what has worked well in the past. Your technical expertise is a big asset.
Management Style My experience should bring value to the organization. I expect the appropriate level of authority and respect for what I do. All I want is to know how I’m doing and to be recognized for what I do. I want to be part of a team.
Motivation
Motivation
Motivation
Credits “When Generations Collide: Who They Are. Why They Clash. How to Solve the Generational Puzzle at Work. ” By Lynne Lancaster and David Stillman Survey Analysis: Employee Motivation by Generation Factors By Seleste Lunsford, Achieve Global
- Slides: 23