For the first time ever, there are four generations (Traditionals, Baby Boomers, Generation X and Millenials) in the workplace. This can be the root of many communication issues, ranging from employee interaction to job seekers interfacing with younger hiring managers and recruiters. In this presentation, I attempt to shed some light on generational characteristics as well as share relevant communication tips. Thanks to all who attended the event and requested the content. Any questions, let me know in the comments below or by contacting me (info on the last slide). I am also considering creation of a companion video for this presentation; LMK what you think.
1. Spanning Crucial Conversations
Across the Generations
Intergenerational
Networking
by Nykky McCarley, Life Coach at Future State
www.myfuturestate.com
7. Personal/Lifestyle
Characteristics
Traditionals
(1922–1945)
Baby Boomers
(1946–1964)
Generation Xers
(1965–1979)
Millennials
(1980–2001)
Leadership Style Directive Consensual Equality; Ask why TBD
Interactive Style Individual Team player Entrepreneur Participative
Communication Formal memo In person Direct; Immediate EM, Txt, VM
Communication
Media
Rotary phones
Face time
TT phone
Call me anytime
Cell phone
Call me at work
I-net; smart phones;
Gaming systems
Messages that
motivate
“Your
experience is
respected”
“You are valued; You
are needed”
“Do it your way;
Forget the rules”
“You will work w/
other bright,
creative people”
Work & Family Separate Work to live Work-life balance Work-life balance
Work is An obligation An exciting adventure A difficult challenge A means to an end
Educational A dream A birthright Means to an end Expensive requirement
Feedback &
Rewards
No news is
good news
Don’t appreciate it; want
$$, title
Need feedback; want
freedom
Continuous
feedback
Dealing w/ $$$
Put it away
Pay cash
Buy now, pay later
Cautious
Conservative
Earn to spend
8. Personal/Lifestyle
Characteristics
Traditionals
(1922–1945)
Baby Boomers
(1946–1964)
Generation Xers
(1965–1979)
Millennials
(1980–2001)
Leadership Style Directive Consensual Equality; Ask why TBD
Interactive Style Individual Team player Entrepreneur Participative
Communication Formal memo In person Direct; Immediate EM, Txt, VM
Communication
Media
Rotary phones Face
time
TT phone
Call me anytime
Cell phone
Call me at work
I-net; smart phones;
Gaming systems
Messages that
motivate
“Your experience is
respected”
“You are valued;
You are needed”
“Do it your way;
Forget the rules”
“You will work w/
other bright,
creative people”
Work & Family Separate Work to live Work-life balance Work-life balance
Work is An obligation
An exciting
adventure
A difficult challenge A means to an end
Educational A dream A birthright Means to an end Expensive requirement
Feedback &
Rewards
No news is good
news
Don’t appreciate
it; want $$, title
Need feedback; want
freedom
Continuous
feedback
Dealing w/ $$$
Putit away
Pay cash
Buy now, pay
later
Cautious
Conservative
Earn to spend
9. Personal/Lifestyle
Characteristics
Traditionals
(1922–1945)
Baby Boomers
(1946–1964)
Generation Xers
(1965–1979)
Millennials
(1980–2001)
Leadership Style Directive Consensual Equality; Ask why TBD
Interactive Style Individual Team player Entrepreneur Participative
Communication Formal memo In person Direct; Immediate EM, Txt, VM
Communication
Media
Rotary phones Face
time
TT phone
Call me anytime
Cell phone
Call me at work
I-net; smart phones;
Gaming systems
Messages that
motivate
“Your experience is
respected”
“You are valued; You
are needed”
“Do it your way;
Forget the rules”
“You will work w/
other bright,
creative people”
Work & Family Separate Work to live Work-life balance Work-life balance
Work is An obligation An exciting adventure
A difficult
challenge
A means to an end
Educational A dream A birthright Means to an end Expensive requirement
Feedback &
Rewards
No news is good
news
Don’t appreciate it; want
$$, title
Need feedback;
want freedom
Continuous
feedback
Dealing w/ $$$
Putit away
Pay cash
Buy now, pay later
Cautious
Conservative
Earn to spend
10. Personal/Lifestyle
Characteristics
Traditionals
(1922–1945)
Baby Boomers
(1946–1964)
Generation Xers
(1965–1979)
Millennials
(1980–2001)
Leadership Style Directive Consensual Equality; Ask why TBD
Interactive Style Individual Team player Entrepreneur Participative
Communication Formal memo In person Direct; Immediate EM, Txt, VM
Communication
Media
Rotary phones Face
time
TT phone
Call me anytime
Cell phone
Call me at work
I-net; smart
phones; Gaming
systems
Messages that
motivate
“Your experience is
respected”
“You are valued; You
are needed”
“Do it your way;
Forget the rules”
“You work w/
other bright,
creative people”
Work & Family Separate Work to live Work-life balance
Work-life
balance
Work is An obligation An exciting adventure A difficult challenge
A means to an
end
Educational A dream A birthright Means to an end
Expensive
requirement
Feedback &
Rewards
No news is good
news
Don’t appreciate it; want
$$, title
Need feedback; want
freedom
Continuous
feedback
Putit away Cautious
17. Role Play – Scenario 1
The players: Millennial recruiter, Baby Boomer applicant
The scene: Interview
The situation: During the interview, the BB answers the
questions fully, but then over shares re: her experiences.
The reaction: The Millennial, somewhat overwhelmed
by the BB, is not comfortable with this applicant & is no
longer paying attention.
Food for thought:
Why was the Millennial overwhelmed? What drives the Boomer to over
share? What insights can be leveraged to facilitate a successful
conversation?
20. Role Play – Scenario 2
The players: Gen X team lead, Millennial individual
contributor
The scene: A routine 1:1
The situation: The Millennial, who has been working for
about a year, updates the manager on work progress.
He then tells the Gen Xerhe is not receiving enough
visibility to senior management.
The reaction: The Gen Xer is surprised, not
understanding why the Millennial would expect such
recognition.
Food for thought
Why was the Gen Xer surprised? Why were the Millennial’s expectations
so high? What insights could be leveraged to facilitate a successful
conversation?
Discuss & agree uponFrequency of communicationType (weekly or biweekly meeting in person, telecon, written reports) – adjust to fit the various generationsEveryone has a voicePractice, practice, practice getting input from everyoneYou may have to invite newer or quieter folks to speak (speak to by name, or ask anyone if they have questions)Communication adjusted by generation improves resultsGen Y Just a few years out of school—explicit instructions, locations of data, suggested procedure to be followed, required date “You may already know this, but here’s what has worked in the past…”Gen X responds better to : “Here’s the desired outcome. Please send me a project plan and schedule based on the procedure you plan to follow.”Baby Boomers/Matures: Just do it may be enough “This needs to be done.”Conflict EngagementConflict can ignite new ideas and lead to collaboration and creative problem solvingDevelop and exercise a process for raising issues and voicing different perspectivesAdjust Rewards based on generationInstant recognition vs. 6 months laterTime off vs. promotionMoney vs. more responsibilityTitle vs. window officeNew technological gadgetsAvoid assuming that because people are a certain age they will act a certain wayThere are generational trends and norms but there are a lot of people in each generation that don’t fit, likeThe 70-yr-old computer whiz who designs websites and blogsThe 25-yr-old who is not computer literateThe 55-yr-old who runs marathonsThe 45-r-old who volunteers 20 hours a week at the women and children’s shelterInstead of treating other as you like to be treated, find out how they like to be treated and respect them by honoring thatI.e. When working with someone older than you, this means not automatically addressing them by their first name, as you may prefer to be called. Instead, ask such individuals whether they want to be called by their first name or their lastAcknowledge age differenceTalk about how you can learn from each other and help each other be more successfulYou may be surprised by some of the things you have in common as well as each other’s different experiencesCross Generation MentoringTwice a month communication and idea exchangeGreat way to learn/teach and encourage future leadersFuture aspirations and opportunities for your global workforceOffer insight into organization’s or company’s strategic directions“I’m interested in what and how you are doing”While learning about differences among groups helps us work together better..get to know people as individuals if you want to work most effectively with them.
“I like the idea of explaining the obstacles as long as you can remain objective about it. In other words, don't drift toward the negative. Pull the emotion out of it and talk about the obstacles from a business standpoint and what you did to resolve or overcome the obstacles.” Justin Jones LinkedIn 4/16/13Discuss & agree uponFrequency of communicationType (weekly or biweekly meeting in person, telecon, written reports) – adjust to fit the various generationsEveryone has a voicePractice, practice, practice getting input from everyoneYou may have to invite newer or quieter folks to speak (speak to by name, or ask anyone if they have questions)Communication adjusted by generation improves resultsGen Y Just a few years out of school—explicit instructions, locations of data, suggested procedure to be followed, required date “You may already know this, but here’s what has worked in the past…”Gen X responds better to : “Here’s the desired outcome. Please send me a project plan and schedule based on the procedure you plan to follow.”Baby Boomers/Matures: Just do it may be enough “This needs to be done.”Conflict EngagementConflict can ignite new ideas and lead to collaboration and creative problem solvingDevelop and exercise a process for raising issues and voicing different perspectivesAdjust Rewards based on generationInstant recognition vs. 6 months laterTime off vs. promotionMoney vs. more responsibilityTitle vs. window officeNew technological gadgetsAvoid assuming that because people are a certain age they will act a certain wayThere are generational trends and norms but there are a lot of people in each generation that don’t fit, likeThe 70-yr-old computer whiz who designs websites and blogsThe 25-yr-old who is not computer literateThe 55-yr-old who runs marathonsThe 45-r-old who volunteers 20 hours a week at the women and children’s shelterInstead of treating other as you like to be treated, find out how they like to be treated and respect them by honoring thatI.e. When working with someone older than you, this means not automatically addressing them by their first name, as you may prefer to be called. Instead, ask such individuals whether they want to be called by their first name or their lastAcknowledge age differenceTalk about how you can learn from each other and help each other be more successfulYou may be surprised by some of the things you have in common as well as each other’s different experiencesCross Generation MentoringTwice a month communication and idea exchangeGreat way to learn/teach and encourage future leadersFuture aspirations and opportunities for your global workforceOffer insight into organization’s or company’s strategic directions“I’m interested in what and how you are doing”While learning about differences among groups helps us work together better..get to know people as individuals if you want to work most effectively with them.