Generations at Work

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By understanding the generations in our workplace and what drives each of us, you help create a work environment where we can all focus on providing the best services for our clients (internal and external) and get needs for respect and communication met.

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Generations at Work

  1. 1. Generations at Work: understanding generations in the workplace
  2. 2. Introductions <ul><li>Your Name </li></ul><ul><li>Your GP </li></ul><ul><li>Something you’ve heard said about one of the generations in the workplace </li></ul>Turn to someone next to you and take turns sharing…
  3. 3. Generations in the Workplace 1977-1995 Pre-1946 1946-1964 1965-1976
  4. 4. Activity <ul><li>Think about a major news event you remember from your childhood. </li></ul><ul><li>Turn to someone near you and talk about the event. </li></ul><ul><li>Take turns doing this for about 3 minutes </li></ul>
  5. 5. Generations at Work Matures/Traditionalists Pre-1946 Baby Boomers 1946-1964 Generation X 1965-1976 Generation Y/Milleninials 1977-1995
  6. 6. Source: http://larsegeland.files.wordpress.com/2009/06/born-digital-native.jpg?w=300&h=275 No, you weren’t downloaded. You were born.
  7. 7. “ To this generation, the Internet is like the fridge. They don’t belabor the nuts and bolts of its operation; it’s just part of life.” Don Tabscott, “grown up digital”
  8. 8. Matures/Traditionalists <ul><li>Formative events: </li></ul><ul><li>Great Depression </li></ul><ul><li>Pearl Harbor </li></ul><ul><li>World War II </li></ul>
  9. 9. Matures/Traditionalists <ul><li>Characteristics: </li></ul><ul><li>Dedication and Sacrifice </li></ul><ul><li>“ We ” First </li></ul><ul><li>Conforming, Blending , Unity </li></ul><ul><li>Command & control </li></ul><ul><li>Age = Seniority </li></ul>
  10. 10. Matures/Traditionalists <ul><li>Leadership Style: </li></ul><ul><li>Direct, command & control </li></ul><ul><li>Interaction: </li></ul><ul><li>Individualist </li></ul>
  11. 11. Matures/Traditionalists <ul><li>Other: </li></ul><ul><li>Experience is respected </li></ul><ul><li>Education for many was a dream </li></ul><ul><li>Save and pay with cash </li></ul><ul><li>Family is traditional </li></ul>
  12. 12. Baby Boomers <ul><li>Formative events: </li></ul><ul><li>Civil Rights </li></ul><ul><li>Cold War </li></ul><ul><li>Woodstock </li></ul>
  13. 13. Baby Boomers <ul><li>Characteristics: </li></ul><ul><li>The harder I work, the more I’m worth </li></ul><ul><li>Success is visible </li></ul><ul><li>Defined by their job </li></ul>
  14. 14. Baby Boomers <ul><li>Leadership Style: </li></ul><ul><li>Consensual </li></ul><ul><li>Interaction: </li></ul><ul><li>Team player </li></ul><ul><li>Love to hate meetings </li></ul>
  15. 15. Baby Boomers <ul><li>Other: </li></ul><ul><li>Want to feel valued and needed </li></ul><ul><li>Education is a birthright </li></ul><ul><li>Family begins disintegration </li></ul><ul><li>Buy now, pay later </li></ul>
  16. 16. Generation X <ul><li>Formative events: </li></ul><ul><li>Watergate </li></ul><ul><li>Vietnam War </li></ul><ul><li>PC Boom </li></ul>
  17. 17. Generation X <ul><li>Characteristics: </li></ul><ul><li>Cynical and pessimistic - “Prove it to me” </li></ul><ul><li>Suspicious of boomer values </li></ul><ul><li>Raised as their parents friends </li></ul><ul><li>Latchkey kids </li></ul><ul><li>Carpe Diem – seize the day/live for today </li></ul>
  18. 18. Generation X <ul><li>Leadership Style: </li></ul><ul><li>Everyone is the same </li></ul><ul><li>Challenge others </li></ul><ul><li>Interaction: </li></ul><ul><li>Entrepreneur </li></ul>
  19. 19. Generation X <ul><li>Other: </li></ul><ul><li>Freedom is best reward </li></ul><ul><li>Money cautious…save, save, save </li></ul><ul><li>Education is the way to get there </li></ul>
  20. 20. Generation Y/Millenials <ul><li>Formative events: </li></ul><ul><li>Internet </li></ul><ul><li>Mobile Technology </li></ul><ul><li>September 11th </li></ul>
  21. 21. Generation Y/Millenials <ul><li>Characteristics: </li></ul><ul><li>Individualistic yet group oriented </li></ul><ul><li>Work style: work to deadlines & goals , not schedules </li></ul><ul><li>Fond relationship with grandparents and parents </li></ul><ul><li>Ambitious yet appear aimless </li></ul>
  22. 22. Generation Y/Millenials <ul><li>Leadership Style: </li></ul><ul><li>TBD </li></ul><ul><li>Interaction: </li></ul><ul><li>Participative </li></ul>
  23. 23. Generation Y/Millenials <ul><li>Other: </li></ul><ul><li>Meaningful work </li></ul><ul><li>Merged families </li></ul><ul><li>Earn money to spend it </li></ul>
  24. 24. <ul><li>“ The Net Generation is in many ways the antithesis of the TV generation. This shift from one-way broadcast media to interactive media has had a profound effect on the Net Gen.” </li></ul><ul><li>Don Tapscott, “grown up digital” </li></ul>
  25. 25. <ul><li>“ It’s not necessarily a clash between Net Geners and boomers as human beings. It’s a clash between two ideas of how work should work.” </li></ul><ul><li>Don Tapscott, “grown up digital” </li></ul>
  26. 26. Commonalities <ul><li>Respect </li></ul><ul><li>Trust from and for supervisor </li></ul><ul><li>Balance autonomy and support </li></ul><ul><li>Clear communication </li></ul><ul><li>Timely and specific feedback </li></ul>
  27. 27. Communication <ul><li>Which generation? </li></ul><ul><ul><li>Treat as an equal </li></ul></ul><ul><ul><li>Ask questions </li></ul></ul><ul><ul><li>Look for agreement opportunities </li></ul></ul><ul><li>Baby </li></ul><ul><li>Boomers </li></ul>
  28. 28. Communication <ul><li>Which generation? </li></ul><ul><ul><li>Be candid; avoid jargon, etc </li></ul></ul><ul><ul><li>Make asking questions easy </li></ul></ul><ul><li>Gen X </li></ul>
  29. 29. Communication <ul><li>Which generation? </li></ul><ul><ul><li>Use good grammar </li></ul></ul><ul><ul><li>Give background - expectations, policies, who’s who </li></ul></ul><ul><li>Matures/ </li></ul><ul><li>Traditionalists </li></ul>
  30. 30. Communication <ul><li>Which generation? </li></ul><ul><ul><li>Positive </li></ul></ul><ul><ul><li>Respectful & goal focused </li></ul></ul><ul><ul><li>Electronic </li></ul></ul><ul><li>Gen Y </li></ul>
  31. 31. Feedback <ul><li>“ No news is good news” </li></ul><ul><li>Matures/ </li></ul><ul><li>Traditionalists </li></ul>
  32. 32. Feedback <ul><li>“ Sorry to interrupt, </li></ul><ul><li>but how am I doing?” </li></ul><ul><li>Gen X </li></ul>
  33. 33. Feedback <ul><li>“ Feedback whenever I want at the push of a button” </li></ul><ul><li>Gen Y </li></ul>
  34. 34. Feedback <ul><li>“ Feedback once a year and lots of documentation” </li></ul><ul><li>Baby Boomers </li></ul>
  35. 35. Activity <ul><li>Form a small group with 3-4 people sitting around you. </li></ul><ul><li>Choose one of the following scenarios and talk about how each generation might respond. </li></ul><ul><li>If time permits, discuss the other scenario. </li></ul>
  36. 36. Scenarios <ul><li>Scenario 1 </li></ul><ul><li>There is a change in the dress code at work. How do the different generations find out more about it and how might they respond to it. </li></ul><ul><li>Scenario 2 </li></ul><ul><li>A project team has just completed a project on time, on budget, and received high client satisfaction ratings. How might team members from each generation respond to the success and how might they want to be recognized for the achievement. </li></ul>
  37. 37. Making it Work <ul><li>Focus on commonalities </li></ul><ul><li>Respect the differences </li></ul>
  38. 38. “ Each one of us is, in some way, an authority in some domains and a student in other domains. We must be prepared to learn major things from our subordinates and vice versa.” John Seely Brown
  39. 39. Acknowledgements & Resources <ul><li>“ grown up digital” </li></ul><ul><ul><li>By Don Tapscott </li></ul></ul><ul><li>Jason Ryan Dorsey </li></ul><ul><ul><li>“ The Gen Y Guy” , www.jasondorsey.com </li></ul></ul><ul><li>Dr. Tracy Russo </li></ul><ul><ul><li>University of Kansas, Ph.D., Communication Studies, KU </li></ul></ul><ul><li>Sally Koppy </li></ul><ul><ul><li>Training & Development Specialist, Institutional Culture, KC University of Medicine and Biosciences </li></ul></ul><ul><li>Misc. twitter followers </li></ul><ul><ul><li>Karen, Lori, ALA Learning </li></ul></ul>
  40. 40. Additional Course <ul><li>If you manager or supervise others, plan to attend “Managing Generations at Work” </li></ul><ul><ul><li>Apr 22 (WHQ, Auditorium) </li></ul></ul><ul><ul><li>Jul 13 (WHQ, Auditorium) </li></ul></ul>
  41. 41. Use it or Lose it
  42. 42. Discuss!

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