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Generational Differences

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Overview of the impact of generational differences on the workplace

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Generational Differences

  1. 1. Understanding Generational Differences in the Workplace <ul><li> </li></ul>
  2. 2. Too Many Jobs, Too Few Workers <ul><li>Within just 3 years… </li></ul><ul><ul><li>there will be a shortage of 10M workers </li></ul></ul><ul><ul><li># of people in the labor force age 55+ will increase by 35% </li></ul></ul><ul><ul><li># of people 35 – 45 will shrink by 15% </li></ul></ul>
  3. 3. A Quiet Crisis <ul><li>Business is facing a serious replacement gap </li></ul>
  4. 4. Today’s Workforce <ul><li>Comprised of employees from four, distinct generations </li></ul><ul><li>Each generation has unique views of careers, management, learning and success </li></ul><ul><li>Growing levels of generational tension </li></ul>
  5. 5. AGE MATTERS <ul><li>“ Never before has there been a workforce and workplace so diverse in so many ways. The mix is stunning … there is a growing realization that the gulf of misunder-standing between older not so old, and younger employees in the workplace is growing and problematic.” </li></ul><ul><li>-- Zemke & Filipczak </li></ul>
  6. 6. <ul><li>Are you “trapped” by your generational group? </li></ul>
  7. 7. What makes us who we are? <ul><li>Personality </li></ul><ul><li>Upbringing </li></ul><ul><li>Culture / Ethnicity </li></ul><ul><li>Gender </li></ul><ul><li>Values / Attitudes </li></ul><ul><li>Education </li></ul><ul><li>Experience </li></ul><ul><li>Socio-economic group </li></ul><ul><li>Generational group </li></ul><ul><li>Others? </li></ul>
  8. 8. Importance of defining events <ul><li>Each generation shares what was in the air around them – news events, music, national catastrophes, heroes, and heroic efforts . </li></ul>
  9. 9. Generations <ul><li>Description Birth year </li></ul><ul><li>Traditionalist 1926–1945 </li></ul><ul><li>Boomers 1946–1964 </li></ul><ul><li>Gen X 1965–1979 </li></ul><ul><li>Milennials (or Gen Y) 1980–1995 </li></ul>
  10. 10. Traditionalists now about 15% of the workforce <ul><li>Prefer consistency and uniformity </li></ul><ul><li>Conformers </li></ul><ul><li>Logical </li></ul><ul><li>Disciplined </li></ul><ul><li>Past-oriented & History Absorbed </li></ul><ul><li>Spend Conservatively </li></ul><ul><li>Strong Work Ethic </li></ul><ul><li>Respect Authority </li></ul><ul><li>Prefer more indirect paths of communication </li></ul>
  11. 11. Baby Boomers about 35% of the workforce <ul><li>Tend to be Optimistic </li></ul><ul><li>Competitive / value education </li></ul><ul><li>Like teamwork, but may want to be the leader most of the time </li></ul><ul><li>Spend More & Save Less </li></ul><ul><li>Status conscious </li></ul><ul><li>Efficient, driven, work long hours (and expect others to do the same!) </li></ul><ul><li>Prefer using the phone to other communication channels </li></ul>
  12. 12. Generation X about 25% of the workforce <ul><li>Work to Live (not live to work); work/life balance very important to them </li></ul><ul><li>Flexible, resilient, adaptable </li></ul><ul><li>Independent, self-reliant, resourceful </li></ul><ul><li>Informal / pragmatic </li></ul><ul><li>Skeptical / Survivor Mentality </li></ul><ul><li>Communication is Direct and they like feedback </li></ul><ul><li>May be slow to make a commitment </li></ul>
  13. 13. Millennials, or Gen Y <ul><li>Flexible workplace </li></ul><ul><li>Rapid-fire communication </li></ul><ul><li>High tech options </li></ul><ul><li>Environmentally conscious </li></ul><ul><li>Expect ethical corporate behavior and transparency </li></ul><ul><li>May lack some critical thinking skills </li></ul><ul><li>Confident and innovative </li></ul><ul><li>Diversity is a way of life </li></ul><ul><li>Crave recognition and praise </li></ul>
  14. 14. Retention <ul><li>“ It’s not the money that persuades generations of employees to stay: It’s creating the right mix of financial, personal, and cultural factors that produce a sense of fit, loyalty, and opportunity.” </li></ul><ul><li>Lancaster & Stillman, 2002 </li></ul>
  15. 15. How to Reach the Younger Generations? <ul><li>Top 5 desired job attributes by college seniors: </li></ul><ul><li>Chance to help people: 67% </li></ul><ul><li>Benefits: 63% </li></ul><ul><li>Challenging work: 63% </li></ul><ul><li>Learn new skills: 63% </li></ul><ul><li>Job security: 60% </li></ul>
  16. 16. A Legacy Issue <ul><li>Talent development is a primary role for business managers </li></ul>

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