Generational Diversity at Work

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An extended presentation on generational diversity at work (also called multi-generational work teams). The goals were to provide an understanding of the generations with special emphasis on their work paths and styles. The four generations include Civics (also called Traditionalists, The Greatest Generation), Baby Boomers, Generation X (Gen Xers) and Millennial (also called Gen Y, Generation Next).

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Generational Diversity at Work

  1. 1. 1generationsat work@cloudspark
  2. 2. who’s on ourand why does itmatter?team
  3. 3. a lensyou never knewyou hadimagine finallyseeingwho me?
  4. 4. 4what makes a generation
  5. 5. there are distincteven withinthe same groupdifferences
  6. 6. 6generations
  7. 7. 7> 4civicsboomersx-ersmillennials
  8. 8. 8howdifferentwe are*
  9. 9. 9civics
  10. 10. largest economyworld’sthe greatest generationis the68+traditionalmasters of theamerican dreamborn prior to 1945
  11. 11. world’sis the“the american dream”datingmarriagechildrentraditional family rolescivicslife path
  12. 12. 12high schooltrade school - or - military –or - collegebuild a career at a singleprofession or company; orbe at homeplancivicswork path
  13. 13. traditionalaffirmingrespectfulpatientstablecivicsat work
  14. 14. 14civics Boomers Gen X Millennialsoutlook practical Optimistic Skeptical Hopefulwork ethic dedicated Driven Balanced Determinedauthority respectful Love/hate Unimpressed Politelead by hierarchy Consensus CompetencePullingTogetherrelationshipspersonalsacrificePersonalGratificationReluctant toCommitInclusiveturnoffs vulgarityPoliticalIncorrectnessHype, cliché Waitingprovide stabilityPersonalChallengeFeedback Structure
  15. 15. 15motivateit’s your duty andresponsibility.it’s valuable to hearwhat has and hasn’tworked in the past.you’re making adifference fortomorrow’s generation.
  16. 16. 16boomers
  17. 17. largest economyworld’sthe rule breakers(who love the rules)is the49-6775 millionbroke with allforms of traditionnot monolithicborn 1946-1964
  18. 18. world’sis thedatinglive together (maybe)marriage (multiple)children (maybe)nontraditional rolessecond childhoodboomerslife path
  19. 19. 19attentiveboomerswork pathmiddle schoolhigh schoolcollege or trade schoolminimum co changessecond careers (or third)
  20. 20. identityboomersat workinclusivepermissivewant consensusrecognizedrewarded
  21. 21. 21world’sis thecoming of age - 70sironylbj, carter, reaganmore optimisticless prepared for retirementresidual 60s idealism mixedwith the pragmatism andmaterialism of the 80searly boomers late boomerscoming of age - 60’srebellionjfk, nixon, lbjoptimisticbenefited from ’99idealism
  22. 22. 22civics boomers Gen X Millennialsoutlook practical optimistic Skeptical Hopefulwork ethic dedicated driven Balanced Determinedauthority respectful love/hate Unimpressed Politelead by hierarchy consensus CompetencePullingTogetherrelationshipspersonalsacrificepersonalgratificationReluctant toCommitInclusiveturnoffs vulgaritypoliticalincorrectnessHype, cliché Waitingprovide stabilitypersonalchallengeFeedback Structure
  23. 23. 23motivateyou’re importantto our success.we need you.this will make youpopular and in demand.
  24. 24. 24xers
  25. 25. largest economyworld’sthe forgotten generationis the34-48~40 millionsmallestmost ignoredmost abusedmost misunderstoodborn 1965-1980
  26. 26. 26 in the ‘50s, young homeowners could make themonthly mortgage payment by using 14% of theirincome; today it takes nearly 40%. and today, folks 60+ will get back about $200 forevery $100 they put into social security; genx willlose more than $100 for every $450 theycontribute. first generation that will not do better (financially)than their parents.
  27. 27. world’sis thedatinglive together (maybe)marriage (later)children (later)nontraditional rolesxerslife path
  28. 28. 28junior highhigh schoolcollegemultiple jobsmultiple companiesmultiple career choicesmeansxerswork path
  29. 29. independenttech savvyindividual recognitionfeedbackno initial commitmentmeansxersat work
  30. 30. 30motivateDo it your way anddecide wherethings go.You’re going to be ableto see your impactquickly.We’re pretty flexible, thefocus is on the results.
  31. 31. 31civics boomers gen x Millennialsoutlook practical optimistic skeptical Hopefulwork ethic dedicated driven balanced Determinedauthority respectful love/hate unimpressed Politelead by hierarchy consensus competencePullingTogetherrelationshipspersonalsacrificepersonalgratificationreluctant tocommitInclusiveturnoffs vulgaritypoliticalincorrectnesshype/cliché Waitingprovide stabilitypersonalchallengeFeedback Structure
  32. 32. 32millennials
  33. 33. largest economyworld’straditional with a moderntwistis the13-33100 millionmost diversemost educatedmost medicatedand most cared forborn 1981-2000
  34. 34. 34 in 1993, 90% of fathers attended the births of theirchildren, versus only 10% in 1975 today’s kids cost their parents about twice as much asthey cost their own parents (adjusted for inflation)
  35. 35. 35
  36. 36. 36
  37. 37. world’sis thehanging outlive together (buy a house)childrenmarriagenontraditional rolesmillennialslife path
  38. 38. 38pre-khigh schoolcollegegrad schoolwork delaymultiple jobsmultiple companiesmultiple careersmoremillennialswork path
  39. 39. meaningfulgroup orientedaccess requireddigitally availablemattermillennialsat work
  40. 40. 40civics boomers gen x millennialsoutlook practical optimistic skeptical hopefulwork ethic dedicated driven balanced determinedauthority respectful love/hate unimpressed politelead by hierarchy consensus competencepullingtogetherrelationshipspersonalsacrificepersonalgratificationreluctant tocommitinclusiveturnoffs vulgaritypoliticalincorrectnesshype, cliché waitingprovide stabilitypersonalchallengefeedback structure
  41. 41. 41motivateyou’ll work withvery diverse,bright, highlymotivated peopleyou can be part of agroup making achange.your manager? think ofher as your mentor.
  42. 42. 42building your teams at work
  43. 43. 43build a profile
  44. 44. 44build it beyond the traditional
  45. 45. 45build it online and offline
  46. 46. 465 key team questions1. How do we set goals?2. How do we assign work?3. How do we hold each other accountable?4. How do we recognize/reward work done well?5. How do we handle setbacks and failures?
  47. 47. 47tell them why, not just how
  48. 48. 48communicateplanprocesscollaboratemeasurecorrectreward
  49. 49. 49encourage an active understanding
  50. 50. any questions?
  51. 51. 51*caveat.
  52. 52. 52sources pew american lifegallupciscous religious landscape surveygeneral survey servicesuniv of michigannih/nimh
  53. 53. 53thank you.
  54. 54. jenny-rebecca schmitt@cloudsparkjschmitt@cloudspark.com

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