This document discusses different generations in the workplace and their defining characteristics. It provides definitions of generations ranging from the Silent Generation to Generation Z. For each generation discussed (Baby Boomers, Generation X, Generation Y), it outlines key events that shaped that generation and their typical values and work styles. It also discusses survey results on generational differences in factors like valuing promotions and flexibility. The document concludes with tips for effectively managing an intergenerational workforce.

1. Manage the Mix
March 2015
Dot Proux, Partner

2. Ernst & Young’s Generations Research ProjectPage 2
► “A group of people who share similar historical and social
life experiences of which the effects are relatively stable
over their lifetime.”
► Rick Bottiglieri, CEO, Momentum Corporation Ltd
► Each generation has specific characteristics and values that
shape their social interaction and attitudes towards life.
Generations: A Definition

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When were you born?
► Prior to 1945: Silent or Radio Generation
► 1945 to 1964: Baby Boomers
► 1965 to 1980: Generation X
► 1981 to 1994: Generation Y
► After 1995: iGeneration, Generation Next, or Z

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Baby Boomers (Born 1945 to 1964)
► Shaped by:
► Civil Rights Movement
► Space race
► Vietnam
► Watergate
► Cold War
► Large class sizes
► Self and career are staunchly connected
► Invented the 60 hour work week
► Competitive, materialistic, loyal
► Message they heard: “You can make the world a better place.”

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Generation Y (Born 1981 or later)
► Shaped by:
► Terrorism
► Heroism
► Patriotism
► Dot-com boom and fall
► “Wired World”
► Crave freedom and fun – do not want to sacrifice
► Work to live, not live to work – compartmentalize work
► Do not feel the need to “pay dues;” want instant gratification
► Positive, optimistic, close to parents
► Message they heard: “You are unique, super, and talented! You can do
anything you want!”

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Generational Quiz #1
Which generation was most likely to rank promotions first as
a factor in their retention and engagement level?

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Generational Quiz #1
Answer
Which generation was most likely to rank promotions first as
a factor in their retention and engagement level?
Generation Y respondents were significantly more likely to
rank promotions first (13%) over Generation X (5%) and
Baby Boomers (4%), who may already have achieved these
career milestones.
Across all generations, women and men nearly equally
valued promotions, with Generation Y women (16%) valuing
them the most, followed by Generation Y men (10%).

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Generation X (Born 1965 to 1980)
► Shaped by:
► Fall of Berlin Wall
► Rise of AIDS
► Development of World Wide Web
► O.J. Simpson trial
► Divorce
► Financial insecurity
► Less likely to define themselves by their careers
► Likely to change jobs; loyalty not a big value
► Realistic, cynical, addicted to change
► Emphasis on family and need for freedom
► Message they heard: “You’ll never do as well economically as your
parents did.”

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EY Generations Survey
► Late June 2013, online survey of 1,215 U.S. based
professionals outside of EY
► Participants
► At least 200 managers and 200 non-managers
► Three generations (34% BB, 33% X, 33% Y)
► 48% men, 52% women
► 98% full-time workers
► 95% had at least some level of higher education
► 57% had household income in excess of US$75,000
► Survey fielded by ORC International and designed by
FleishmanHillard Research in collaboration with EY

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EY Generations Survey
Generation X Observations
► When it comes to positive perceptions of management skills and
characteristics of each generation, Generation X leads the pack.
► Members and managers in this generation were perceived favorably on
nearly every characteristic in the survey.
► Generation X was perceived as the generation best equipped to
manage in current economic conditions and in 2020.
► Generation X was least likely to be considered difficult to work with
► Generation X achieved the top scores in being considered a positive
part of the organization, team player, and nurturing of subordinates

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Generational Quiz #2
Who was most likely to leave, saying they would “walk
away,” from a job if day–to-day flexibility was not offered?
a.Baby Boomer men
b.Baby Boomer women
c.Generation X men
d.Generation X women
e.Generation Y men
f.Generation Y women

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Generational Quiz #2
Answer
Who was most likely to leave, saying they would “walk
away,” from a job if day–to-day flexibility was not offered?
a. Baby Boomer men
b. Baby Boomer women
c. Generation X men (40%)
d. Generation X women (37%)
e. Generation Y men (36%)
f. Generation Y women (30%)

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Generational Quiz #3
Generation X scored the highest marks for being “best” at
collaboration and adaptability. Which generation came in
second at being collaborative and adaptable – Gen Y or
Baby boomers?

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Generational Quiz #3
Answer
Generation X scored the highest marks for being “best” at
collaboration and adaptability. Which generation came in
second at being collaborative and adaptable – Gen Y or
Baby boomers?
Generation Y scored higher than Boomers for being “best” at
collaboration (27% vs. 20%) and adaptability (41% vs. 10%).

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A Clear Communication?
Via Text Message
► Manager: Hi Chris, did you use the contract template that’s in the
database, or just update the 2007 contract?
► Staff: I compared it directly to the one in the database
► Manager: I just noticed 2 items that are not in the contract you
prepared.
► Staff: I don’t know what that means?
► Manager: Please stop by.
► Staff: I am working on a return – which is more important
► Manager: What do you mean?
► Staff: I am sorry this is my first time having to jiggle work
► Manager: I only need a few minutes of your time.
► Staff: Ok can I stop by in about twenty minutes or does that not work
► Manager: Ok. That’s fine. Stop by when you are at a good stopping
point.
► Staff: Thank you I will

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Working inter-generationally
Leading practices
► Acknowledge expertise
► Provide roles for Baby Boomers that allow their expertise and
experience to influence results
► Provide opportunities for Gen Y to influence the process,
especially as it relates to technological advances
► Know your team members
► Learn about your team members’ generation, culture, etc.
► Globesmart, books and articles, the internet
► Develop individual relationships with team members
► Flex your style
► Especially when it comes to communication
► Recognize that you receive in measure with what you
contribute
► Entitlement is an ugly color on all of us, regardless of generation.

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Working inter-generationally
Leading practices
► Watch out for the cascading message trap
► Where possible, communicate directly with subordinates to avoid
cultural, gender, and generational filters that distort your intended
message
► Ask more questions
► “Do you text message?”
► Acknowledge differences and embrace them
► Set communication, work style, and flexibility protocols on your
team
► What venue(s) do we use for communication?
► What are our team’s norms for expected response times?
► Where will we work? How long will we work?
► What are our team member’s individual needs for flexibility?

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Sneak peek into Generation Z
► Shaped by:
► Complete immersion in mobile technology and instant access to
information
► The great recession
► Financial industry scandals and crash
► Loss of jobs and homes in immediate and extended family
► Fiscally conservative – reluctant to incur debt
► They will rent
► They recycle, share, trade and barter
► Normal – not exceptional – users of technology
► They don’t schedule
► They improvise
► They compromise
-- Tamara J. Erickson article “Prepare for the Re-Generation,” Diversity Executive Magazine May/June 2013