This document discusses generational differences in the workplace. It identifies four generations currently in the workforce: Traditionalists, Baby Boomers, Generation X, and Millennials. Each generation is defined by key historical events that shaped their worldviews and personalities. The document outlines the defining attributes and workplace preferences of each generation to illustrate how they differ and may perceive each other. Bridging these generational divides is important for organizations to attract, retain, and manage all age groups effectively.

1. Bridging the Generation GapBridging the Generation Gap
in the Workplacein the Workplace
Presented by:
Michelle Crandall
Director of Administrative Services for the City of Dublin
Email: mcrandall@dublin.oh.us
Sharon Zimmers, Ph.D
Director of Ohio North Central Association Commission on School
Improvement and Accreditation
Email: sharon.zimmers@ode.state.oh.us

2. What Generations Exist inWhat Generations Exist in
the Workplacethe Workplace
 TraditionalistsTraditionalists
– Born between 1927 - 1945Born between 1927 - 1945
 BoomersBoomers
– Born between 1946 - 1964Born between 1946 - 1964
Gen XersGen Xers
– Born between 1965 - 1981Born between 1965 - 1981
MillennialsMillennials
– Born between 1982 – Present (?)Born between 1982 – Present (?)

3. What Generations Exist inWhat Generations Exist in
the Workplacethe Workplace
 Traditionalists 46.5 MillionTraditionalists 46.5 Million
 Boomers 79.9 MillionBoomers 79.9 Million
 Gen XersGen Xers 58.5 Million58.5 Million
 Millennials 80.0 Million (?)Millennials 80.0 Million (?)

4. What Defines a Generation?What Defines a Generation?
““The events and conditions each of usThe events and conditions each of us
experiences during our formative yearsexperiences during our formative years
determines who we are and how we seedetermines who we are and how we see
the world.the world.
As a result of these events and conditions,As a result of these events and conditions,
each generation has adopted its owneach generation has adopted its own
“generational personality.”“generational personality.”
- Lynne Lancaster and David Stillman- Lynne Lancaster and David Stillman
When Generations CollideWhen Generations Collide

5. What this Means in OurWhat this Means in Our
Workplace?Workplace?
Each generation brings its own set ofEach generation brings its own set of
beliefs, values, culture, perspectives,beliefs, values, culture, perspectives,
likes, dislikes and skills/traits to thelikes, dislikes and skills/traits to the
workplaceworkplace

6. Why Should We Care?Why Should We Care?
 We know these differences impact ourWe know these differences impact our
employees and the effectiveness andemployees and the effectiveness and
productivity of our businessesproductivity of our businesses
A great labor shortage is beginning toA great labor shortage is beginning to
occur…occur…
– We need to be able to attract and retain theWe need to be able to attract and retain the
best and brightest ofbest and brightest of all four generationsall four generations
in order to remain competitive.in order to remain competitive.

7. Workplace ReadinessWorkplace Readiness
 Sixty percent of the federalSixty percent of the federal
government’s workforce is eligible forgovernment’s workforce is eligible for
retirement in the next 10 years.retirement in the next 10 years.
 Ninety percent of them are seniorNinety percent of them are senior
executives.executives.
Source: U.S. Office of Personnel ManagementSource: U.S. Office of Personnel Management

8. ExerciseExercise
 TraditionalistsTraditionalists
 Baby BoomersBaby Boomers
 Gen XersGen Xers
 MillennialsMillennials
Issues that defined each generationIssues that defined each generation

9. TraditionalistsTraditionalists
Born Between 1927 - 1945Born Between 1927 - 1945
““The difficult we do at once; the impossibleThe difficult we do at once; the impossible
takes a bit longer.”takes a bit longer.”
-Motto of the Seabees-Motto of the Seabees

10. TraditionalistsTraditionalists
Events that Define ThemEvents that Define Them
 Stock Market CrashStock Market Crash
 Great DepressionGreat Depression
 FDR and the New DealFDR and the New Deal
 The Dust BowlThe Dust Bowl
 Pearl Harbor – enter WWIIPearl Harbor – enter WWII
 D-day in NormandyD-day in Normandy
 Korean WarKorean War

11. TraditionalistsTraditionalists
What They Are Rebelling AgainstWhat They Are Rebelling Against
 Economic and national condition ofEconomic and national condition of
the country –responsible forthe country –responsible for
respondingresponding
 Generation battle cry of:Generation battle cry of:
– ““Bear any burden, pay any price” …andBear any burden, pay any price” …and
“do it big”“do it big”
– Re-build the U.S. back into a greatRe-build the U.S. back into a great
countrycountry

12. TraditionalistsTraditionalists
Their Preferred Work CultureTheir Preferred Work Culture
 Command and Control LeadershipCommand and Control Leadership
 Clear DirectionClear Direction
 Clear Roles and ResponsibilitiesClear Roles and Responsibilities
 Security and StabilitySecurity and Stability
 Like TeamsLike Teams
 Work Ethic/Work Focused – “Work isWork Ethic/Work Focused – “Work is
not equal to fun.”not equal to fun.”

13. TraditionalistsTraditionalists
What Other Generations Say AboutWhat Other Generations Say About
ThemThem
 Boomers say they are:Boomers say they are:
– Rigid and resistant to changeRigid and resistant to change
– Technologically challengedTechnologically challenged
– Narrow in their viewNarrow in their view
– DictatorialDictatorial

14. TraditionalistsTraditionalists
What Other Generations Say AboutWhat Other Generations Say About
ThemThem
 Gen Xers say they are:Gen Xers say they are:
– Set in their waysSet in their ways
– Need to learn how to use e-mailNeed to learn how to use e-mail
– The ones with all the moneyThe ones with all the money

15. TraditionalistsTraditionalists
What Other Generations Say AboutWhat Other Generations Say About
ThemThem
 Millennials say they are:Millennials say they are:
– TrustworthyTrustworthy
– Good LeadersGood Leaders
– BraveBrave

16. Baby BoomersBaby Boomers
Born Between 1946 and 1964Born Between 1946 and 1964
Those born during or after World War IIThose born during or after World War II
and raised in the era of extremeand raised in the era of extreme
optimism, opportunity, and progressoptimism, opportunity, and progress

17. Baby BoomersBaby Boomers
Events that Define ThemEvents that Define Them
 TelevisionTelevision
 Civil Rights MovementCivil Rights Movement
 ProsperityProsperity
 Family PlanningFamily Planning
 JFK, MLK and RFK assassinatedJFK, MLK and RFK assassinated
 WoodstockWoodstock
 Vietnam WarVietnam War
 Kent StateKent State
 Rock and RollRock and Roll

18. Baby BoomersBaby Boomers
What are they rebelling against?What are they rebelling against?
 Established social norms of theEstablished social norms of the
TraditionalistTraditionalist
 Effective due to large numberEffective due to large number

19. Baby BoomersBaby Boomers
Core ValuesCore Values
 OptimismOptimism
 Team orientationTeam orientation
 Personal gratificationPersonal gratification
 Health and wellnessHealth and wellness
 Personal growthPersonal growth
 YouthYouth
 WorkWork
 InvolvementInvolvement

20. Baby BoomersBaby Boomers
Their Preferred Work CultureTheir Preferred Work Culture
 Like opportunity and securityLike opportunity and security
 Most like work environments that areMost like work environments that are
democraticdemocratic
 Advocate teams and team building,Advocate teams and team building,
consensus and participativeconsensus and participative
managementmanagement
 Want to prove themselves so they areWant to prove themselves so they are
good at delivering servicegood at delivering service

21. Baby BoomersBaby Boomers
What Other Generations Say AboutWhat Other Generations Say About
ThemThem
 Traditionalists say…Traditionalists say…
““They are self-absorbed”They are self-absorbed”
““They talk about things they ought toThey talk about things they ought to
keep private…like intimate details ofkeep private…like intimate details of
their personal lives”their personal lives”
Generations At WorkGenerations At Work, Zemke, Raines, Filipczak, Zemke, Raines, Filipczak

22. Baby BoomersBaby Boomers
What Other Generations Say AboutWhat Other Generations Say About
ThemThem
 Gen Xers say…Gen Xers say…
““They are self-righteous.”They are self-righteous.”
““They are workaholics.”They are workaholics.”
““They do a great job of talking theThey do a great job of talking the
talk, but they don’t walk the walk.”talk, but they don’t walk the walk.”
Generations At WorkGenerations At Work, Zemke, Raines, Filipczak, Zemke, Raines, Filipczak

23. Baby BoomersBaby Boomers
What Other Generations Say AboutWhat Other Generations Say About
ThemThem
 Millennials say…Millennials say…
““They’re cool. They are up to dateThey’re cool. They are up to date
on the music we like.”on the music we like.”
““They work too much.”They work too much.”
Generations At WorkGenerations At Work, Zemke, Raines, Filipczak, Zemke, Raines, Filipczak

24. Gen XersGen Xers
Born Between 1965 - 1981Born Between 1965 - 1981
A generation born in the shadows of theA generation born in the shadows of the
BoomersBoomers

25. Gen XersGen Xers
““It’s no wonder Xers are angst-ridden andIt’s no wonder Xers are angst-ridden and
rudderless. They feel America’s greatness hasrudderless. They feel America’s greatness has
passed. They got to the cocktail party twentypassed. They got to the cocktail party twenty
minutes too late, and all that’s left are thoseminutes too late, and all that’s left are those
little wieners and a half-empty bottle of Zima.”little wieners and a half-empty bottle of Zima.”
Dennis MillerDennis Miller
RANTSRANTS

26. Gen XersGen Xers
Events that Define ThemEvents that Define Them
 Nixon ResignsNixon Resigns
 Energy CrisisEnergy Crisis
 Divorce Rate + 2 Working ParentsDivorce Rate + 2 Working Parents
 Technology RevolutionTechnology Revolution
 Stock Market CrashStock Market Crash
 Corporate DownsizingCorporate Downsizing
 Fall of Berlin WallFall of Berlin Wall
 Challenger DisasterChallenger Disaster
 Operation Desert StormOperation Desert Storm
 Rodney King and L.A. RiotsRodney King and L.A. Riots

27. Gen XersGen Xers
What are they rebelling against?What are they rebelling against?
 Work/life imbalance of the BoomersWork/life imbalance of the Boomers

28. Gen XersGen Xers
Their Values and BeliefsTheir Values and Beliefs
 Self RelianceSelf Reliance
 Balance in LifeBalance in Life
 Technoliteracy is the answerTechnoliteracy is the answer
 Approach to authority is casualApproach to authority is casual
 Informality – less “corporate”Informality – less “corporate”
 Don’t care for politics in the workplaceDon’t care for politics in the workplace
 SkepticalSkeptical
 Have fun at workHave fun at work

29. Gen Xers
What Other Generations Say About
Them
 Traditionalists say:
– They don’t respect experience
– They don’t follow procedures
– They don’t know what hard work is

30. Gen Xers
What Other Generations Say About
Them
 Boomers say:
– They are slackers
– They are rude and lack social skills
– They are always doing things “their own
way”
– They spend too much time on the
Internet and e-mail
– They won’t wait their turn

31. Gen Xers
What Other Generations Say About
Them
 Millennials say:
Cheer up already!

32. MillennialsMillennials
(also known as Generation Y)(also known as Generation Y)
Born After 1981Born After 1981
A flip-flop wearing, I-pod toting, multi-A flip-flop wearing, I-pod toting, multi-
tasking generation that is optimistic andtasking generation that is optimistic and
ready to change the world and yourready to change the world and your
workplace!workplace!

33. MillennialsMillennials
Events that Define ThemEvents that Define Them
 Oklahoma City bombingOklahoma City bombing
 School violenceSchool violence
 TechnologyTechnology
 Busy, over planned livesBusy, over planned lives
 Clinton/LewinskyClinton/Lewinsky
 MulticulturalismMulticulturalism
 TV talk showsTV talk shows
 September 11thSeptember 11th

34. MillennialsMillennials
What are they rebelling against?What are they rebelling against?
 Complacency of the Gen XersComplacency of the Gen Xers
 They are ready to change the world…They are ready to change the world…
for the betterfor the better
 ……and they have the numbers to do itand they have the numbers to do it

35. MillennialsMillennials
Core ValuesCore Values
 Civic DutyCivic Duty
 Achievement – in all aspects of lifeAchievement – in all aspects of life
 DiversityDiversity
 ConfidenceConfidence
 OptimismOptimism
 Goal OrientedGoal Oriented

36. The Age of the “Helicopter Parent”The Age of the “Helicopter Parent”
 Hovers near at all times ready to swoop in andHovers near at all times ready to swoop in and
save the child from whatever peril may facesave the child from whatever peril may face
him/herhim/her
 Wants to contact professors, bosses and HR toWants to contact professors, bosses and HR to
correct grades, salaries and working conditionscorrect grades, salaries and working conditions

37. Millennials -Millennials - were bombarded with a unique
set of compelling messages growing up…
 Be smart—you are special
 Leave no one behind
 Connect 24/7
 Achieve now
 Serve your community (Fifty
percent of high school students reported
volunteering in their communities—On one
Roper Survey, Millennials were asked for the
major cause of problems in the US, they
answered--selfishness

38. MillennialsMillennials
Their Preferred Work CultureTheir Preferred Work Culture
 ““Millennials resemble theMillennials resemble the
Traditionalists in many ways—theyTraditionalists in many ways—they
believe in collective action, optimismbelieve in collective action, optimism
about the future, trust in centralizedabout the future, trust in centralized
authority, a willingness to get thingsauthority, a willingness to get things
done, and a heroic spirit in the face ofdone, and a heroic spirit in the face of
overwhelming odds.”overwhelming odds.”
 Generations At WorkGenerations At Work, Zemke, Raines, Filipczak, Zemke, Raines, Filipczak

39. MillennialsMillennials
Their Preferred Work CultureTheir Preferred Work Culture
 CollaborativeCollaborative
 Diverse and InclusiveDiverse and Inclusive
 Goal-orientedGoal-oriented
 SociableSociable
 Civic focused – a company that caresCivic focused – a company that cares
about social and/or environmentalabout social and/or environmental
issuesissues
 ChallengingChallenging
 Lots of opportunity to learn and growLots of opportunity to learn and grow

40. Cone Millennial Cause StudyCone Millennial Cause Study
(October 2006)(October 2006)
 83% will trust a company more if it is83% will trust a company more if it is
socially/environmentally responsiblesocially/environmentally responsible
 79% want to work for a company that79% want to work for a company that
cares about how it impacts and contributescares about how it impacts and contributes
to societyto society
 42% who volunteer weekly describe their42% who volunteer weekly describe their
“ideal” work environment as one that will“ideal” work environment as one that will
make the world a better place (outrankingmake the world a better place (outranking
all other factors, including high salary)all other factors, including high salary)

41. Workplace Expectations of theWorkplace Expectations of the
Millennial GenerationMillennial Generation
 74 percent of employers said these74 percent of employers said these
workers expect to be paid wellworkers expect to be paid well
 61 percent expect to have flexible61 percent expect to have flexible
work scheduleswork schedules
 50 percent expect to have more50 percent expect to have more
vacation or personal timevacation or personal time
 56 percent expect to be promoted56 percent expect to be promoted
within a yearwithin a year

42. Managing Millennials – What doManaging Millennials – What do
They Want From Managers?They Want From Managers?
 You be the leaderYou be the leader – grew up– grew up
structured and supervised and arestructured and supervised and are
looking for a role modellooking for a role model
 Challenge meChallenge me … or I’ll find someone… or I’ll find someone
else who willelse who will
 Let me work with my friendsLet me work with my friends
 Let’s have fun!Let’s have fun!
 Respect me and my ideasRespect me and my ideas
 Be flexibleBe flexible – I have many other parts– I have many other parts
to my life I need to fit into my life I need to fit in

43. MillennialsMillennials
What Other Generations Say AboutWhat Other Generations Say About
ThemThem
 Traditionalists say…Traditionalists say…
““They have good manners.”They have good manners.”
““They’re smart little critters.”They’re smart little critters.”
““They watch too much TV…withThey watch too much TV…with
crude language and violence.”crude language and violence.”
Generations At WorkGenerations At Work, Zemke, Raines, Filipczak, Zemke, Raines, Filipczak

44. MillennialsMillennials
What Other Generations Say AboutWhat Other Generations Say About
ThemThem
 BoomersBoomers say…say…
““They’re cute.They’re cute.
““They can set the time on the DVD/VCR.”They can set the time on the DVD/VCR.”
“They need to learn to entertain“They need to learn to entertain
themselves; they need too much attention.”themselves; they need too much attention.”
Generations At WorkGenerations At Work, Zemke, Raines, Filipczak, Zemke, Raines, Filipczak

45. MillennialsMillennials
What Other Generations Say AboutWhat Other Generations Say About
ThemThem
 Gen Xers say…Gen Xers say…
““Here we go again…another self-Here we go again…another self-
absorbed generation of spoiled brats.”absorbed generation of spoiled brats.”
““What do you mean, “What’s an album?”What do you mean, “What’s an album?”
Generations At WorkGenerations At Work, Zemke, Raines, Filipczak, Zemke, Raines, Filipczak

46. Managing the Generational MixManaging the Generational Mix
 As companies’ cultures evolve withAs companies’ cultures evolve with
each generation…each generation…
You have the unique challenge toYou have the unique challenge to
ensure that work teams become andensure that work teams become and
remain culturally and generationallyremain culturally and generationally
diverse because of the wealth ofdiverse because of the wealth of
information and experience thatinformation and experience that
individual team members can offer.individual team members can offer.

47. Managing the Generational MixManaging the Generational Mix
 Organizations that emerge as winnersOrganizations that emerge as winners
in the battle for talent will have theirin the battle for talent will have their
fingers on the pulse of the newestfingers on the pulse of the newest
generation. They’ll design specificgeneration. They’ll design specific
techniques fortechniques for recruitingrecruiting,, managingmanaging,,
motivatingmotivating, and, and retainingretaining them.them.

48. Attracting, Retaining andAttracting, Retaining and
Motivating Means…Motivating Means…
 Thinking differently to accommodateThinking differently to accommodate
differences in perspectives and workplacedifferences in perspectives and workplace
expectations.expectations.
 Flexibility in how we design andFlexibility in how we design and
implement recognition, feedback,implement recognition, feedback,
recruitment, orientation, benefits, teams…recruitment, orientation, benefits, teams…
and on and on.and on and on.
 ““One size fits all” won’t work if we wantOne size fits all” won’t work if we want
our companies to remain employers ofour companies to remain employers of
choice.choice.

49. To Sum It All UpTo Sum It All Up

50. To Sum It All UpTo Sum It All Up

51. ReferencesReferences
 Generations At WorkGenerations At Work, Zemke, Raines,, Zemke, Raines,
Filipczak, 2000Filipczak, 2000
 When Generations CollideWhen Generations Collide, Lancaster and, Lancaster and
Stillman, 2002Stillman, 2002
 Millennials RisingMillennials Rising, Howe, Strauss, 2000, Howe, Strauss, 2000
 Geezers, grungers, gen-Xers and geeks-aGeezers, grungers, gen-Xers and geeks-a
look at workplace generational conflictlook at workplace generational conflict,,
Tony Diromualdo, 8/14/06Tony Diromualdo, 8/14/06

52. ReferencesReferences
 The Fourth TurningThe Fourth Turning, Strauss and Howe,, Strauss and Howe,
19971997
 How Veterans, Baby boomers, GenerationHow Veterans, Baby boomers, Generation
Xers and Generation Nexters Can All GetXers and Generation Nexters Can All Get
Along in the WorkplaceAlong in the Workplace, Zemke, Raines,, Zemke, Raines,
Filipczak, 2006Filipczak, 2006

53. Communicating with Gen X and
Millennials (Gen Y)
TECHNOLOGY
 Gen X—keep it up to date and motivating.
Music at work, BlackBerrys, IM, and fast
technology
 Millennials—More comfortable with
technology than any other group—learn
from them

54. Communicating with Gen x and
Millennials (Gen Y)
COMPENSATION
Gen X—Be willing to negotiate. Gen X has the
experience to make them marketable. Consider
offering perks like a better title or a flexible work
schedule if you can’t budge on compensation
Millennials—Highlight the importance of building
their resume instead of their bank account. An
impressive work history can make all the
difference in a slumping economy

55. Communicating with gen X and
Millennials (Gen Y)
COLLABORATION
Gen X—Limit in-person meetings. Offer
alternatives like conference calls, video and,
Web conferencing when collaboration is truly
needed. For face to face meetings, stick to
small productive groups and skip long planning
sessions.
Millennials—they started online social networks.
Think about how you can leverage them in the
workplace to encourage team collaboration and
knowledge sharing.

56. Communicating with Gen X and
Millennials (Gen Y)
ATTIRE
GenX—Give them a heads up if they should dress
nicer for specific meeting or when customers are
visiting the office.
Millennials—They’re new to the job market and
might be oblivious to your company’s culture.
Let them know dressing better will help defeat
“slacker” misconceptions, build credibility with
execs, and help their career over the long haul—
especially in a weak economy.

57. Communicating with gen X and
Millennials (Gen Y)
SOCIALIZING
Gen X—Invite but don’t push them to participate.
They’re used to being overlooked by boomers
and tend to dislike corporate politics anyway.
Millennials—Appeal to their career goals.
Millennials are more likely to attend a networking
event that will expand their personal contacts.

58. Communicating with Gen X and
Millennials (Gen Y)
CORPORATE LOYALTY
Gen X—Limit bureaucracy. Provide access to
information and resources without burdening
them with corporate politics and excessive
meetings.
Millennials—Don’t discount them because of their
age. Despite the weakening economy,
Millennials tend to job-hop—especially if they
think they’re being judged on “seniority” instead
of “quality.”