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Engaging four generations infographic Options With learning Ltd

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Options With Learning Ltd
Options With Learning Ltd

When working with multigenerational groups, it can be helpful to be aware of the cultural backgrounds, goals, life influencers and behaviours. This infographic helps to summarise the differences between Traditionalists (the Silent Generation), Baby Boomers, Generation X and Generation Y (Millenials, Echo Boomers, Net Gen, Generation Why, Entitlement Generation) Our goal is understand the strengths and differences of each generational groups to build successful organisations. Of course, generalisations about generations are just that. Age defines a demographic, not a person. Ultimately, we need to get to know indviduals, not just make assumptions.

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For the first time in history we have four generations working together generations Each generation has distinct attitudes, behaviours, expectations, habits and motivational buttons . Remember that generalizations about generations are just that. Age defines a demographic, not a person. ! Traditionalists Baby Boomers 1922-1943 1944-1964 Pay cash Buy now, pay later A dream Generation X Generation Y 1965-1977 1978-1995 Save, save, save Earn to spend A birth right A way to get there An incredible expense Traditional/nuclear Disintegrating Latch-key kids Merged families Discipline, conformity Optimism, involvement Sceptical, fun, informality Realism, confidence, extreme fun, social Formal Business casual (high end) Business casual (low end) Whatever feels comfortable An obligation An exciting adventure Work is… A difficult challenge A contract Dedicated Driven Work Ethic Balanced Determined Ne’er the twain shall meet No balance. Work to live Work/Life Balance Balance Something’s wrong Caution Change Potential opportunity Improvement Respectful Love/Hate Authority Unimpressed Equals What is my next career move? I’ve been here 12 months and haven’t been promoted yet. £ Values My dedication & service have been rewarded It’s about time, I’ve paid my dues Progression I’ve delivered the results, why can’t I be promoted yet? Carries a stigma. Stay for life Puts you behind. Stay if moving up. Job changing Is necessary. Follow your heart. The ultimate multi taskers Slow & steady. Stability Ladder. Upward mobility Career path Lattice. Plateaus are fine Checkerboard Prove yourself with loyalty. Pay dues. Prove yourself with long hours. Pay dues. Career pace I want to know all my options now. May switch frequently and fast Formal In person Style Direct Email, voicemail Send me a memo Call me anytime When Call me only at work Leave a message Individual Team player Loves meetings Interactive style Entrepreneur Participative Great depression Suburbia Sesame Street Natural disasters Roaring 20s Feminism Divorce Diversity WWI & WWII Civil Rights movement Computer games Violence & Gangs Korean War Drugs, sex & rock’n’roll Boom & bust Coddled by Parents I want to get involved because I have great ideas for how we can improve the situation Role Models It is my duty to build a legacy for following generations By being involved, we will shape society for the better Attitude Not sure why I should bother to get involved. Create your legacy. Mentor younger volunteers Raise your profile. Impact strategy & direction Recruit Gain transferrable skills. Achievements Use creativity & provide input Your experience is respected You are valued You are needed Motivate Do it your way Forget the rules You’ll work with other bright, creative people Not necessary Does not handle negative feedback well Mentoring Not necessary to receive feedback Constant feedback needed If no one is yelling, good Once a year, documented Performance Reviews Sorry to interrupt, how am I doing? What do you mean I’m not outstanding? Money Give me more… Time Classroom extended through critical reflection Learning style Self-Directed or Selfpaced. E-learning. Structured lectures  Essentials Traditional classroom. Coaching £  Recognise  Sources 1. 2. 3. 4. 5. 6. 7. 8. 9. Generating Effective Teamwork Across the Generations. Hall, T. Duke University Mixing and Managing Four Generations of Employees Hammil, G. FDU Magazine (2005) Gen Y and Baby Boomers are not so Dissimilar. Shaikh, P. (2009) Gen Y, Gen X and The Baby Boomers: Workplace Generation Wars. Gelston, S. (2008) When Generations Collide. Lancaster, L.C. and Stillman, D. (2002) Motivating the “What’s in it For Me?” Generation Workforce. Marston, C. (2007) The Fourth Turning: An American Philosophy. Strauss, W. and Howe, N. (1997). Appreciating a Multigenerational Workforce. Michael C Fina/Sarah White Associates Generations at Work: Managing the Clash of Veterans, Boomers, Xers, and Nexters in Your Workplace. Zemke, Raines, and Filipezak (2000)  Affirmation  Informal, incidental learning. Sort attention span.

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Engaging four generations infographic Options With learning Ltd

  • 1. For the first time in history we have four generations working together generations Each generation has distinct attitudes, behaviours, expectations, habits and motivational buttons . Remember that generalizations about generations are just that. Age defines a demographic, not a person. ! Traditionalists Baby Boomers 1922-1943 1944-1964 Pay cash Buy now, pay later A dream Generation X Generation Y 1965-1977 1978-1995 Save, save, save Earn to spend A birth right A way to get there An incredible expense Traditional/nuclear Disintegrating Latch-key kids Merged families Discipline, conformity Optimism, involvement Sceptical, fun, informality Realism, confidence, extreme fun, social Formal Business casual (high end) Business casual (low end) Whatever feels comfortable An obligation An exciting adventure Work is… A difficult challenge A contract Dedicated Driven Work Ethic Balanced Determined Ne’er the twain shall meet No balance. Work to live Work/Life Balance Balance Something’s wrong Caution Change Potential opportunity Improvement Respectful Love/Hate Authority Unimpressed Equals What is my next career move? I’ve been here 12 months and haven’t been promoted yet. £ Values My dedication & service have been rewarded It’s about time, I’ve paid my dues Progression I’ve delivered the results, why can’t I be promoted yet? Carries a stigma. Stay for life Puts you behind. Stay if moving up. Job changing Is necessary. Follow your heart. The ultimate multi taskers Slow & steady. Stability Ladder. Upward mobility Career path Lattice. Plateaus are fine Checkerboard Prove yourself with loyalty. Pay dues. Prove yourself with long hours. Pay dues. Career pace I want to know all my options now. May switch frequently and fast Formal In person Style Direct Email, voicemail Send me a memo Call me anytime When Call me only at work Leave a message Individual Team player Loves meetings Interactive style Entrepreneur Participative Great depression Suburbia Sesame Street Natural disasters Roaring 20s Feminism Divorce Diversity WWI & WWII Civil Rights movement Computer games Violence & Gangs Korean War Drugs, sex & rock’n’roll Boom & bust Coddled by Parents I want to get involved because I have great ideas for how we can improve the situation Role Models It is my duty to build a legacy for following generations By being involved, we will shape society for the better Attitude Not sure why I should bother to get involved. Create your legacy. Mentor younger volunteers Raise your profile. Impact strategy & direction Recruit Gain transferrable skills. Achievements Use creativity & provide input Your experience is respected You are valued You are needed Motivate Do it your way Forget the rules You’ll work with other bright, creative people Not necessary Does not handle negative feedback well Mentoring Not necessary to receive feedback Constant feedback needed If no one is yelling, good Once a year, documented Performance Reviews Sorry to interrupt, how am I doing? What do you mean I’m not outstanding? Money Give me more… Time Classroom extended through critical reflection Learning style Self-Directed or Selfpaced. E-learning. Structured lectures  Essentials Traditional classroom. Coaching £  Recognise  Sources 1. 2. 3. 4. 5. 6. 7. 8. 9. Generating Effective Teamwork Across the Generations. Hall, T. Duke University Mixing and Managing Four Generations of Employees Hammil, G. FDU Magazine (2005) Gen Y and Baby Boomers are not so Dissimilar. Shaikh, P. (2009) Gen Y, Gen X and The Baby Boomers: Workplace Generation Wars. Gelston, S. (2008) When Generations Collide. Lancaster, L.C. and Stillman, D. (2002) Motivating the “What’s in it For Me?” Generation Workforce. Marston, C. (2007) The Fourth Turning: An American Philosophy. Strauss, W. and Howe, N. (1997). Appreciating a Multigenerational Workforce. Michael C Fina/Sarah White Associates Generations at Work: Managing the Clash of Veterans, Boomers, Xers, and Nexters in Your Workplace. Zemke, Raines, and Filipezak (2000)  Affirmation  Informal, incidental learning. Sort attention span.