1. April 29, 2011 SHRM Poll: Intergenerational Conflict in the Workplace
2. Key Findings Is Intergenerational Conflict a Problem in Organizations? About one-quarter of HR professionals reported substantial levels (responded “some degree” or “a large degree”) of intergenerational conflict within their organizations. The same proportion reported that intergenerational conflict is not at all a problem in their organizations. Which Intergenerational Issues Cause the Most Conflict Within Organizations? More than one-half of organizations indicated that people managers have raised concerns about younger workers’ inappropriate dress (55%) and poor work ethic (54%). By contrast, the top three concerns or complaints raised by younger workers about older managers are resistance to change (47%), low recognition of workers’ efforts (45%) and micromanaging (44%). How Do Organizations Respond to Complaints of Intergenerational Conflict? Among organizations that had specifically responded to concerns raised about intergenerational conflict issues, 61% had implemented or increased coaching/mentoring efforts for people managers and 44% had implemented or increased coaching/mentoring efforts for nonmanagement level employees. More than one-third (38%) reported that their organizations had increased job/workplace expectations training for new hires . 2
3. 3 To what extent is intergenerational conflict an issue in your workplace? Note: n = 432.
4. To what extent is intergenerational conflict an issue in your workplace? Not at all (by staff size): Smaller organizations (those with fewer than 500 employees) were more likely than organizations with 500 to 2,499 employees to report that intergenerational conflict is not at all an issue in their workplace. To a slight degree (by staff size): Larger organizations (those with 500 to 2,499 employees) were more likely than organizations with 1 to 99 employees to report that intergenerational conflict is an issue to a slight degree in their workplace. 4 Comparison by Organization Staff Size Note: Based on a scale where 1 = “not at all,” 2 = “to a slight degree,” 3 = “to some degree” and 4 = “to a large degree.”
5. 5 To what extent does your organization actively work (e.g., through training or other programs, etc.) to reduce intergenerational conflict in its workplace? Note: n = 432.
6. To what extent does your organization actively work (e.g., through training or other programs, etc.) to reduce intergenerational conflict in its workplace? Not at all (by staff size): Smaller organizations (those with 1 to 99 employees) were more likely than organizations with 500 to 2,499 employees to report that their organizations do not actively work to reduce intergenerational conflict in their workplace. 6 Comparison by Organization Staff Size Note: Based on a scale where 1 = “not at all,” 2 = “to a slight degree,” 3 = “to some degree” and 4 = “to a large degree.”
7. 7 To what extent have your organization’s efforts to reduce intergenerational conflict proved successful? Note: n = 158. Percentages do not total 100% due to rounding. Only HR professionals who indicated that their organizations actively worked to reduce intergenerational conflict in their workplace answered this question.
8. 8 Age composition of organizations’ management and nonmanagement employees Note: n = 214-226. Percentages do not total 100% due to rounding..
9. What complaints or concerns have people managers in your organization raised about the performance of younger workers? 9 Note: n = 242. Excludes responses of "N/A, not aware of any complaints or concerns raised by people managers regarding younger workers." The response category "Unrealistic expectations of employment, current job and/or advancement" was added based on the write-in responses to "other." Percentages do not total 100% due to multiple response options.
10. What complaints or concerns have people managers in your organization raised about the performance of younger workers? (continued) 10 Note: n = 242. Excludes responses of "N/A, not aware of any complaints or concerns raised by people managers regarding younger workers." The response category "Unrealistic expectations of employment, current job and/or advancement" was added based on the write-in responses to "other." Percentages do not total 100% due to multiple response options. .
11. What complaints or concerns have people managers in your organization raised about the performance of younger workers? Comparison by Organization Staff Size Inability to work independently (by staff size): Larger organizations (those with 25,000 or more employees) were more likely than organizations with 100 to 499 employees to report that people managers in their organization had raised concerns about younger workers’ inability to work independently. 11
12. What complaints or concerns have younger workers in your organization raised about older managers? 12 Note: n = 231. Excludes responses of "N/A, not aware of any complaints or concerns raised by younger workers regarding older managers." Percentages do not total 100% due to multiple response options.
13. What complaints or concerns have younger workers in your organization raised about older managers? (continued) 13 Note: n = 231. Excludes responses of "N/A, not aware of any complaints or concerns raised by younger workers regarding older managers." Percentages do not total 100% due to multiple response options.
14. What complaints or concerns have younger workers in your organization raised about older managers? Intolerant (by staff size): Larger organizations (those with 25,000 or more employees) were more likely than smaller organizations (those with fewer than 500 employees to report that younger workers in their organization had raised concerns about older managers being intolerant. Intolerant (by organization sector): Publicly owned for-profit organizations (27%) were more likely than nonprofit organizations (4%) to report that younger workers in their organization had raised concerns about older managers being intolerant. Generally poor management skills (by organization sector): Government agencies (50%) were more likely than nonprofit organizations (17%) to report that younger workers in their organization had raised concerns about older managers having generally poor management skills. 14 Comparison by Organization Staff Size Comparison by Organization Sector
15. How has your company responded to these complaints? 15 Note: n = 172. Excludes responses of “N/A, my organization has not implemented any specific response to complaints raised by people managers about younger workers, or to complaints raised by younger workers about older people managers.“The response category "Added new job/workplace policies , trainings and/or communications”was added based on the write-in responses to "other." Percentages do not total 100% due to multiple response options.
16. 16 At your organization, do any employees report to a manager or supervisor who is a member of a younger generation than the employee? Note: n = 263. Excludes responses of “not sure.”
17. 17 Are you aware of any complaints due to this reporting structure? Note: n = 219
23. SHRM Poll: Intergenerational Conflict in the Workplace Response rate = 17% Sample composed of 434 randomly selected HR professionals. Margin of error is +/- 5% Survey fielded February 16-23, 2011 23 Methodology For more poll findings, visit: www.shrm.org/surveys Follow us on Twitter: http://twitter.com/SHRM_Research
