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
- 2. whoâs on our and why does it matter? team
- 3. a lens you never knew you had imagine finally seeing who me?
- 4. 4 what makes a generation
- 5. there are distinct even within the same group differences
- 9. 9 civics
- 10. largest economy worldâs the greatest generation is the 68+ traditional masters of the american dream born prior to 1945
- 11. worldâsis the âthe american dreamâ dating marriage children traditional family roles civics life path
- 12. 12 high school trade school - or - military â or - college build a career at a single profession or company; or be at home plan civics work path
- 14. 14 civics Boomers Gen X Millennials outlook practical Optimistic Skeptical Hopeful work ethic dedicated Driven Balanced Determined authority respectful Love/hate Unimpressed Polite lead by hierarchy Consensus Competence Pulling Together relationships personal sacrifice Personal Gratification Reluctant to Commit Inclusive turnoffs vulgarity Political Incorrectness Hype, clichĂŠ Waiting provide stability Personal Challenge Feedback Structure
- 15. 15 motivate itâs your duty and responsibility. itâs valuable to hear what has and hasnât worked in the past. youâre making a difference for tomorrowâs generation.
- 16. 16 boomers
- 17. largest economy worldâs the rule breakers (who love the rules) is the 49-6775 million broke with all forms of tradition not monolithic born 1946-1964
- 18. worldâsis the dating live together (maybe) marriage (multiple) children (maybe) nontraditional roles second childhood boomers life path
- 19. 19 attentive boomers work path middle school high school college or trade school minimum co changes second careers (or third)
- 21. 21 worldâsis the coming of age - 70s irony lbj, carter, reagan more optimistic less prepared for retirement residual 60s idealism mixed with the pragmatism and materialism of the 80s early boomers late boomers coming of age - 60âs rebellion jfk, nixon, lbj optimistic benefited from â99 idealism
- 22. 22 civics boomers Gen X Millennials outlook practical optimistic Skeptical Hopeful work ethic dedicated driven Balanced Determined authority respectful love/hate Unimpressed Polite lead by hierarchy consensus Competence Pulling Together relationships personal sacrifice personal gratification Reluctant to Commit Inclusive turnoffs vulgarity political incorrectness Hype, clichĂŠ Waiting provide stability personal challenge Feedback Structure
- 23. 23 motivate youâre important to our success. we need you. this will make you popular and in demand.
- 24. 24 xers
- 25. largest economy worldâs the forgotten generation is the 34-48~40 million smallest most ignored most abused most misunderstood born 1965-1980
- 26. 26 ď in the â50s, young homeowners could make the monthly mortgage payment by using 14% of their income; today it takes nearly 40%. ď and today, folks 60+ will get back about $200 for every $100 they put into social security; genx will lose more than $100 for every $450 they contribute. ď first generation that will not do better (financially) than their parents.
- 27. worldâsis the dating live together (maybe) marriage (later) children (later) nontraditional roles xers life path
- 28. 28 junior high high school college multiple jobs multiple companies multiple career choices means xers work path
- 29. independent tech savvy individual recognition feedback no initial commitment means xers at work
- 30. 30 motivate Do it your way and decide where things go. Youâre going to be able to see your impact quickly. Weâre pretty flexible, the focus is on the results.
- 31. 31 civics boomers gen x Millennials outlook practical optimistic skeptical Hopeful work ethic dedicated driven balanced Determined authority respectful love/hate unimpressed Polite lead by hierarchy consensus competence Pulling Together relationships personal sacrifice personal gratification reluctant to commit Inclusive turnoffs vulgarity political incorrectness hype/clichĂŠ Waiting provide stability personal challenge Feedback Structure
- 32. 32 millennials
- 33. largest economy worldâs traditional with a modern twist is the 13-33100 million most diverse most educated most medicated and most cared for born 1981-2000
- 34. 34 ď in 1993, 90% of fathers attended the births of their children, versus only 10% in 1975 ď todayâs kids cost their parents about twice as much as they cost their own parents (adjusted for inflation)
- 35. 35
- 36. 36
- 37. worldâsis the hanging out live together (buy a house) children marriage nontraditional roles millennials life path
- 38. 38 pre-k high school college grad school work delay multiple jobs multiple companies multiple careers more millennials work path
- 39. meaningful group oriented access required digitally available matter millennials at work
- 40. 40 civics boomers gen x millennials outlook practical optimistic skeptical hopeful work ethic dedicated driven balanced determined authority respectful love/hate unimpressed polite lead by hierarchy consensus competence pulling together relationships personal sacrifice personal gratification reluctant to commit inclusive turnoffs vulgarity political incorrectness hype, clichĂŠ waiting provide stability personal challenge feedback structure
- 41. 41 motivateyouâll work with very diverse, bright, highly motivated people you can be part of a group making a change. your manager? think of her as your mentor.
- 42. 42 building your teams at work
- 44. 44 build it beyond the traditional
- 45. 45 build it online and offline
- 46. 46 5 key team questions 1. 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 tell them why, not just how
- 49. 49 encourage an active understanding
- 50. any questions?
- 51. 51 *caveat.
- 52. 52 sources pew american life gallup cisco us religious landscape survey general survey services univ of michigan nih/nimh
- 53. 53 thank you.