The Millennial and The Baby Boomer Project
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This presentation is about Baby Boomers and Millennials, In this presentation, we cover the myths, difference, similarities and what both age groups have to offer in the work place.
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The Millennial and The Baby Boomer Project
- 1. Millennials - Baby Boomers
- 2. Different Generations in the Workplace Mature or Traditional Born before 1945 “Dedicated to the Job” Baby Boomer Born 1945-1965 “Live to Work” Generation X Born 1966- 1980 “Work to Live” Generation Y or Millennials Born 1981 –present “Live and Then Work”
- 3. Characteristics Baby Boomers “Boomers” because of the significant increase in birth rate between 1946- 1965 Nonconformist due to their unconventional ways (Civil rights, rock and roll, drug experimentation) Prefer face to face communication Brick and mortar philosophy Stereotypes: Ambitious Greedy Materialistic Millennials Well educated Rely on informal messaging mediums Prefer a life of flexibility in the work place Rely heavily on mobile technology to support their lifestyle Stereotypes: Impatient Expressive Ambitious
- 4. What Inspires you? Video 1
- 5. Do you feel a College Degree is necessary to be successful? Video 3
- 6. What did/do you look for in an Employer? Video 4
- 7. Strengths Baby Boomers Hard Working Team Player Mentoring Others Executive Presence Cost Effective Millennials Tech Savvy Enthusiastic Community Involvement/Activist Confident Efficient Zero Intolerance Team Player
- 8. Myths Baby Boomers Technologically Challenged Retiring Early Brand Loyalty (will not switch) “Me Generation”- Not community oriented Work Centric Millennials Selfish (me, me, me) Instant Gratification No respect for authority Easily distracted Entitled Lazy
- 9. How do you perceive Boomers/Millennials? Video 5
- 10. Why Baby Boomers and Millennials make great Teams At the core of the Millennial energy is Potential: Relatively fresh to the workforce Hard working when they are motivated Understands technology Want to see the world become a better place Want mentors who can guide them At the core of Boomer energy is Experience: Spent decades learning Intangible wisdom Uneasy relationship with technology Want to see the world become a better place Wants to give back and pass along the things they’ve learned
- 11. How to make a great team Stress the importance of communication. Contextualize the project in relation to its goals. Set the team dynamic as flat, not hierarchal. Expect two-way teaching and learning.
- 12. In Conclusion: We can learn from each other
Notes de l'éditeur
- Today we are going to focus mainly on the Baby Boomers and Millennials
- Here are some questions we asked representatives of both Generations…(play videos)
- Tech Savvy: Members of Gen Y are believed to be the most tech-savvy (78% of respondents agree) who know how to use social media to leverage opportunities (70% of respondents agree). These younger workers are also regarded as being the most "enthusiastic" (68% of respondents agree) about their jobs. The Internet and basically everything associated with it came into wide use on our watch. Our development was mirrored by tech's development — Atari to Nintendo to Sega, car phones to cell phones to smartphones. The boomers were too busy with work to pay attention to what was happening, but we factored it in to our growth and made it part of ourselves. Herein lies our greatest strength: we use technology as well as anyone, but we know what to do when the tech breaks down, because we know the steps it took to get us where we are. Community Involvement: Since 9/11 and Hurricane Katrina, Millennials have recognized the need to participate in serving others, from their own neighborhoods to the global community. In 2006, 61% of 13- to 25-year-olds said they feel personally responsible for improving the world Confident: Gen Y-ers are nothing if not confident. Thanks to a childhood full of positive feedback from "helicopter parents" determined to reverse their parents' cycle of tearing kids down, employers are often taken aback at just how self-assured Millennials are. Despite the fact nearly 40% of us have no job, nine out of ten Millennials believe they will eventually meet their financial goals. In the workplace, we are outspoken and not afraid to challenge outmoded ways of doing business. Tolerance: Changing social values and an increasingly diverse population have made us Millennials a pretty tolerant group. A majority of us believe immigrants make society stronger. Although we're split over same-sex marriage, by comparison, baby boomers oppose equal marriage rights for homosexuals 2-to-1. Ninety-three percent of us approve of interracial dating. Our ability to work alongside people of different races, lifestyles, and beliefs makes for a much more productive and efficient class of employees. Fortunately, the blind prejudices and bigotries of our ancestors are mainly a thing of the past. Team Player: Maybe it's our desire to be well-liked and to have a high friend count, but Millennials are great team players. Through school projects and massive, collaborative online games, we grew so comfortable working with others that many of us say we are more productive working in teams than on our own. This has obvious benefits in the workplace. Where other generations may have seen in teamwork only the danger that hard work will not be rewarded and poor work will blamed on a scapegoat, Millennials thrive on being part of a team. Gen Y makes decisions based on consensus – usually by checking social media. Collective decisions slow down the decision-making process, but once decisions are made – Millennials are determined. At the group level, Gen Y works very well in teams. They’re strong connectors (due to social media) and enjoy teaming up to solve complex customer service cases. This collaborative quality often enables them be more patient with customers and to deliver a positive customer experience.
- Debunks Boomers: Tech Challenged: Contrary to many assumptions, Boomers were in the workforce during the evolution of computers, email and the internet, and were the first to understand the value of technology. Some 82 percent of Boomers use the internet and 64 percent have been online. Their online activities include instant messaging, downloading music or movies, financial transactions and online gaming. Retiring Early: reality very few Boomers are planning to stop working entirely when they reach retirement age - only 11 percent. Brand loyal and will not switch: Commonly thought to be set in their ways, Boomers are just as likely as younger cohorts to experiment with new products. They are actually paying attention to advertising for new products, and 61 percent of Boomers agree that “in today’s marketplace, it doesn’t pay to be loyal to one brand,” compared with 62 percent of those age 18-41. Me Generation: Baby Boomers have occasionally been labeled the “Me Generation” - more focused on their own needs rather than those of the community. But studies show that volunteerism and community spirit is strong among this generation. According to the AARP, 70 percent of Baby Boomers feel that they have a responsibility to make the world a better place, and 57 percent buy from companies that give back to the community. Work Centric: Baby Boomers have been portrayed as work-centric and less concerned about their family and personal lives. But according to the American Association of Retired Persons (AARP), only one quarter of all Baby Boomers fit that profile. The majority place family of utmost importance in their lives Debunks Millennials: Instant Gratification/Entitlement Millennials rely more on transparency and dependability than recognition. Digital Addicts There isn't enough data to support this myth as the population are evolving with the times. Disloyal to Employers They are more apt to stay with a company that aligns best with their passion (consumers market) Selfish (me, me, me) – Millennials aren’t as willing as former generations to sacrifice their personal life for a career. They like to work hard and play hard at a company that appreciates the desire for balance. Instant gratification No respect for authority – Millennials do have respect for authority. However, they don’t rely on authority as much as previous generations did. Easily distracted (cell phone in hand): Millennails are more tech savvy. Keep Millennials on track by being upfront about expectations and establishing daily/weekly goals. If they have deadlines to meet, the less likely they’ll be playing on their phones during work time. Entitled – (self confidence): Millennials want to hit the ground running and be trusted with important tasks and projects. They want an opportunity to advance and develop their careers. Lazy – Millennials want to do work that matters to them.
- Much has been written stereotyping both the millennial and baby-boomer generations, but the real insight lies in how we work together Boomers take the skills, knowledge, and wisdom they’ve gained from decades of work and put them to use on projects that they find personally meaningful. This means more Boomers will be sticking around in the office for years and years to come. Millennials – roughly 90 million strong – sandwiching Gen X (93 million). Millennials are known as tech-savvy, idealistic, and (in some cases) hard for older generations to work with. But when you do the math, it’s clear that Boomers and Millennials will be increasingly working side-by-side. Millennial Potential: Relatively fresh, especially in the working world. Millennials haven’t had time to learn what doesn’t work – their brains aren’t wired yet. Able to work incredibly hard when they are motivated to do so. Intense focus, long hours, across a range of task domains. Intuitively understand technology – they are “digital natives.” Want to see the world become a better place for themselves and their future families. Want mentors who can guide them and explain what mistakes to avoid to maximize their progress and contribution. Boomer Experience: Spent decades learning, their brains are wired now for what works. Intangible wisdom that comes from decades of forming and living through relationships, projects, and experiences. Tend to have an uneven relationship with technology, how it works, and what is possible. Want to see the world become a better place for their kids and grandkids. Want to feel like they have a direct and tangible way to give back and pass along the things they’ve learned.
- Stress the importance of communication. Over-communication is better than insufficient communication. We want to communicate about everything – including difficult situations like when one is frustrated, or confused, or impatient, or anxious. Look to the Boomer’s experience with relationships over their career as a source of confidence in their ability to talk with the Millennial. And appeal to the Millennial’s priority of personal growth and development in taking the time (even when it’s uncomfortable) to talk about their thoughts and emotions with the Boomer. Contextualize the project in relation to its goals. This means focusing on the mission, the underlying purpose, the reason why the thing matters – and not about the process of how it’ll get done. This appeals to their shared sense of purpose. For example, compare: “Our job is to judge the effectiveness of urban gardens.” Versus: “We’re here to figure out whether or not the free installation of urban gardens in Denver helps low-income families eat healthier or not. We’ve got nine months to come up with initial findings. It’s important because if the answer is no, then $500,000 of foundation money can go somewhere that it’s being better spent next year. If the answer is yes, it means we have a national model that other cities can learn from. So this is a huge opportunity to make a worthwhile contribution.” Set the team dynamic as flat, not hierarchal. Like any team, Millennials and Boomers need to work together to find the best way to achieve the project goals. At times they should each be leading. Neither is the boss. Under this dynamic, they have to build trust by understanding each others’ strengths and weaknesses. Expect two-way teaching and learning. This should be the case no matter how the project is going. Especially when uncertainty is high and they aren’t sure what the right course of action is. The Boomer can share their perspective based on previous experiences, contextualizing it for the Millennial with specific examples and explanations of why certain approaches are likely to work better. I also expect them to proactively think about the Millennial’s strengths and weaknesses, and make suggestions about how they can best leverage their natural talents for the project – and beyond. The Millennial can teach the Boomer about models, software, and web tools that would aid the project in a way that the Boomer understands
- Since today’s corporate environment is so multi-generationally expansive, many challenges will inevitably arise, but this type of diversity can also bring unexpected benefits to the blended workforce. Recognizing and tapping into the history, experience, and wisdom the Boomer generation has to offer is an excellent mechanism for knowledge transfer and team building, while Gen Xers and Millenials can work with Boomers to realize greater efficiencies with mobile technologies. The workplace of today is an historic, rich blend of culture, knowledge and experience that we may not see again for decades to come. This can be used as the conclusion. http://r1consulting.com/baby-boomers-generation-x-and-generation-y-in-the-workplace-a-melting-pot-of-expertise/