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The Multi-Generational Workforce: Managing, Motivating, and Leading Lawrence S. Silver, D.B.A. Associate Professor John Massey School of Business Southeastern Oklahoma State University

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Overview <ul><li>Who are the players? </li></ul><ul><li>What are some of the potential conflicts? </li></ul><ul><li>How do we motivate each group? </li></ul><ul><li>What are some keys to success? </li></ul>

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Who are the players? Generation/Work Group Birth Period Age Range Size Veteran/Traditionalist 1929-45 63 - 79 63 million Baby Boomer 1946-64 44 - 62 78 million Generation X 1965-79 28 – 43 48 million Generation Y 1980-99 27 and under 80 million expected)

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Veteran/Traditionalist <ul><li>Came of age after WWI and WWII and during the Great Depression </li></ul><ul><li>Respect authority </li></ul><ul><li>Loyal </li></ul><ul><li>Sacrifice defines this generation </li></ul><ul><li>Value teamwork </li></ul><ul><li>Work hard and may regret time not spent with family </li></ul><ul><li>Pride in a job well done </li></ul>

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Baby Boomers <ul><li>Desire relationships rather than strict authoritarian structures </li></ul><ul><li>Loyal until a better offer comes along </li></ul><ul><li>Workaholics who believe in paying dues </li></ul><ul><li>Value teamwork, team meetings, and talking together </li></ul><ul><li>Tries to keep up with technology so that some Gen Xer doesn’t take his or her job. </li></ul>

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Generation X <ul><li>Distrustful of authority (but respects mentors) </li></ul><ul><li>Loyal to individuals – not companies </li></ul><ul><li>Sacrifice is not in their vocabulary </li></ul><ul><li>Teamwork is better when it’s virtual </li></ul><ul><li>Balance work and play </li></ul><ul><li>Need a great deal of variety at work </li></ul><ul><li>See skill building as the key to success </li></ul><ul><li>Technology – reared on the computer . </li></ul>

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Generation Y <ul><li>More mindful of authority than Gen X </li></ul><ul><li>Too early to tell how loyal they are or if they are willing to sacrifice </li></ul><ul><li>Work until you get enough money to play </li></ul><ul><li>Don’t punch clocks – once the job is completed, they’re gone </li></ul><ul><li>Become bored very easily </li></ul><ul><li>Comfortable with technology -- text messaging, Facebook, MP3 </li></ul>

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Conflict – The Generation Gap <ul><li>Boomers </li></ul><ul><li>Remembers black and white TV and no cable </li></ul><ul><li>Watched Honeymooners and the Twilight Zone </li></ul><ul><li>First president remembered: Eisenhower </li></ul><ul><li>Elvis, Motown, Beatles </li></ul><ul><li>Howdy Doody doll, Davy Crockett coon-skin hat, hula hoops </li></ul><ul><li>Generation X </li></ul><ul><li>Grew up with cable and color </li></ul><ul><li>Watched Knight Rider, Scooby Doo and MTV </li></ul><ul><li>First president remembered: Reagan </li></ul><ul><li>Thompson Twins; Prince, Madonna </li></ul><ul><li>Pac Man, Rubik’s Cube, Garbage Pail Kids </li></ul>

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Conflict – Work Ethic <ul><li>Boomers </li></ul><ul><li>Believe Gen Xers don’t work as hard as Boomers do because they “punch the clock.” </li></ul><ul><li>Favor technology if they see value in it. </li></ul><ul><li>Do not need much direction at work – can be relied on to get the job done </li></ul><ul><li>Generation X </li></ul><ul><li>Results oriented – once the job is done, they’re off </li></ul><ul><li>They don’t care where they get it done – telecommuting, flex schedules… </li></ul><ul><li>Like and need constant feedback – they want very detailed instructions </li></ul>

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Conflict -- Communication <ul><li>Boomers </li></ul><ul><li>Value face-to-face communication </li></ul><ul><li>Believe e-mail is overused </li></ul><ul><li>May not even know how to send text messages </li></ul><ul><li>Has no appreciation for text message shorthand (c u b4 class  ). </li></ul><ul><li>Generation X </li></ul><ul><li>Too comfortable with e-mail </li></ul><ul><li>Favor e-mail and text messaging over face-to-face </li></ul><ul><li>Will use the communication form most convenient </li></ul><ul><li>Avoid giving bad news. </li></ul>

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Motivation Across the Generations – Veterans/Traditionalists <ul><li>Reward loyalty </li></ul><ul><li>Introduce to change slowly </li></ul><ul><li>Recognize for a job well-done </li></ul><ul><li>Detailed feedback is not valued (No news is good news) </li></ul><ul><li>Give them opportunities to mentor </li></ul>

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Motivation Across the Generations – Boomers <ul><li>Remember, these are workaholics, but… </li></ul><ul><li>Money is a reward </li></ul><ul><li>So are titles/position </li></ul><ul><li>Recognize achievement </li></ul><ul><li>Give them an opportunity to build consensus </li></ul><ul><li>Give them chances to mentor, teach, or participate in charitable functions </li></ul>

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Motivation Across the Generations – Generation X <ul><li>Frequent communication </li></ul><ul><li>Tell them the “why” not just the “what” of projects and priorities </li></ul><ul><li>Make work fun </li></ul><ul><li>Flexibility to manage other priorities (family) </li></ul><ul><li>Provide opportunities for collaboration and teamwork </li></ul><ul><li>Need individualized recognition – some will want a tangible reward while others will want a “thank you” for a job well done. </li></ul>

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Motivation Across the Generations – Generation Y <ul><li>Flexibility in when and where work is done (they don’t like rigid start/stop times) </li></ul><ul><li>Change and challenge (easily bored) </li></ul><ul><li>Understand this generation will have at least five different careers in their lifetimes – an average job tenure will be 2-3 years </li></ul><ul><li>Understand they will challenge authority, but this does not mean they are disrespectful. </li></ul><ul><li>Give them the opportunity to participate in social awareness projects </li></ul>

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Training & Development <ul><li>Different learning styles and comfort with technology </li></ul><ul><li>Traditionalist and Boomers want to “protect” knowledge and skills </li></ul><ul><li>Gen X wants continuous and accessible training and information </li></ul><ul><li>Gen Y wants student-centered, technologically-based learning. </li></ul>

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Training & Development <ul><li>One size does not fit all </li></ul><ul><li>Use a blended approach </li></ul><ul><li>Support traditional face-to-face instruction with support from other media. </li></ul><ul><li>Use experiential learning to help generations know and understand one another </li></ul><ul><li>Conduct training in shorter segments </li></ul>

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Keys to Success <ul><li>One Size Does Not Fit All HR policies </li></ul><ul><li>Communication and Active Listening </li></ul><ul><li>Understand that change that accommodates Gen X and Gen Y may not be easy for Veterans and Boomers. </li></ul><ul><li>Watch your mouth </li></ul><ul><li>Acknowledge each generation’s strength </li></ul>

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Keys to Success (continued) <ul><li>Look beyond appearances </li></ul><ul><li>Create both function- and project-oriented assignments </li></ul><ul><li>Keep an open mind </li></ul>