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J A N E T H A H N , P H . D .
C E N T E R F O R G E R O N T O L O G Y
W E S T E R N M I C H I G A N U N I V E R S I T Y
J A N E T . H A H N @ W M I C H . E D U
O C T O B E R 1 0 , 2 0 1 6
BABY BOOMERS AND BEYOND – GENERATIONAL
DIFFERENCES AND QUALITY CHALLENGES
1 9 8 4
QUALITY
97
TRADITIONALISTS - born prior to 1946
77 88
81 91 93
TRADITIONALISTS
• Patriotic
• Loyal
• Desiring to leave a legacy
• Fiscally conservative
• Faith in institutions
Bridgeworks,
generations.com
2 0 1 4
GENERATIONS
BABY BOOMERS
TRAITS
• Competitive
• Questioners of
authority
• Eager to put their
own stamp on
things
• Optimistic
• Idealistic
VALUES
• Individuality
• Youthfulness
• Health
• Novelty
• Status
BABY BOOMERS: IMPACT ON WORK
• Boomers in transition
• Younger Boomers
facing insecure
retirement
• Boomers
sandwiched
• Boomers want to
mentor and transfer
knowledge
• Prefer formal, one-
on-one feedback
Generation X, 1965-1979
Ages 37-51
GENERATION X
TRAITS
• Eclectic
• Resourceful
• Self-reliant
• Skeptical
• Highly adaptive
• Independent
VALUES
• Honesty
• Transparency
• Efficiency
• Balance
• Resourcefulness
• Independence
GEN X – IMPACT ON WORK
• Prefer to work
independently
• Skeptical
• Pushback and
challenge ideas
• Transparency builds
credibility and trust
Generation Y/Millennials
1980 and beyond
36 and younger
MILLENNIALS/GEN Y
TRAITS
• Diverse
• Tech savvy
• Environmentally conscious
• Collaborative
• Socially accepting
VALUES
• Customization
• Collaboration
• Choice
• Integrity
• Entertainment
• Innovation
• Efficiency
• Status
MILLENNIALS – IMPACT ON WORK
• Prefer constant feedback with a roadmap for improvement.
• Prefer collaborative environments.
• Listen to their ideas but coach them on how to be heard.
• Connect the dots for Millennials.
• Bring their voices to the table.
…the US needs a new way of thinking about careers.
We need to embrace instability and experimentation,
and help the workforce of the future achieve what it
actually wants: a way to make meaning, not just
money. Unlike the career ladder mindset, which forces
you to move in only one direction (up), let’s implement
the lily-pad mindset, in which workers visualizes their
career as a series of interconnecting leaps between
different opportunities. What holds everything together
are the roots of the lily pads—your purpose.
“Millennials need to ditch their
parents’ outdated career ladders
and embrace job-hopping”
Quartz – Adam Poswolsky, Oct 5, 2016
http://qz.com/800475/millennials-need-to-ditch-their-parents-outdated-career-
ladders-and-embrace-job-hopping/
GENERATION Z 1994-2004
• Ages 12-22 now
• Similar values to traditionalists
• Eager to start working
• Used to multi-generational homes
• Greater affinity for older adults
• Parents less likely to helicopter
• More self-directed
• Seek education and knowledge
• Short attention spans
• Lack of situational awareness (GPS)
• Fast, but imprecise communicators
I grew up in the 50's and 60's and really enjoyed life. We had fun, did
chores, looked out for each other and were very respectful. We knew
where to go, where to play and especially when to come home. The
older adults watched and took care of all of us. We spent the night
with our friends and they came to our houses.
We didn't worry about getting shot and killed in the streets...at
school...at church...at the store...or anywhere else. We didn't worry
about getting kidnapped...or witnessing violence on television...or
hearing it in music. We went to camp...swimming...visiting our out of
town relatives.
……Now young people are being killed in our schools at alarming
rates! We have to talk with them about "stranger
danger"...drugs...how to relate to the police...etc...etc..etc!
Keep the kids safe...talk with them...listen to them...help calm their
fears!
A BABY BOOMER COMMENTS ON LIFE FOR GEN Z
http://www.slideshare.net/sparksandho
ney/generation-z-final-june-17
http://www.slideshare.net/sparksandhoney/generation-z-final-june-
http://www.slideshare.net/sparksandhoney/generation-z-final-june-17
MORE ALIKE THAN DIFFERENT: WHAT GENERATIONS VALUE AND HOW THE VALUES AFFECT
EMPLOYEE WORKPLACE PERCEPTIONS
• Generations were similar on 7 out of 10 work values
• Career advancement more valued by Gen Y than X or Boomers
• Immediate feedback and recognition
• Managers should be educated about generational differences and not make assumptions – eliminate stereotypes
• Use employee surveys to tailor HR management
• Not everyone in an age group is the same • Journal of Leadership & Organizational Studies
• Jennifer Mencl and Scott Lester, 2014
1 9 8 4
QUALITY
I S T H I S H O W I T F E E L S ?
CMS AND SKILLED NURSING FACILITIES?
REPORTING AND QUALITY
1. Percent of Residents Experiencing One or More Falls
with Major Injury
2. Percent of Residents who Self-Report Moderate to
Severe Pain
3. Percent of High-Risk Residents with Pressure Ulcers
4. Percent of Residents Who Lose Too Much Weight
5. Percent of Residents Who Have Depressive Symptoms
6. Percent of long-stay residents who received an
antipsychotic medication
7. Anti-anxiety/Hypnotic Medication Use
8. Behavior Symptoms Affecting Others
WORKING FOR QUALITY
• Communicate*
• Collaborate
• Encourage
• Empower
• Be transparent
• Teach with technology
• Focus on the people
*Crucial Conversations,
Vital Smarts
CULTURE CHANGE RESEARCH
• Leadership
• Leadership
• Leadership
• Leaders’ Views of Nursing Home Culture Change, Janet S. Severance (Hahn) Ph.D., Seniors Housing and Care Journal, 2006)
Types of assistance needed
to further culture change
2005
Staff Training 64%
Financial Resources 54%
Training Modules 47%
Leadership Training 43%
Videos 39%
Consultant 27%
Change in Regulations 17%
QUALITY=PEOPLE WHATEVER THE GENERATION
• 9/11/2001
• Calhoun County Medical Care Facility
• Battle Creek Michigan
