Generation Matters! Celebrating Generational Diversity in the Workplace! Mary Abbajay, Principal Careerstone Group, LLC

Generation Matters!Celebrating Generational Diversity in the Workplace!

Mary Abbajay, PrincipalCareerstone Group, LLC

© 2014 Careerstone Group LLC

Generation Matters

“Children today are tyrants. They contradict their parents, gobble their food, and tyrannize

their teachers...” Socrates 469-399 BC

What's New In This Generation Gap? First time four generations are

working side by side in the American workplace

The American workplace has changed

Increased global competition The Millennials hit the workplace in

huge numbers Rapid rise of and shifts in

technology



Who are the Four Generations?Veterans, Matures or Traditionalists

• Born: 1922-45• 50 to 52 Million• 5% - 6% of workforce

Baby Boomers

• Born: 1946-60• 76 Million• 38% to 40% of workforce

Generation X

• Born: 1961-80• 46 to 52 Million• 30% to 35% of workforce

Millennials, Nexters or Gen Y

• Born: 1981-2000• 75+ Million• 20% to 25% of workforce

Neil Howe & William Strauss, “Generations”

Generational Projections and Stories

Stories/Projections about older generations:

Stuck in their ways, resistant to change, technophobes, reluctant to give up power, retired in place, clogging the system, etc.


Generational Projections and Stories

Stories/Projections about younger generations:

Impatient, disrespectful, entitled, spoiled, technically advanced, book smart—not street smart, poor work ethic, no loyalty. etc.


Generational Commonalities

Different generations have common needs and frustrations in workplace

We often articulate these needs and frustrations differently

Awareness & appreciation of different perspectives is key to building on commonalities!


Those Dang Fool Kids!



Intent Versus Impact

We judge ourselves on our intent

Others judge us on our impact

It is our responsibility to manage our impact

What Influences a Generation?

Core values are programmed into us during the first 15 years of life through four major influences:

Parents/Family Structure Economic Status, Ethnicity, Religion, etc.

Events Technology Shifts Cultural Norms


TraditionalistsBorn 1922-1945•52 Million

•5% of Workforce

•Rapidly disappearing from full time work

•Loyal to employer

•Promotions, raises, and recognition come from job tenure

•Measure work ethic on timeliness, productivity, and not drawing attention

•Military model: rank & status; structure & authority; chain of command

•These work world beliefs and models still have strong influence


Baby Boomers Born 1946-1960

•76 million

•38 to 40% of workforce

•Mid to late career: entering traditional retirement age

•Large and in charge

•Career oriented–willing to work long hours

•Long period of economic prosperity

•Social change agents

•“Me Generation”

•Youth oriented

•Lifestyle satisfaction focus



•76 million








•Youth oriented




•76 million








•Youth oriented



Generation XBorn 1961-1981

•51 Million

•30% to 35% of Workforce

•Mid-career--moving into leadership positions

•Sandwiched between 2 huge generations

•Long period of economic and institutional insecurity

•Educated, entrepreneurial workforce

•Independent free agents

•Skeptical, pragmatic, and results oriented



Gen Y Media Attention

Generation Y Born 1981 to 2000

•75+ million

•20%-25% of workforce (and growing!)

•Will soon outnumber Gen X

•Launching Careers

•Educated

•Competitive

•Democratic family systems

• Helicopter parents

•“Quarterback Generation”

•Trophy Generation

•Wiki World

•Socially oriented

•Looking to contribute now!



Gen Y Workplace Attractors

Advanced technology

Camaraderie

Developmental opportunities

Competitive compensation

Flexible work schedule

Green work places

Recognition

Teamwork

Innovative work aligned with

interests


Workplace Strategies: Gen Y

Onboard Clarify expectations!!! Encourage cohort Manage first job blues Provide rotation opportunities Manage, coach, mentor Provide timely feedback Challenge them: provide meaningful

work Professional development Flexible work

Messages That Alienate Y

Success comes from a solid, proven work ethic.

You must pay your dues. We all have.

We expect and reward for loyalty.

Because, it’s the way we’ve always done it.



Organizational Change & Gen Y

Less invested and connected to “old ways”

Digital natives Accustomed to

immediacy Desire for connectivity Natural pollinators

Communicating Across Generations Approach Generational Differences

with interest and curiosity, not fear or negativity

Be mindful of your assumptions: clarify values & language!

Separate intent from impact

Articulate expectations, perspectives and needs

Put yourself in their shoes


New Isn’t Always Better!


Closing Thoughts Today’s organizations must manage, develop and lead a

21st Century workforce Align organizational needs/wants with workforce

needs/wants

Flexible talent development: One size does not fit all!

Mentoring (and reverse mentoring) can play an important

role in leveraging Generational Diversity We have more in common than we think


Thank You! Good Luck!

©2014 Careerstone Group, LLC

Documents

Generation Matters! Celebrating Generational Diversity in the Workplace! Mary Abbajay, Principal Careerstone Group, LLC