bridging the generation gap
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TRANSCRIPT
Why Is This Happening?
We are facing a new future in terms of demographics at work: we will soon have five generations in the workplace at once. In prior years, we have had three or four generations at a time with some but not vast differences in work behavior.
People are living and working longer!
What Is The Key To Bridging The Gap?
Explore the backgrounds and perspectives of the
generations for a new understanding and
acceptance in this area of diversity
Understand This Re: Diversity
• We’re communicating in generalities and stereotypes
• When ones says something like “Gen X individuals are typically frustrated and cynical and tend to be aloof in their management style”, that is a sweeping generalization and will not hold true for all individuals!
Personal & Lifestyle Characteristics
Workplace Characteristics
Communication Styles
General Descriptors
Composite
• Veterans <1946 are 6% of workforce• Baby Boomers (1946-64) are 42%• Gen X (1965-77) are 29%• Gen Y (1977-94) are 23%• Gen Z???
Conflict• Boomers say Gen Xers lack respect for their
authority & challenge every assignment.• Gen X questions why the boss is so
concerned where work is done as long as it gets done and when will they get to present their ideas on how to improve things here?!
• Managers say they don’t get they’ve moved from a buyer to a seller and also what it means to be part of a TEAM.
Exercise!
Get into your generational groups– Come up with 3 songs that you remember– List 3 toys you played with– Create 3 words that describes your
parenting– What were three big events you
remember?– What did you wear in your teens? Hair?
Shifts In The Workplace
• Boomers (46-65) hold the most powerful leadership positions (average age 57)
• By 2018, 60% will be gone• Even this this environment, there is a
talent crisis!
New Organizational Design• From “command & control” to cooperative-
based leadership models with greater autonomy and freedom in the way work is performed.
• Layers go and temporary, purpose-based worker groups emerge & flatten
• This provides the flexibility and scalability that businesses require to better manage costs and maintain quality
New Operating Model
• Future model needs to contemplate and weave the freelance and contract working arrangements preferred by Millennials
• Trade routine, predictable and secure to the freedom to choose where, when & how
• Fits with network design
Culture Implications
• Must create a culture to attract, develop & retain quality Gen Y
• Principles around ownership & profit sharing may force more employee-based ownership for retention
• Titles may be redefined or removed if they hinder teamwork or prevent required elasticity
Culture Implications cont.• Thought must be given to harnessing
the growing use of social networks• Employment by multiple companies• Physical location independence• More tailorable & “lifestyle” benefits• Customer participation• Boomers need to be aware of trends• Leadership challenges
Gen Y—Help!
In Four Years..
• Millennials—the people born between 1977 and 1997—will account for nearly half the employees in the world.
• Many had “helicopter parents” that shaped them
• Jeanne Meister and Karie Willyerd, The 2020 Workplace
How To Get Millennials to Drink The Kool-Aid
• Recognize their comfort level with technology
• Get to know them on a personal level• Praise quickly with specifics• Make expectations clear• Be as flexible as possible• Be patient with “email reluctance”
Kool Aid cont.• Provide new challenges & opportunities• Realistic financial mindsets & retirement• Feedback. Once a day is what they want.• Draw on the diversity of experiences, talents
& interests of employees to challenge assumptions and reward new ideas.
• Support work/life balance pursuits• Foster professional development & mentoring• Share knowledge in “real time
Kool Aid cont.
• Help them to understand that every person you deal with is your customer.
• Help them understand team• Understand many wait to be told what to
do; many have no instinctive understanding of professionalism
• Remind them about appropriate behavior
Employers Have a Choice
• Analyze how to do more with less• Engage workers in a discussion about
adapting work roles to the talents/strengths in order to become more competitive and profitable
• Help them understand their natural talents, behaviors, values and strengths
• Have a role/talent review process
In Conclusion
• The younger generations want the same things their parents want. They will just go about doing it differently. They have a lower tolerance.
• Find the common ground!