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Working Across Ages

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on 21 June 2014

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Transcript of Working Across Ages

Working Across Ages
Tammy, Jennifer, Liz, Donna, Leah


Generation Z
Born between years 1994-2004
Known as "Digital Natives"
Realists - know how scary the world can be.
Want to understand problems and overcome them
Globally aware
Born with technology, electronics, internet, social media
30% of children (6yrs-12yrs) wanted an IPad over any other electronic product for Christmas
More tolerant of diverse cultures, tech-savvy, flexible and smart
Constantly multitasking - want products/services to be multi-functional
More socially and environmentally responsible 'green products'
In a global study, reject TV favoring On-Demand programming, computers and mobile phones. Only 3% valued TV.
Prefers technology simple, interactive
Not likely to be team players
Self Directed
Instant Gratification
References
http://www.forbes.com/sites/onmarketing/2013/05/28/generation-z-rebels-with-a-cause/
http://www.gensler.com/uploads/documents/IntergenerationalWorkplace_07_17_2008.pdf
http://www.grailresearch.com/pdf/ContenPodsPdf/Consumers_of_Tomorrow_Insights_and_Observations_About_Generation_Z.pdf
http://extension.missouri.edu/extcouncil/documents/ecyl/Meet-the-generations.pdf
http://www.un.org/staffdevelopment/pdf/Designing%20Recruitment,%20Selection%20&%20Talent%20Management%20Model%20tailored%20to%20meet%20UNJSPF's%20Business%20Development%20Needs.pdf
www.foxbusiness.com/personalfinance/2014/06/19/why-gen-x-may-have-taken-the-greatest-hit-during-the-recession
google.com-defininition of Generation X
www.content.times.com/time/arts/article/0,7599/173528.html





Next Generation after 2010?
Generation Alpha
Likely to be called "Google Kids"
born into a world emerging from a widespread economic slowdown
expected to be even more tech-savvy, educated and materialistic than other generations
Companies who want to attract Gen Z will want to:
Adopt technology based marketing and sales channels - text messages, mobile internet
"Catch them young"
Enhance the virtual world - online catalog of services or products
High value for the money options - multifunctional with simple and interactive
Provide 'green' products which help the environment - recycle and return programs
"Veterans" Generation
aka: Silent generation or traditionalists
born 1922 - 1946
Loyal to employer - expects the same in return
possess superb interpersonal skills
enjoy flexible arrangements so they can work on own schedule
Believe promotions, raises and recognition come from job tenure
Measures work ethic on timeliness and productivity - thorough / hardworking
Respect authority
want to feel needed
strive for financial security
Conformity
Demand Quality
Sacrifice for the common good
Patriotic
Team Player
Delayed gratification
"Baby Boomers" or the Me Generation
Born 1943 -1960

80 Million; Children of Post WW ll Era
Strong sense of duty - Live to Work
Originators of Collaborative Work
Cautiously Pro-Technology
Have experienced downsizing and layoff - Re-inventing their careers
They want to make an impact. They believe they can change the world.
Seek Validation
More women in the workforce than ever before.
Shaping the Boomers
Cold War
Civil Rights
Woodstock
Vietnam
Watergate
Color TV
HUGE room size computers
Landline phones
I Love Lucy
Looney Tunes
Bonanza
TV Dinners

How do Boomers work?
Workaholics
8:00 - 5:00 plus whatever it takes
Sacrificed time with family for the good of All.
Rewards, Validations, Prizes
Technology - gotta have it, I guess
Value Collaboration - Team approach
How big is your office? Does it have a window?
I can bring about change. I'm supposed to make a difference.
Do you have a degree?
“there is a growing realization
that the gulf of misunderstanding and resentment between older, not so old and younger employees in the workplace is growing and problematic.”

Kirkpatrick, K., Martin, S., Warneke, S.
Identifying the challenges
“These four generations have unique work ethics, different perspective on work, distinct and preferred ways of managing
and being managed, idiosyncratic styles, and unique ways of viewing such work-world issues as quality, service and, well, just showing up for work.”
Kirkpatrick, K., Martin, S., Warneke, S.
How to make generational diversity work for your organization
*Respect the differences between generations

* View the difference as an asset

What do the different generations expect?
Veterans-
Duty and obligation trump personal feelings
Boomers
-Sense of duty with a focus on achievement and advancement.
Gen X
-To work is to live!
Millennials
-Same as Gen X because they are interested in getting involved in their community




How to speak to Millenials
* Do not be harsh to when speaking to them.
*Do not expect conformity in clothing
*Focus on coaching and not on bossing
*Offer rewards and praise
How to work with the Veteran generation
*They prefer hierarchy and order

*Not as comfortable with technology

How to work with Boomers
*They like to be more consensus based
*They also like positive feedback
Putting it all together
How do you help the Veteran generation who appreciates hierarchy and order to work with the Gen X generation who doesn't?
Build on strengths and commonality
*Millennials can be eager for mentoring-you can pair them up with Veteran or Boomer collegues
*Boomers, Xers and Millennials are more apt to collaborate. With their varied experiences they can form a strong team!
*Gen X, Millennials and some Boomers are very comfortable with technology.

Speaking of technology...
This is an area of biggest frustration between the generations and as such an important area to address. One way to address this issue is to create a culture where the older employees feel comfortable asking for help and where those who are more comfortable with technology are given an opportunity to share their experience.
What do all of the groups want to do?
They all want to contribute!
More things in common!
All generations have strong community-mindedness and compassion. Substance is important and a great asset in social service organizations. Tap into it!
Finding Common Ground?
Veterans want to share what they know, Boomers are trying to stay relevant, Gen X seeking balance and Millennials starting careers and wanting to be valued.

Kirkpatrick, K., Martin, S., Warneke, S.
5 Core Areas
1. Meaningful work
2. Collaboration
3. Learning
4. Technology
5. Flexibility
Technology and Flexibility
Organizations can strive to create connections that reduce the gaps between generations
Focus on the big picture!
"Companies that illuminate the larger purpose of their work and their commitment to core values will go a long way to align and motivate all of the generations in their workplace."
Kirkpatrick, K., Martin, S., Warneke, S.
Other ways of improving connections across generations
Looking at the physical environment it is best to have moveable furniture and thoughtful space planning. "Supporting collaboration and learning among generations is primarily a matter of creating as many possible ways for people to gather together, formally and otherwise."
Kirkpatrick, K., Martin, S., Warneke, S.
Can we bridge the gap with technology?
Some have found that integrating technology into every day life in the workplace is the best way to bridge the gap. By providing training for those less comfortable and encouraging younger generations to share their experience the technology barrier can be reduced
Kirkpatrick, K., Martin, S., Warneke, S.
In a nutshell
Understanding strengths and differences of each generational group. Leveraging the
strengths and creating a work environment that values differences.

http://www.un.org/staffdevelopment/pdf
Additional Challenges
Managing multigenerational workforces is an art in itself! Young workers want to make a
quick impact, the middle generation needs to believe in the mission, and older employees
don’t like ambivalence! Your move.”!
Harvard Business School “Working Knowledge” Newsletter - April 17, 2006:! “Can you manage different generations?”
HOW TO REALLY APPRECIATE WHAT MILLENIALS BRING TO THE EQUATION
76 MILLION STRONG
SMART, SOPHISTICATED OPTIMISTIC
HAVE DIGITAL DNA
GREW UP ON THE INTERNET
IT'S WHERE THEY PLAY, SOCIALIZE,
LEARN, AND WORK
MILENNIALS
Born 1980 - 2000
GREW UP WITH ECONOMIC PROSPERITY
MILLENIALS: WHO ARE THEY?
LINKED, ONLINE, STREAMING
TIME AND PLACE ARE NOT BOUNDARIES
ARE ENGAGED; THEY LEAN IN
ARE FREE AGENTS; EXPECT TO MOVE ON
ARE COMMUNITY ORIENTED WITH A CONSCIENCE
EXPECT PRAISE AND INSTANT FEEDBACK
WORK AND LIFE ARE FULLY INTEGRATED
COLLABORATION IS SECOND NATURE TO THEM
Stuff that millenials say

DO WE REALLY HAVE TO DO ALL THIS TO GET ALONG WITH THEM?
PRAISE THEM ENDLESSLY
PROMOTE THEM FOR SHOWING UP
ACCEPT THEIR VERSION OF BUSINESS CASUAL
ALLOW THEIR PARENTS INTO THE CONVERSATION
TOLERATE THEIR INCESSANT USE OF TECHNOLOGY
ALLOW THEM TO SET THEIR OWN HOURS
THEY ARE FLEXIBLE ABOUT TIME, SPACE AND TOOLS
THEY ARE SKILLFUL AND CREATIVE WITH TECHNOLOGY; MAKE IT WORK FOR YOUR ORGANIZATION
THEY ARE ENGAGED AND THEY HAVE GLOBAL CONSCIENCE
THEY HAVE PASSION
THEY ARE NOT BURDENED WITH STEREOTYPICAL NOTIONS OF RACE, ETHNICITY OR GENDER
THEY ARE CONNECTED; USE IT
Generation X

Noun
the generation born after the baby boomers
roughly from the early 1960's to the mid 70's), often perceived as being disaffected and directionless


Lack of Social Mobility
Through the 1949's to the 1970's the standard of living increased but then it flatlined.

Gen-Xers earn 1/3 less than their parents did at the same age

They no longer feel that things will get better and question as to whether or noe\t they would even ourearn their parents
This is the genenration that experienced less time with parents, were the first 'latchkey kids' and may have even aided in raising younger siblings
Now have to contend with caring for children, aging parents, student debt-theirs and their childrens, and just a stress economically in general
Work Wise
Gen-Xr's are focused on self-reliance and less on respect
This could create problems within the work environment
Tend to not care what people think of them
World view
The have less optimism than baby boomers who came before
They are unsure if they will end up doing better that their parents
Some Gen-Xr's eventually had their parents wealth trickle down to them
1965-1980 Generation-X
Baby boomers acounted for 80 million while Millenials, the group immediately following Gen-X, has 78 million while the Gen-X is only 46 million
"Instead of getting free love, we got AIDS"-Douglas Rushkoff
"We didn't believe in the same kinds of things as boomers. It was much harder to fool us. If the Gen-Xers were like 'No, I'm not in it for the money', Millienals rebelled and are completly greedy".
More Gen X
they did not have 'helicopter' parents and have roughly six times the debt of the proceeding generation making retirement even more difficult to achieve
Generation X
Self-motivated generation but also deemed the 'middle' child due to being in between the baby boomers and the Millenials
Nostalia for a moment
Who did not own at least one flannel shirt back in the 1990's
What shaped Gen-Z?
Global war on terrorism
School shootings
Irag and Afghanistan war
Social Networks
"Cyber-Bully"
Kirkpatrick, K., Martin, S., Warneke, S.
"The answer isn't a custom workplace for each group, but an integrated system of environment, tools and policies that brings out the best in every generation."
Kirkpatrick, K., Martin, S., Warneke, S
Gensler
Gensler is a global architecture and strategic consulting firm. Their project and research experience in the area of integenerational workplaces has provided innovative ways to look at the issue of bridging the differences between generations in a positive way.
Kirkpatrick, K., Martin, S., Warneke, S
What shaped or influenced
The Veterans?
World War II
Depression
John F Kennedy assassination
Birth of Rock n Roll
Civil Rights Movement
Lived within nuclear families (mom & dad, siblings)
Man on the moon - Neil Armstrong
Respect was expected and enforced (corporal punishment) - Mr., Ma'am, Sir.
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