clu generations at work colleen mccarthy, human resources may 16, 2012
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CLU GENERATIONS AT WORKColleen McCarthy, Human ResourcesMay 16, 2012
“I see no hope for the future of our people if they are dependent on the frivolous youth of today, for certainly all youth are reckless beyond words. When I was a boy, we were taught to be discrete and respectful of elders, but the present youth are exceedingly wise and impatient of restraint.”
Hesiod, the father of Greek didactic poetry, 700bc
TALKIN’ ‘BOUT MY GENERATION
TRADITIONA
L
• Number of people in any given age group• Impact that group has on the future• Generally grouped in 20 year brackets
SOCIOLOGIC
AL
• Conditions that are the forces at work as each generation comes of age• Shared attitudes• Common history• Formative events• Similar tastes
TALKIN’ ‘BOUT MY GENERATION, con’t.
• Shape attitudes, values and behavior
COMMON EXPERIENCES
• Help us recognize the different perspectives and priorities
GENERAL CHARACTERISTICS
• In the workplace, classroom and social settingsIMPLICATIONS
ACTIVITY
Pair up with someone from
a different generation
Think back to the 7th Grade (you were 12)
Tell your partner:
ACTIVITY, con’t.
Who were your heroes or role models and
why?
Who was President and what was his
legacy to you?
What was the latest
technological trend and how did you use it?
What TV or Radio shows were popular?
CURRENT WORK FORCE IN THE US
1925 to 1945
Silent
7%
1946 to 1964
Boomers
38%
1965 to 1985
Gen X
30%
1986 to 2001
Gen Y
25%
CURRENT WORK FORCE AT CLU WITHOUT ADJUNCT: 474
1925 to 1945
Silent
8 %
1946 to 1964
Boomers
51.5 %
1965 to 1985
Gen X
36.5 %
1986 to 2001
Gen Y
4 %
CURRENT WORK FORCE AT CLU WITH ADJUNCT: 893
1925 to 1945
Silent
13 %
1946 to 1964
Boomers
52 %
1965 to 1985
Gen X
32 %
1986 to 2001
Gen Y
3 %
WHAT’S COMING?
• Even before the recent economic downturn, workers planned to work well into their 70’s
• Show loyalty/reap rewards by staying with the organization indefinitely
Silent’s
1925 - 1945
• 45 million boomers were projected to retire by 2017 – now need to work another 9 years to replace recent losses
• According to projections by UC Davis, starting in 2005, the number of boomers retiring will outstrip available replacement workers
Boomers & Jones
1946 – 1964
• Not enough people in Gen X to replace Silent’s and Boomers as they retire
• Balance life, Balance work, Balance play
Gen X
1965 - 1985
GENERATIONAL CLASH
• Older/seasoned employees received the perks and toys
• People moved up in rank if they paid their dues
HISTORICALLY
• Gen X sees there are limited traditional jobs, develops an idea, starts an e-business
• Hires Boomers to work at non-management level
NOW
• An organizational culture that has been shaped by the values, standards, and policies may not be compatible with the next generation that leads it
WHAT DOES THIS MEAN?
HOW DOES THIS IMPACT THE TEAM?
Trust is difficult to
earnValues Differ
Perceptions of
competence vary
Work rewards are different
for each generation
The most common intergenerational problems concern managing and motivating others
WHY DOES THIS MATTER TO THE EMPLOYEE?
Innovative problem-solving
requires collaboration
Collaboration is built on trust
Trust is built on relationships
Relationships are built by
getting to know others
Relationships cross
Generations
“…You know, can we all get along…?”
Rodney King
CAN WE GET ALONG?
Stereotypes, Perceptions and Absolutes• 20% of all employees state that co-workers from
different generations do not respect them
Reality, Attitudes and Expectations• 51% of all employees of different generations
work effectively together• Conflict areas are work ethics, managing change,
organizational hierarchy
WHAT ISN’T WORKING?
GENERATIONAL CONFLICT COMES FROM
Acceptable work hours
or work conditions
Perception of
disrespect and
dismissive
Issues related to
Technology
Resentment between
generations
WHAT IS WORKING?
Open and Frequent
Communication
Difference Deployment
ACORN IMPERATIVES
• Accommodate Employee DifferencesA• Create Workplace ChoicesC• Operate from a Sophisticated Management
StyleO• Respect Competence and InitiativeR• Nourish RetentionN
“If you want happiness for a lifetime - help the next generation.”
Chinese Proverb
BRIDGING THE GAP
Which generations
are represented
in your department?
What are the implications
for our approach to
problem solving?
How must we adapt in order to be generation friendly?
BRIDGING THE GAP, con’t.
C• Clarify roles for every job in every department
C• Create an environment that is inclusive and open, fun,
supportive, and allows for mentoring across generations
C• Communicate so that goals and directions are
understandable to all generations in the workplace
NEXT STEPS
Value the differences
Focus on
Results
Be Open
2017 WORKPLACE
Gen X will be in charge40% of workplace will
be independent contractors
8% Growth of women leaders in the
workplace
233% increase in the number of “green” jobs
Lattice Careers instead of Ladder Careers
Burden of benefits will be shifted more towards
the employee
Workforce will be more fluid and more virtual• 28% increase in
telecommuting full or part time
“WHAT DOES THIS MEAN?”
People need to develop skills now for jobs they
want to have later
On TV, scenery changes every 20
seconds
Future resources will be in high demand
• What will the needs be?• What will YOU want to do?
• Impact on communication and training?
• There are currently 76 Million Gen Y
• 25% of California Children are living in poverty
BIBLIOGRAPHYLancaster, Lynne and Stillman, David; “When Generations Collide”: Collins Business, 2002
Zemke, Ron, Claire Raines, and Bob Filipczak; “Generations at Work”; American Management Association, 2000
Rowe, Kim A; “Training Across Generations”; ASTD Press
Schramm, Jennifer; Age Groups Mostly in Accord; HR Magazine; September 2004; Volume 49 ,No. 9, Society for Human Resources Management
Gaylor, Dennis; Generational Differences; http://www.reachtheu.com; April, 2002
Gandel, Stephen; Why Boomers Can’t Quit; Time Magazine, May 25, 2009
Wikipedia; http://en.wikipedia.org; Directed to other generational materials
Oliver, Lynne; Food Timeline: Popular 20th Century Foods; http://foodtimeline.org
Food Timeline; http://www.foodtimeline.org/
The Hungry Mind Review’s 100 Best 20th Century Books; sttp://www.bookspot.com
Kristy, Joe: The Changing Workforce
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