Generations in the Workplace

By

Debora Rothermel

I will talk about…

I. The Workplace Today

II. The “Story” of Each Generation

III. The Power of “Four”

Points to Consider

Birth years defining generations aren’t carved in stone…you could be on the “cusp”

Examples are exaggerated to drive home points – not to offend!

My intent is not to “judge” but rather to share information.

“Each generation imagines itself to bemore intelligent than the one

that went before it, and wiser than the one that comes after

it.”

George Orwell

I. The Workplace Today

The Four Generations

Traditionalists 1922-1945• Most affluent

Baby Boomers 1946-1964• Running the show

Gen Xers 1965-1979• Prove it to me

Gen Ys 1980-1995 (2000)• Keep me in the loop

May 1968

1. Population Bubbles

2. Seniority System

3. A time of profound change

Demographic Shifts Every day 1,000 Boomers turn 55 years

old. For the first time, the number of workers

entering the workforce will not replace those leaving.

The Traditionalists and Boomers embody the culture of most organizations today.

One in three workers is over 55 years old.

II. The Life Story of each Generation

What you are, is where you were

when...

4.6 M Canadians

The Traditionalist Story

Raised in the wake of the Depression & WWII Parents were strict, disciplined Married early,4+ children Savers, Sacrifice, Respect, Hard work,

The Traditionalist at Work

Work long and hard hours Authoritarian leadership style Loyal to company and respect for authority Linear career in very small number of

companies Formal communication style Feedback – no news is good news

Born 1946-19649.4M Canadians

The Baby Boomers Story

Grew up in Post WWII economic expansion High birth rates Raised in a “child friendly” era Nuclear family – married in 20’s - high

probability of divorce Generation of optimism, exploration and

achievement Responsible for changes in rights of women

& minorities

Baby Boomers – at Work

Work hard to build a career in a few organizations

Accepting of authority – “pay your dues” Money, Title and Recognition are important Give maximum effort to job/career Face to face communication Proved your worth by surviving in a “sink or

swim” environment

Born 1965-19796.8M Canadians

Generation X’s Story

Grew up in an era of Watergate, fall of Berlin Wall heightened threats – AIDS, Environment

First cohort of the post-nuclear family, educated Introduction of the personal computer Learned independence early in life – “Latchkey kids” Difficulty entering the labor market and in becoming

financially independent Married later in life, fewer children, divorce common

Generation X at Work

Distrustful of authority and hierarchy - flat Question everything; sceptical, autonomous No “paying dues” “Free agent” approach Communication is informal; direct and specific -

email Fun and communal workplace Work/Life balance - flexibility

Born 1980 – 19958.9M Canadians

Generation Y’s Story Children of Boomers – high birth rate Wide variety of family types Products of “SE Parenting” & “Helicopter Parents” Introduced to technology early in life High standard of living, high material possessions Marketing target group Post secondary education an expectation High career expectations Delayed onset of adulthood

Generation Y’s at Work Won’t sacrifice personal life for career Leaders who will include them and work beside them Multitask/multi careers - No “paying dues” Thirsty for new skills and challenge Dedicated to goal achievement – dream job ‘fantasies’ Eager to find a “better way” to do things Uncomfortable with formality Quick, simple and frequent communication – texting! Need to be challenged and praised

III. The Power of “Four”

Develop a Generational Strategy

For Traditionalists

Respect their significant experience

Teach them instead of being “dismissive”

Explain instead of being impatient

Get them to share their knowledge

For Baby Boomers

Show respect Choose face to face

conversation Give them your full

attention Learn the corporate

history

For Generation X

Get to the point Use email! Give them space – do

not micromanage Remind yourself that it

is OK for work to be fun Groom them to step up

when the Boomers are gone

For Generation Y Challenge them Let them work on things

that matter Give responsibility Ask for their opinion Let them collaborate and

work on teams Find them a mentor Keep them in the loop Provide timely feedback –

positive!

“In case you are worried about what is going to become of the younger generation...

...they are going to grow up and

start worrying about the younger generation!”

Roger Allen

Young people are not living in our times,

we are living in theirs!

Debora Rothermel

Thank you!