Download - Generations ppt teri updated
COMMUNICATING ACROSS THE
GENERATIONS
Presented by
Teri Zuege-Halvorsen, MS
Assistant Professor Family Living Educator
UW-Cooperative Extension
Program Outline
Introduction and Overview Background of the Generations How Do Generational Differences
Affect You? Communicating Across the
Generations
Workshop Goals
Increase knowledge and understanding of the four generations
Enhance comprehension of how generational differences affect working styles
Promote skills for effective intergenerational communication
Generational Diversity
Generational differences represent a critical aspect to workplace diversity.
How you view generational differences is based on your generational perspective.
Are you a mature, one of the many loyal “company people” most comfortable
with a top-down management approach?
Do you work for a driven and dedicated Baby Boomer willing to work late to
prove themselves?
Do you have team members who are Gen X’ers, most comfortable with casual
dress and flexible hours, resentful of traditional power and politics?
Is your organization prepared to recruit and retain Gen Y’s, a group of idealistic,
multi-tasking web-surfers?
Generations Brainstorming
The Matures Born between 1925-1945 Almost 6% of them are still in the
workforce, although many are part-time
Also known as the: veterans, seniors, traditionalists, silent generation
The Baby Boomers
Born between 1945-1963 or (1940 – 1960)
Over 72 million strong
Also known as: Boomers
The Generation X’ers
Born between 1964-1980
58 Million
Also known as: X’ers, BabyBusters, Post-Boomers,
The Generation Y’s
Born between 1981 and 2000
80 Million Strong
Also known as the:millennials, nexters, Nintendo Generation,Internet Generation
Cuspers
those born close to the dividing line between two generations. Are often able to straddle both generational
defining moments/signposts. Sometimes identify with one or the
other
Matures: Defining Events
The Great Depression & Dust Bowl The New Deal Social Security Established Golden Age of Radio Pearl Harbor Attacked WW II and Korean War Rise of Labor Unions
Boomers: Defining Events
Economic Prosperity Bay of Pigs Expansion of Suburbia Focus on Children Television/Rock & Roll Vietnam Assassinations Civil Rights Movement Cold War/McCarthy Hearings Space Race/Moon Landing
Gen X’ers: Defining Events
Watergate, Nixon resigns Roe vs. Wade Challenger Disaster Computers Single-parent homes Latchkey Kids MTV AIDS Harsh economic conditions/energy
crisis
Gen Y’s: Defining Events Technology -Internet Reality TV Multiculturalism Desert Shield/Storm Clinton Scandal Columbine & others Oklahoma City Bombing 9/11 – War Political Landscape
What Berlin Wall?
How Their Times Shaped Them
Generational Descriptors
Matures
Boomers Gen X’ers Gen Y’s
Defining idea…
Duty/Sacrifice
Individuality/Work
Diversity/Independence
OptimismCollaborate
Success because
Fought hard & won
Born and should have it
Have two jobs
Tenacity
Style… Team player
Self-absorbed
Entrepreneur
Team player
Leisure is…
Reward for hard work
The point of life
Relief Part of life
Generational DescriptorsMatures Boomers Gen X’ers Gen Y’s
Education is…
A dream A birthright
A way to get ahead
Life-long
Surprises in life are…
Some good, some bad
All good Avoid them – they are usually bad
Can be good
Future is… Rainy day to work for
Now is more important
Uncertain, but manageable
Can be planned for
Managing money…
Save Spend Hedge Spend parent’s $
Generational Descriptors
Matures
Boomers Gen Xers
Gen Y’s
Program means…
Social program
Cultdeprogrammers
Software
Sophisticated software
They celebrate…
Victory Youth Savvy Knowledge
The family…
Mom and Dad Grandpa,Grandma
Mom and Dad
Mom or Dad
Mom or Dad
Generational Descriptors
Matures Boomers Gen X’ers Gen Y’sSex… On your
honeymoon
In your car
Over the Internet
Back to basics
The phone is…
Rotary Touch tone
Cellular Wireless/Texting
Technology
Slide rules
Calculators
Spreadsheets
Game Systems
Source: Rocking the Ages, Smith, J. Walker and Ann Clurman
Generational Clash in the Workplace
Worldwide economy Rapid change in the workplace Mergers, acquisitions,
consolidations- Downsizing of organizations- Elimination of middle
management Less union activity/changes in
public unions - Seniority is only one element of promotion
Technology
The Result: No job is safe, and no career
assured.
Causes employees to identify more with their generation and blame other generations for workplace problems and issues.
The real generational workplace conflict is based on differences in values, ambitions, views, and mindsets.
Mature Values
Dedication/sacrifice
Law and order Strong work
ethic Risk averse Respect for
authority
Patience Delayed reward Duty, honor,
country Loyalty to the
organization
Boomer Values
Optimism Team work Personal
gratification Health and
wellness
Promotion and recognition
Youth Work Volunteerism
Gen X Values
Diversity Thinking
globally Balance in life Computer
literacy Personal
development
Fun Informality Independence Initiative
Gen Y Values
Optimism Civic duty Confidence Ambition/
achievement Tradition
Education Idealism Fun Diversity Personal
development
Matures at Work
Assets
Stable Detail oriented Work
experience Loyal Customer
service
Limitations
Uncomfortable with ambiguity and change
Reluctant to buck the system
Uncomfortable with conflict
“We’ve always done it that way” response
Boomers at Work
Assets Service
oriented Driven/
dedicated Willing to “go
the extra mile”
Good at relationships
Want to please
Good team players
Limitations Not naturally “budget
minded” Uncomfortable with
conflict Put process ahead of
results Sensitive to feedback Judgmental of those
who see things differently
Gen X’ers at Work
Assets Adaptable/flexible Techno-literate Independent Not intimidated by authority Creative
Limitations Impatient May have
poorer people skills
Not as much experience
Skeptical, some are cynical
Gen Y’s at Work
Assets Loyalty Optimism tempered
with realism Tolerant Multi-tasking Technological savvy
Limitations Need for supervision and structure Inexperience, particularly with
handling different people issues Customer service levels are low
Matures: Training & Development
Training Take plenty of time
Give them the “big picture”
Share the company/organizational history
Let them share their experiences
Developing Technology
Don’t stereotype as technophobes
Use formality and order
Don’t rush it
Boomers: Training & Development
Training
Focus on the future
Focus on challenges
Focus on their role
Development
Meetings and team building
Provide developmental experiences
Use business books and training videos
Gen X’ers: Training & Development
Training
Offer them access to computer-based informationand resources
Provide resource lists
Focus on balance
Have some fun
Development
Help them train for another job
Self-study online courses
Keep materials brief – bullets/checklists
Gen Y’s: Training & Development
Training Take plenty of time
Model the behavioryou want to see
Communicate expectations
Have some fun
Development
Focus on customer service and interpersonal skills
Provide a mentor; preferably a mature
Large teams with strong leadership
Messages that Motivate Matures
“Your experience is respected here.”
“It’s important for the rest of us to hear what has, and hasn’t, worked in the past.”
“Your perseverance is valued and will be rewarded.”
Messages that Motivate Boomers
“You are important to our success.”
“Your unique contributions will be recognized and rewarded.”
“What is your vision for this project?”
Messages that Motivate Gen X’ers
“Do it your way.”
“We’ve got the newest technology and a lot of professional development.”
“There aren’t a lot of rules here.”
“We’re not very corporate/rigid.”
Messages that Motivate Gen Y’s
“We provide equal opportunities here.”
“Your mentor is in his/her sixties.”
“You are making a positive difference to our company.”
“You handled that situation well.”
Communication: Levels of Response
Level 1Acknowledge and let it go.
Level 2 Change your behavior.
Level 3 Use a generational template to talk it over.
Source:The Xers & The Boomers, Claire Raines, Jim Hunt
Acknowledge and let it go Learn to “pick your battles”
Acknowledge that generational differences exist
Identify the generational factor involved with a co-workers behavior or response
Let your annoyance go and move on
Change your behavior React by altering your response
based on the generational principles you have learned
Make a conscious decision as to what you are going to say, or not say, what are the most appropriate words to use in your response, what is the most appropriate way to respond
Use a generational template
All involved recognize and acknowledge that each generation has a preferred communication style.
They go a step further and discuss how these preferences are affecting their situation.
They come to a mutual agreement about more effective ways to communicate with
each other.
Case Studies
USING THE ABC APPROACH
Accommodate differences
Be flexible
Create an atmosphere of trust
ACCOMMODATE DIFFERENCES
A diversity of perspectives enriches an organization
Understand and appreciate generational differences
Recognize and reward in ways appropriate to generationally diverse needs and desires
BE FLEXIBLE
Step “out of the box”
Focus on the end result rather than the process
Stay open to all possibilities
CREATE AN ATMOSPHERE OF TRUST
DO NOT micromanage!
Involve staff and volunteers in planning and decision making
Provide clear, specific goals, the resources need and then step out of the way!