Four Generations and Four Generations and What to Do About ThemWhat to Do About Them

Kelli D. Peck Parrott, Ph.D.Kelli D. Peck Parrott, Ph.D.Director and Associate Clinical Director and Associate Clinical

Professor, Student Affairs Administration Professor, Student Affairs Administration in Higher Educationin Higher Education kpparrott@tamu.edukpparrott@tamu.edu

Texas A&M UniversityTexas A&M University

Theory to practice…Theory to practice…

What were the national What were the national events you remember as events you remember as you were growing up?you were growing up?

Generations: The History of Generations: The History of

America’s Future, 1584-2069America’s Future, 1584-2069 (Strauss & Howe, 1991)(Strauss & Howe, 1991)

GenerationsGenerations:: Length is approx. the Length is approx. the

phase of birth to phase of birth to adulthood, 22 years.adulthood, 22 years.

Boundaries are fixed Boundaries are fixed by peer personalityby peer personality

Four primary types Four primary types of generations: of generations: Idealist, Reactive, Idealist, Reactive, Civic, and AdaptiveCivic, and Adaptive

Two Important Social MomentsTwo Important Social Moments

Secular CrisisSecular Crisis

Focus on Focus on

reordering reordering the the world of world of institutions institutions and and public public behaviorbehavior

Spiritual Spiritual Awakening Awakening

Focus on Focus on changing changing

the the inner world inner world of of values and values and

private private behaviorbehavior

Types of GenerationsTypes of Generations

Idealist -Idealist - increasingly indulged youthsincreasingly indulged youths after a secular crisisafter a secular crisis

Reactive - Reactive - grow up under-protected and grow up under-protected and criticized youths during a criticized youths during a

spiritual awakeningspiritual awakening Civic -Civic - Increasingly protected as Increasingly protected as

childrenchildren after a spiritual after a spiritual awakeningawakening

Adaptive -Adaptive -Overprotected and suffocated Overprotected and suffocated youths during a secular crisisyouths during a secular crisis

Generations…Generations…Lost Lost

GenerationGeneration1883-19001883-1900 ReactiveReactive

GI GI GenerationGeneration

1901-19241901-1924 CivicCivic

SilentSilent 1925-19421925-1942 AdaptiveAdaptive

BoomBoom 1943-19601943-1960 IdealistIdealist

1313thth/ Gen X/ Gen X 1961-19811961-1981 ReactiveReactive

MillennialMillennial 1982-20031982-2003 CivicCivic

HomelandHomeland 2004-2024?2004-2024? AdaptiveAdaptive

Our Upper Level Administrators Our Upper Level Administrators & Co-workers – Silents or & Co-workers – Silents or

Traditionalists (1925-1942)Traditionalists (1925-1942) Spent their youth in Spent their youth in

the great depression the great depression and WWIIand WWII

The “in-between” The “in-between” generationgeneration

No US president (If No US president (If Mr. McCain had won, Mr. McCain had won, he would have been he would have been the first)the first)

Very protective Very protective parents, who were parents, who were sacrificing for themsacrificing for them

Our Upper Level Administrators Our Upper Level Administrators & Co-workers – Silents or & Co-workers – Silents or

Traditionalists (1925-1942)Traditionalists (1925-1942) After all their After all their

parents sacrificed parents sacrificed and went through and went through and having and having experienced the experienced the Depression, they Depression, they still feel still feel somewhat lucky somewhat lucky to have jobs.to have jobs.

Have seen so Have seen so much change so much change so quickly in the quickly in the workplace.workplace.

Our coworkers & Our coworkers & supervisors…supervisors…

BoomersBoomers (1943-1960)(1943-1960) Looking for spiritualism, Looking for spiritualism,

flocked to drugs and religion; flocked to drugs and religion; most active era of church most active era of church formation in the 20formation in the 20thth century century

Redefined Gender roles – Redefined Gender roles – gender was their issuegender was their issue

““A generation that when A generation that when young trusted nobody over young trusted nobody over 30 today trusts nobody 30 today trusts nobody under 30.”under 30.”

Issues – remember when…; Issues – remember when…; seen a great deal of change, seen a great deal of change, especially in the workplace; especially in the workplace; raised with the work ethic of raised with the work ethic of parents who survived the parents who survived the depression and WWII.depression and WWII.

Our coworkers & Our coworkers & supervisors…supervisors…

BoomersBoomers (1943-1960)(1943-1960) Work is a dominant force in Work is a dominant force in

their lives; they often sacrifice their lives; they often sacrifice far too much for the good of far too much for the good of the employer.the employer.

One Benchmarks leadership One Benchmarks leadership study was full of largely study was full of largely Boomer execs lamenting over Boomer execs lamenting over sacrificing time with family, sacrificing time with family, spouses, and personal spouses, and personal interests for the sake of work interests for the sake of work (Downing, 2006).(Downing, 2006).

Downing, K. (July/August 2006). Next generation: What leaders need to know

about Millennials. Leadership in Action, 26, 3.

Our coworkers and mid-Our coworkers and mid-managers…managers…

Xers Xers (1961-1981)(1961-1981) True children of the 1960s and True children of the 1960s and

1970s1970s Awakening period to their parents Awakening period to their parents

for them was a nightmare of self-for them was a nightmare of self-immersed parents, disintegrating immersed parents, disintegrating homes, AIDS, and a “Me” economyhomes, AIDS, and a “Me” economy

Find a world of more punishing Find a world of more punishing consequences than anything the consequences than anything the Silent or Boom generations ever Silent or Boom generations ever knewknew

Knew that where the Boomer Knew that where the Boomer children had been worth the children had been worth the parental sacrifice of prolonging an parental sacrifice of prolonging an unhappy marriage, they were notunhappy marriage, they were not

Our coworkers and mid-Our coworkers and mid-managers… …Xers managers… …Xers (1961-1981)(1961-1981)

Not shielded, so adult life held no Not shielded, so adult life held no secrets…believe they need to keep their secrets…believe they need to keep their eyes open, expect the worst and handle it eyes open, expect the worst and handle it on their ownon their own

Two-thirds have found they have to work Two-thirds have found they have to work harder than other generations to enjoy the harder than other generations to enjoy the same standard of livingsame standard of living

Try to call as little attention to themselves Try to call as little attention to themselves as possible, really have not come together as possible, really have not come together as a generation. You can find anything in as a generation. You can find anything in this group.this group.

FEARFEAR Race was their issueRace was their issue

Millennials – The Next Great Millennials – The Next Great GenerationGeneration (Howe & Strauss, (Howe & Strauss,

2000)2000) Young Americans Young Americans

born 1982 or afterborn 1982 or after Most numerous, Most numerous,

affluent, and affluent, and ethnically diverse ethnically diverse generation in generation in American historyAmerican history

Largely the children Largely the children of Boomers, pre-of Boomers, pre-teens are the teens are the children of Xers.children of Xers.

Millennials…our colleagues???Millennials…our colleagues???

ConventionalConventional – turning back toward – turning back toward traditionalism, but with a modern traditionalism, but with a modern twist –very rules oriented and highly twist –very rules oriented and highly moralmoral

ConfidentConfident – very optimistic about – very optimistic about people and themselvespeople and themselves

SpecialSpecial – have been perceived as – have been perceived as special since birthspecial since birth

Millennials…our colleagues??? Millennials…our colleagues???

ShelteredSheltered – sheltered and protected in – sheltered and protected in ways that prior generations have notways that prior generations have not

PressuredPressured – feel more stress than any – feel more stress than any other generation hasother generation has

AchievingAchieving – group is perceived as – group is perceived as achieving so individuals feel pressure achieving so individuals feel pressure to keep upto keep up

Team OrientedTeam Oriented – oriented toward – oriented toward teams rather than individualsteams rather than individuals

Millennials…our Millennials…our colleagues?colleagues?

Very close to their Very close to their parents. You are not just parents. You are not just getting an employee, but getting an employee, but parents too.parents too.

Helicopter parentsHelicopter parents Family oriented – 71.3% Family oriented – 71.3%

considered raising a family considered raising a family to be an “essential or very to be an “essential or very important objective”important objective”

These parents provide a These parents provide a great deal of support, but great deal of support, but also intrusion and also intrusion and annoyance as well.annoyance as well.

ACE & UCLA Higher Education Research Institute, The American freshman: National norms for Fall 1999.

Millennials…Millennials… ““Candidates are stalling on Candidates are stalling on

job offers to consult with job offers to consult with their parents. Parents are their parents. Parents are calling hiring managers to calling hiring managers to protest pay packages and protest pay packages and trying to renegotiate.”trying to renegotiate.”

Numbers of companies are Numbers of companies are involving parents in the involving parents in the recruiting process with recruiting process with welcome packets and welcome packets and including them on including them on informational sessions, but informational sessions, but not beyond.not beyond.

Downing, K. (July/August 2006). Next generation: What leaders need to know

about Millennials. Leadership in Action, 26, 3.

Millennials…our colleagues?Millennials…our colleagues? Very technologically Very technologically

savvy, though there savvy, though there are socio-economic are socio-economic differences.differences.

Often form initial Often form initial opinions of opinions of organizations based organizations based on their websites.on their websites.

Downing, K. (July/August 2006). Next generation: What leaders need to know

about Millennials. Leadership in Action, 26, 3.

Our work and workplaces…Our work and workplaces…

By 2010 will see an exodus of By 2010 will see an exodus of Boomers – 2 leaving for every one Boomers – 2 leaving for every one new hire (Gerdes, 2006)new hire (Gerdes, 2006)

85 million Baby Boomers, 51 million 85 million Baby Boomers, 51 million Xers, 75 million MillennialsXers, 75 million Millennials

Theilfoldt, D. & Schief, D. (August 2004). Generation X and the Millennials: What you need to know about mentoring the new generations. Law Practice Today.

Issues and areas of Issues and areas of conflict…conflict…

IssueIssue: Silents and Boomers : Silents and Boomers have sacrificed all for the have sacrificed all for the company/organization, company/organization, Millennials appear to have Millennials appear to have no loyalty to the no loyalty to the organization. organization.

Common GroundCommon Ground: This is not : This is not new. Xers were not loyal new. Xers were not loyal either. Millennials and Xers either. Millennials and Xers seem to form more loyalty seem to form more loyalty to the project, their co-to the project, their co-workers, and perhaps the workers, and perhaps the values of the company. Are values of the company. Are looking for companies that looking for companies that value social responsibility, value social responsibility, diversity, and the diversity, and the environment.environment.Gerdes, L. (September, 2006). The best places to launch a career.

Business Week, 4001.

Issues and Areas of ConflictIssues and Areas of Conflict

IssueIssue – The generations – The generations share a similar share a similar language with totally language with totally different meanings. different meanings. Ex. Broken record Ex. Broken record technique, OMG, BFFtechnique, OMG, BFF

Common groundCommon ground – Find – Find means for keeping up, means for keeping up, Facebook, MySpace, Facebook, MySpace, blogsblogs

Issues and areas of Issues and areas of conflict…conflict…

IssueIssue: Silents and Boomers feel : Silents and Boomers feel devalued, as if their devalued, as if their experience and contributions experience and contributions are no longer important. are no longer important. Millennials are not willing to Millennials are not willing to pay their dues.pay their dues.

Common GroundCommon Ground: Millennials : Millennials areare impatient to make an impatient to make an impact, but they are eager impact, but they are eager for feedback. While they want for feedback. While they want to be respected, they are also to be respected, they are also looking for leadership. looking for leadership. Several orgs are giving new Several orgs are giving new employees senior level employees senior level mentors.mentors.Gerdes, L. (September, 2006). The best places to launch a career.

Business Week,

4001.

Issues and areas of Issues and areas of conflict…conflict…

IssueIssue: Silents, Boomers, and : Silents, Boomers, and especially Xers are highly especially Xers are highly independent. The independent. The Millennials’ involvement of Millennials’ involvement of parents and need to work parents and need to work on teams is seen as on teams is seen as childish. “They just need to childish. “They just need to grow up!”grow up!”

Common GroundCommon Ground: The biggest : The biggest

complaint about Xers was complaint about Xers was their inability to work with their inability to work with others. Millennials do this others. Millennials do this well and can teach us all. well and can teach us all. The truth is teams do The truth is teams do accomplish more than accomplish more than individuals.individuals.

Issues and Areas of ConflictIssues and Areas of ConflictIssueIssue: : AuthorityAuthority – Silents respect it, – Silents respect it,

Boomers have a love-hate Boomers have a love-hate relationship with it, but now are relationship with it, but now are the authority. Xers are the authority. Xers are unimpressed with it and unimpressed with it and Millennials do not see the need Millennials do not see the need for it.for it.

Common Ground: They are used to instant answers and the internet, the great equalizer. They will seek out the most knowledgeable and influential person regardless of rank. Training and information are key.

Robinette, K. (July 24, 2009). Millennials in the workplace challenge managers. Daily Journal of Commerce.

Tips for working with Tips for working with Millennials…Millennials…

1.1. State desired outcomes clearly and State desired outcomes clearly and specifically, then get out of the way. Allow specifically, then get out of the way. Allow freedom to do it how, where, and when freedom to do it how, where, and when they prefer if possible, but with clear they prefer if possible, but with clear quality/volume expectations and quality/volume expectations and timelines. Time is a 24/7 resource. Tell timelines. Time is a 24/7 resource. Tell them when it’s due, not when to do it.them when it’s due, not when to do it.

2.2. Put it in writing – they are rules oriented.Put it in writing – they are rules oriented.

Heathfield, S. (n.d.). Managing the Millennials: 11 tips for managing the Millennials. Retrieved November 1, 2009. http://humanresources.about.com/od/managementtips/a/millenials.htmShepard, S. (2004). Managing the Millennials. Retrieved April 28, 2008. www.shepardcomm.com/managing-millennials-wp.pdf

Tips for working with Tips for working with Millennials…Millennials…

3.3. Have the work be meaningful – help them see Have the work be meaningful – help them see meaning and impact – KEYmeaning and impact – KEY

4.4. Provide continuous feedback, but be as Provide continuous feedback, but be as positive as possible – Oreo or sandwich positive as possible – Oreo or sandwich methodmethod

5.5. Experiential learning is preferred; use Experiential learning is preferred; use different learning techniques, multimedia, different learning techniques, multimedia, activities, etc.activities, etc.

Phillips, C. (February, 2008). Get the best out of Millennials by tweaking habits. Advertising Age, 79, 6.

Tips for working with Tips for working with MillennialsMillennials

6.6. Be prepared to train them about Be prepared to train them about EVERYTHING – assume nothing about EVERYTHING – assume nothing about behavioral norms behavioral norms

7.7. Cross-train – keeps them engaged, Cross-train – keeps them engaged, challenged, and helps them to form challenged, and helps them to form attachments to the work and colleagues attachments to the work and colleagues (train them to get a job somewhere else)(train them to get a job somewhere else)

8.8. Provide work-life balance – important to Provide work-life balance – important to them and all of us.them and all of us.

Heathfield, S. (n.d.). Managing the Millennials: 11 tips for managing the Millennials. Retrieved

November 1, 2009. http://humanresources.about.com/od/managementtips/a/millenials.htm

Tips for working with Tips for working with MillennialsMillennials

9.9. Provide leadership and guidance – they Provide leadership and guidance – they want to look up at you, be connected, want to look up at you, be connected, and learn – mentor and coach.and learn – mentor and coach.

10.10. Play to their strengths, let their Play to their strengths, let their creativity, technological skills, and creativity, technological skills, and brainpower loose and they will do brainpower loose and they will do amazing things.amazing things.

11.11. Remember we were all young too…they Remember we were all young too…they are in the process of becoming.are in the process of becoming.

The Most Important Tip for The Most Important Tip for working with Millennialsworking with Millennials

People are like onions, People are like onions, they have lots of layers. they have lots of layers. Generation is only one Generation is only one layer and this layer and this information may or information may or may not apply. There is may not apply. There is criticism of these criticism of these generational images.generational images.

Treat everyone as the Treat everyone as the INDIVIDUAL they are.INDIVIDUAL they are.

Generational ViewsGenerational Views

““Children nowadays are tyrants, they Children nowadays are tyrants, they contradict their parents, chatter contradict their parents, chatter before company, gobble their food, before company, gobble their food, and tyrannize their teachers.”and tyrannize their teachers.”

attributed to attributed to SocratesSocrates

Questions? Questions? Comments?Comments?

Thank you!Thank you!

ReferencesReferencesACE & UCLA Higher Education Research Institute, The American freshman: National

norms for Fall 1999.Downing, K. (July/August 2006). Next generation: What leaders need to know about

Millennials. Leadership in Action, 26, 3.

Gerdes, L. (September, 2006). The best places to launch a career. Business Week, 4001.

Hallon, J. (March, 2008). Millennials at the gate. Workforce Management, 87, 4.

Heathfield, S. (n.d.). Managing the Millennials: 11 tips for managing the Millennials. Retrieved November 1, 2009. http://humanresources.about.com/od/managementtips/a/millenials.htm

Howe, N. & Strauss, W. (2000). Millennials rising: The next great generation. New York: Vintage Books.

Phillips, C. (February, 2008). Get the best out of Millennials by tweaking habits. Advertising Age, 79, 6.

Robinette, K. (July 24, 2009). Millennials in the workplace challenge managers. Daily Journal of Commerce.

Shepard, S. (2004). Managing the Millennials. Retrieved April 28, 2008. www.shepardcomm.com/managing-millennials-wp.pdf

Strauss, W., & Howe, N. (1991). Generations: The history of America’s future, 1584-Generations: The history of America’s future, 1584-20692069. New York: Morrow.

Theilfoldt, D. & Schief, D. (August 2004). Generation X and the Millennials: What you need to know about mentoring the new generations. Law Practice Today.