the millennials are coming - johns hopkins...
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The Millennials are ComingDepartment of Pathology Diversity Series
Spring 2008
We Will Discuss:
An overview of the unique characteristics and qattributes of each of the four generations in the workforce today
Understand what makes millennials unique
Recognize the strengths and weaknesses of this group
What are the implications for Pathology?p gy
The Millennials are Coming. . .and they are 80 million strong!
For the first time in history, h kf f
. . .and they are 80 million strong!
the workforce spans four generations ( eighty years). Businesses must recognize gand adapt to the varying expectations and behaviors of each of these groups witheach of these groups, with particular emphasis on Gen X and the Millennials (the
i )younger generations).
The Millennials are Coming. . .
Events and ExperiencesTraditionalists:Traditionalists:
1922 -1945
≥ 29 Stock Market Crash≥ Great Depression≥ Pearl Harbor - World War II≥ Korean War≥ Women leave the home
Events and ExperiencesBoomers:(1946 -1964)
Civil RightsBirth control pillsSexual RevolutionSexual RevolutionCold WarSpace travelAssassinationsAssassinationsVietnam
Gen Xers:
Events and ExperiencesGen Xers:
1965 - 1980
Fall of Berlin WallWomen’s LiberationDesert StormA & Ald iArmstrong & AldrinInternet goes onlineAssassinationsAssassinationsLayoffs, down sizingTerrorist attacksChild abuse
Mill i l
Events and ExperiencesMillennials:(1981 – 2000)
School shootingsSchool shootingsOklahoma CityTechnologyCDC first reports on AIDSClinton / LewinskyIBM – PCNintendoAIDS Vi id tifi dAIDS Virus identifiedLoss of civility & modestyGulf & Iraq warsGulf & Iraq wars
Veterans(1922 - 1945)
Baby boomers(1946 - 1964)
Generation X(1965 - 1980)
Millennials(1981 - 2000)
R f O i i S i i R liCore values Respect for authority
Discipline
Optimism
Involvement
Personal
Scepticism
Fun
Informality
Realism
Confidence
Extreme fun
Sacrifice gratificationy
Self-reliance Social
Diversity
Family Traditional Disintegrating Latch-key kids Merged Family d
Nuclear
g g y d g dfamilies
Education A dream A birthright A way to get there
An incredible expensethere expense
Communication media
Rotary phones
Touch-tone phones
Cell phones
Call me only at
Internet
Picture phonesOne-on-one
Write a memo
Call me anytime
ywork
Technoliteracy
p
Tech savvy
Dealing with money
Put it away
Pay cash
Buy now, pay later
Cautious
Conservative
Save, save, save
Earn to spend
WORKPLACE CHARACTERISTICS
Veterans(1922 - 1945)
Baby boomers(1946 - 1964)
Generation X(1965 - 1980)
Millennials(1981 - 2000)(1922 1945) (1946 1964) (1965 1980) (1981 2000)
Interactive style
Individual Team player
Loves to have i
Entrepreneur
Poor people skills
Participative
Poor people killmeetings skills
Comm’n Formal
Memo
In person Direct
Immediate
Voice mail
Feedback and rewards
No news is good news
Don’t appreciate it
Money
Sorry to interrupt, but how am I doing?
Whenever I want it, at the push of a button
Satisfaction in a job well done
Money
Title recognitive
g
Freedom is the best reward
Meaningful work
M Y Y l d D i Will k i hMessages that motivate
Your experience is respected
You are valued
You are needed
Do it my way
Forget the rules
Will work with other bright, creative people
Work and family life
Ne’er the twain shall meet
No balance
Work to live
Balance Balance
WORKPLACE CHARACTERISTICS
Veterans(1922 - 1945)
Baby boomers(1946 - 1964)
Generation X(1965 - 1980)
Millennials(1981 - 2000)(1922 1945) (1946 1964) (1965 1980) (1981 2000)
Work ethics and values
Hard work
Respect authority
Workaholics
Work efficiently
C di
Self-reliance
W
What’s next
Multitasking
E i lvalues authority
Sacrifice
Duty
Crusading causes
Personal fulfilment
Want structure and direction
Entrepreneurial
Tolerant
Goal oriented, Adhere to rules
National pride
Desire quality
Question authority
Loyal to boss –not company
but not always focused
Volunteerism
Work is… An obligation An exciting adventure
A difficult challenge
A contract
A means to an end
FulfilmentA contract Fulfilment
Leadership style
Directive
Command and control
Consensual
Collegial
Everyone is the same
Challenge others
*TBD
control Challenge others
Ask why* As this group has not spent much time in the workforce, this characteristic has yet to be determined.
Generational Interaction: An Example
Traditionalists and Boomersmay have a tendency not tomay have a tendency not toquestion or challengeauthority or the status quoauthority or the status quo.This may cause confusion
d t t thand resentment among theXers and Millennials whoh b h khave been taught to speakup.
Generational Interaction: An ExampleXers and Millennials whoXers and Millennials whohave had different lifeexperiences andexperiences andcommunicate with peoplediff tl f il tdifferently, may fail toactively listen to Boomers
d T di i liand Traditionaliststhereby missing valuableinformation and guidance.
Assets and Liabilities
Assets: Liabilities:
stable, detail oriented, inept with ambiguity & change,
Traditionalistthorough, loyal, hard working
p g y greluctant to buck the system, uncomfortable with conflict
Boomers
team players, willing to do what’s necessary to get the job done
spenders, less comfortable going against peers, less willing to give feedback & sensitive in receiving feedback
X
adaptable, technoliterate, independent, unintimidated by
impatient, poor people skills, inexperienced, cynical, unrealistic
Xersp , y
authority, creativep , y ,
expectations, change jobs q12-18 months
collective action, optimism, need for supervision and structure,
Millennials
, p ,heroic spirit, multitasking capabilities, technological savvy
p ,inexperience – especially with handling difficult people issues, will not accept pay your dues mentality
Each group has its own distinct characteristics, values, and attitudes toward work, based on its generation’s life experiences. To successfully integrate
these diverse generations into the workplace, Pathology will need to embrace radical changes in recruitment, retention, and creating a
department culture that actively demonstrates respect and inclusion for its p y pmultigenerational work force.
What are the implications for Pathology:What are the implications for Pathology:
Recruitment
Retention
Rewards