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ACCEPTING DIFFERENCES

ACCEPTING DIFFERENCES. &. MAKING THEM WORK. FOR ALL. Presented by: Donna Morris & Cathy Dunlap. Senior Commissioner’s Representatives, AWSS-SCR Branch-Field Operations. August 11, 2011. Generations Timeline. Traditionalists/Matures (1909 – 1945). Baby Boomers (1946 – 1964).

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ACCEPTING DIFFERENCES

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  1. ACCEPTING DIFFERENCES & MAKING THEM WORK FOR ALL Presented by: Donna Morris & Cathy Dunlap Senior Commissioner’s Representatives, AWSS-SCR Branch-Field Operations August 11, 2011

  2. Generations Timeline Traditionalists/Matures (1909 – 1945) Baby Boomers (1946 – 1964) Generation X (1965 – 1978) Millennials (1979 - 2000)

  3. How Generations Communicate • Based on generational backgrounds • Distinct attitudes • Behaviors • Expectations • Habits • Motivational buttons

  4. Learning to Communicate • Eliminates many major confrontations • Misunderstandings in workplace

  5. Personal & Lifestyle Veterans (1909 – 1945) Traditionalists (1909 – 1945) Baby Boomers (1946 – 1964) Generation X (1965 – 1978) Millennials (1979 – 2000) Characteristics by Generation

  6. Understanding Generational • Sex / Drugs • Rock ‘n’ Roll • Dual Incomes Characteristics (General Observations…not intended to put people in a box) • Influencers • Traditionalists/Matures (1909 – 1945) • The Great Depression • World War II • The GI Bill / Cold War • Baby Boomers (1946 – 1964) • Economic prosperity • Vietnam / Watergate • Protest and Human • Rights Movements

  7. Understanding Generational Characteristics • Influencers • Generation X (1965 – 1978) • Sesame Street / MTV • Personal Computers • Loss of “World” Safety • Children of Divorce • AIDS • Millennials (1979 – 2000) • Expansion of Technology and the Media • Drugs and Gangs • Widening chasm between Haves & Have-Nots • Unprecedented Immigration Growth

  8. Understanding Generational Characteristics…continuing • Values • Traditionalists/Matures (1909 – 1945) • Job stability • Fiscal responsibility • Take care of possessions and responsibilities • Baby Boomers (1946 – 1964) • Who am I? • Seek organizations with integrity • Good pay • Politically correct

  9. Understanding Generational Characteristics…continuing • Values • Generation X (1965 – 1978) • Be my own boss • Team environment • Advancement opportunity • Millennials (1979 – 2000) • High value on lifestyle balance • High tech • Be my own boss • Stepping stone for future opportunities

  10. Understanding Generational Characteristics…continuing • Recruitment/Engagement/ • Management/Retention • Traditionalists/Matures (1909 – 1945) • Recognize their loyalty and experience • Select activities that help them show what they know • Have career paths, focus on evolution, not revolution

  11. Understanding Generational Characteristics…continuing Recruitment/Engagement/ Management/Retention • Baby Boomers (1946 – 1964) • Be aware of boomers’ competitive nature • Acknowledge their contributions • Offer continued training opportunities, especially life skills and balance

  12. Understanding Generational Characteristics…continuing • Recruitment/Engagement/ • Management/Retention • Generation X (1965 – 1978) • Respect their skepticism • Establish credentials • Show sense of humor • Talk about how training applies to their careers, not just their jobs

  13. Understanding Generational Characteristics…continuing • Recruitment/Engagement/ • Management/Retention • Millennials (1979 – 2000) • Don’t assume they are all at the same level in training; • Expect to do more remedial training • Teach in shorter modules • Help them visualize how training applies to their jobs • Understand they learn best by collaborating

  14. Understanding Generational Characteristics…continuing • Improving Feedback and • Communication • Traditionalists/Matures (1909 – 1945) • No news is good news • Info up and down the ladder • Provide training in feedback skills • Assume they can change behaviors • Baby Boomers (1946 – 1964) • Once a year, formal and documented • Initiate weekly informal talks and formally document them

  15. Understanding Generational Characteristics…continuing • Improving Feedback and • Communication • Generation X (1965 – 1978) • “So how am I doing?” • Immediate and regular feedback • Allow freedom to keep them learning and focused on career paths • Tell it like it is (Xers have a well tuned • BS-ometer)

  16. Understanding Generational Characteristics…continuing • Improving Feedback and • Communication • Millennials (1979 – 2000) • “I want it with the push of a button.” • Initiate the connection • Consider electronic connections • Make it visual • Allow them an active role in creating their • own education and work plans

  17. Understanding Generational Characteristics…continuing • Negative Stereotypes • Traditionalists/Matures (1909 – 1945) • Can’t learn technology • Refuse to give up the reins • Non-engaged • Baby Boomers (1946 – 1964) • Materialistic • Work hard not smart • Sold out their ideals • Heavily in debt

  18. Understanding Generational Characteristics…continuing • Negative Stereotypes • Generation X (1965 – 1978) • Haven’t paid their dues • Too young for management • Say what they think • Slackers / Aggressive • Annoying / Loud • Millennials (1979 – 2000) • Unaware of lack of skills • Require excessive affirmation • MTV generation

  19. Workplace Characteristics Veterans (1909 – 1945) Traditionalists (1909 – 1945) Baby Boomers (1946 – 1964) Generation X (1965 – 1978) Millennials (1979 – 2000)

  20. Ways to Minimize Generational Differences in Workplace • Focus on similarities rather than differences • Recognize that change does occur • Recognize the value and the perils of the “tried and true” • Develop a curiosity for things unknown to you • Ask questions rather than make statements • Avoid characterizations based on age • Be careful about cultural or historical references

  21. Challenges • Slow population growth between 1966 and 1985; not enough Gen X or Millennials to replace retirees during the next 5 years • Talent is still the name of the game • Every skilled worker of every age will be needed in every successful enterprise • The expressions “you’re too young” or “you’re too old” are moot points and need to be eliminated entirely from all hiring criteria

  22. Challenges…continuing • The mind-set of too old or too young needs to be replaced with: • Can they do the work • Can they learn the skills necessary • Can they add value to the workplace • Do they have the willingness to leverage their talents and expertise

  23. Remember • Members of multigenerational teams find that under the strata of age diversity lies a bedrock of unifying needs • Everyone seeks the same: respect, creative challenges, opportunity to add value, increasing responsibility, recognition and flexibility • The only difference is that the Xers and Yers want it at the beginning of their career, not later

  24. Remember…continuing • 100% responsible for how they create their lives, take care of themselves and their families, and use their experience to collaborate on getting the best work done every day • The most successful people in the 21st century will be true “Gen Mixers”

  25. Remember…continuing We are all responsible for our careers, lives and families. Develop a healthy sense of WIIFM as we contribute the best work alongside the best people of all ages every day!

  26. Question(s)

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