Creating Adaptive Businesses: Growing Millennials and Working Across Generations
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Transcript of Creating Adaptive Businesses: Growing Millennials and Working Across Generations
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Creating Adaptive Businesses: Growing Millennials and Working Across Generations
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Facilitator: Merryn Rutledge, Ed. D., Principal, ReVisions
LLC Panelists Becky Cohen, Internship Program & Special
Projects Manager, VBSR Tom Novak, business leader Jessica Sabick, PHR, Vermont Energy
Investment Corporation Kerin Stackpole, Attorney, Paul Frank +
Collins
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Multiple generations in the workplace for longer periods of time
We come to the workplace with different◦ Work Experiences◦ Educations◦ Perspectives◦ Life Experiences◦ Influences◦ Responsibilities
Putting it all in Perspective
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Economic
Racial/Ethnic Diversity
Legal Protections◦Title VII◦Title IX◦ADA, FMLA, WC◦NLRA
Technology
Social Systems◦Community◦Family◦Marriage◦Church
Education
Interaction with the World
Workplace Practices
A World of Change
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The WWII GenerationBorn 1925-1945 – Approx. 70 Million
Baby Boomers Born 1946-1964 – Approx. 80 Million
Generation XBorn 1965-1980 – Approx. 50 Million
Generation Y/ MillennialsBorn 1980-2002 – Approx. 76 Million
When Generations Collide
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4 Generations are working side by side
Different values, experiences, styles, and attitudes create
◦ Misunderstandings◦ Frustrations◦ Inefficient communication◦ Lower productivity
Understanding and appreciating differences can help bridge the gap.
Why learn about the Generations?
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Influences◦ Great Depression, Roaring Twenties, ◦ World War II, Korean War, G.I. Bill
Some Common Characteristics◦ Patriotic◦ Respect for authority◦ “waste not, want not,” ◦ Faith in institutions◦ Military influenced top-down approach◦ Loyal and committed
WWII Generation (66 and older)
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Influential People/Events
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Logic, Hard Work, Discipline and Order are important
Tend to Struggle with Change
Loyalty and longevity are valued
Believe that Legacy is Important
Not Native Technology Users
WWII Generation (66 and older)
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Influences and Life Experiences
◦ TV, Vietnam, Suburban Sprawl, Watergate, civil rights movement, feminist movement, anti-war protests, drugs, rock ‘n roll
◦ Saw war as it happened and watched body counts rise in Vietnam in real time.
◦ Affected by the Draft
Some Common Characteristics
◦ Competitive
◦ Willing to Question Authority
◦ Optimistic
◦ Idealistic
◦ Hoping to Retire, but afraid they will never get the chance
Baby Boomers (46-65)
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Influential People/Events
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Often called the “Me” GenerationMoney, Title, RecognitionWant to Build A Stellar CareerTold They Could “Have it All”
◦ Experiences of Men and Women in this generation are significantly different on this point.
Now, members of this generation are “in charge”
Entitlements are being challenged by the aging of this generation.
Baby Boomers (46-65)
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Influences and Experiences
◦ Sesame Street, MTV, Game Boy, PC, divorce rate tripled in their lifetime, latch-key children, Title IX, Anita Hill/Clarence Thomas, 9/11
Some Common Characteristics ◦ eclectic, resourceful, self-reliant, distrustful of
institutions, highly adaptive to change and technology, willing to change jobs for better opportunities or greater life balance.
Generation X (30’s to mid 40‘s)
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Influential People/Events
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Possibly Most Misunderstood Generation
Seeking a balance between work and life – Freedom
Flexible and Motivated
Goal is to Build a Portable Career
Generation X (30’s to mid 40’s)
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Influences and Life Experiences◦ Rapid expansion of technology, climate change and
natural disasters, social networking in cyberspace, school violence, cultural diversity, flexible and virtual work environments
Some Common Characteristics◦ Globally focused, realistic, very cyber literate,
“personal safety” is a critical concern, seeking flexibility to achieve life balance, “informational overload,” comfortable with being constantly “connected”
Generation Y/Millennials (under 30)
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Influential People/Events
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Value Diversity/ Change
◦ Willing to make frequent changes to meet personal goals
◦ Willing to “try out” jobs to “rule out” what they do NOT want
Community Activism is Important Want Work to be Meaningful and to Have a Say
in How Work is Done Raised “by a Village”
(and used to having the entire “Village” involved)
Generation Y/Millennials (30 and under)
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“Helicopter Parents”◦ Less freedom given to this generation and more
direct involvement by parents in their daily activities
Typically from smaller families Education and Parenting methods based less
on discipline and more on teaching Good with Positive Feedback; Challenged by
Negative Feedback
Generation Y/Millennials (30 and under)
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Making Diversity Work Recognize that there can be conflicts between
employees of different generations or cultural backgrounds around issues such as:
◦ Goals (why we work)
◦ Work Styles (work as work, work as fun, balance)
◦ Feedback (style, frequency and method)
◦ Rewards (money, title, time)
◦ Career Path (stability, flexibility, fluidity)
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What practices work?
Looking ahead, what are top challenges vis-à-vis Millennials and future generations?
Questions for Discussion
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Shepard, S. Managing Millennials http://www.shepardcomm.com/managing-
millennials-wp.pdf Rutledge, M. Articles on Millennials and
Managing Diversity http://www.revisions.org/news.php Human Resources Tips for Managing
Millennials http://humanresources.about.com/od/
managementtips/a/millenials.htm
Additional Resources