Generational Differences At Work

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I’m OK, You’re OK…………… OK?

Lynn [email protected], 2009

(Generational differences and their impact on collaboration and the work environment)

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Overview: Generational commonalities cut across racial, ethnic, and

economic differences…They all share with their generation what was in the air around them --- news events, music, national catastrophes, heroes, and heroic efforts.

(“You are where you were when”)

Depending on when people are/were coming of age, these events of their time have had a significant impact on their belief of the “way things should be.”* What is “right” for one generation is often in conflict with what is “right” for another generation.

•Clashpoints from When Generations Collide who they Are. Why They clash. How to Solve the Generational Puzzle at work by Lynne C. Lancaster and David Stillman•** Book title from IBMer, Sara Mouton Reger – about cultural clashes.

Can two rights make a wrong?**

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1940s

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1950s

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1960s

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1970s

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1980s

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1990s

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2000s

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In the 1950's Dr. Eric Berne began to develop his theories of Transactional Analysis. He said that verbal communication, particularly face to face, is at the centre of human social relationships. Thomas Harris later wrote a book called “I’m OK, You’re OK” to explain the model and popularized the idea simply stated in diagram below

Potential Generational Conflict

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Age Diversity?How does age diversity affect collaboration in the workplace? We still have a few loyal troopers from the Traditionalist Generation (born before 1945),

the Boomers have been change agents, but are starting to think of retirement (those born 1946-1964),

The Gen Xers are impatient to get on with the show and back to their lives (those born 1965-1980) and

The Gen Yers (born 1980+) are bringing all their techno-savvy into our offices.

Just as with cultural differences (i.e. Diversity training), and personality type differences (e.g. Myers Briggs) knowing and understanding the differences in generational background can foster better collaboration.

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When Generations Collide…………..AT THE AMERICAN Library Association (ALA)

meeting in Toronto, a telling generational shift was apparent--under the table.

The elegant Traditionalist librarian introducing the speakers wore a skirt, heels, and pantyhose.

The Baby Boomer speaker wore a pantsuit, sandals, and no stockings.

The Generation X librarian who participated in the panel discussion wore a short skirt and (horrors) flip-flops!

•Extract from article The Click and Clash of Generations By Lynne C. Lancaster. Boomer Lynne C. Lancaster is cofounder with Gen Xer David Stillman ofBridgeWorks, a consulting firm ( www.generations.com<http://www.generations.com> ). They co wrote When Generations Collide: Who They Are. Why They Clash. How To Solve the Generational Puzzle at Work (HarperBusiness, 2002), which documents the Generations T survey mentioned here

Kaboom—a generational collision at its finest!

http://www.generations.com/

http://www.shop.com/op/~2_PC_HERRINGBONE_SUIT-prod-8689202-12742663

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Defining Generation typesTraditionalists Baby Boomers Gen Xers Gen Yers

Approx. Birth Years

1922-1943 1943-1960 1960-1980 1980-2000

Defining Events and Trends

PatriotismFamiliesThe Great DepressionWW IINew DealKorean WarGolden Age of RadioSilver ScreenRise of labor unions

ProsperityChildren in the

spotlightTelevisionSuburbiaAssassinationsVietnamCivil Rights movementCold WarWomen’s LiberationThe Space Race

Watergate, Nixon resigns

Latchkey kidsStagflationSingle-parent homesMTVAIDSComputersChallenger disasterFall of Berlin WallWall Street frenzyPersian Gulf Glasnost,

Perestroika

ComputersSchoolyard violenceOklahoma city

bombingIt Takes a VillageTV talk showsMulticulturalismGirls’ MovementMcGwire and Sosa Internet, mobile

phones, and instant messaging

Source: Ron Zemke, Claire Raines, Bob Filipzcak, Generations at Work, Managing the Clash of Veterans, Boomers, Xers,and nexters in Your Workplace, American Management Association, 2000 p.24 with modification to age brackets

Note: We must stay away from generalizing and stereotyping and realize that these are just guidelines which may help shed some light on different people's perspectives.

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The way they see the world… Traditionalists Boomers Xers Yers

Birth period:>> 1922-1942 1943-1960 1960-1980 1980-2000

Outlook Practical Optimistic Skeptical Hopeful

Work Ethic Dedicated Driven Balanced Determined

View of Authority Respectful Love/hate Unimpressed Polite

Leadership bycomm1unity

Hierarchy Consensus Competence Pulling together

Relationships Personal sacrifice

Personal gratification

Reluctant to commit

Inclusive

Turnoffs Vulgarity Political incorrectness

Cliché, hype Promiscuity

Ron Zemke, Claire Raines, Bob Filipzcak, Generations at Work, Managing the Clash of Veterans, Boomers, Xers,and nexters in Your Workplace, 2000, American Management Association, Page 155

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Work Styles Traditionalist Boomers Gen Xers Gen Ys

Linear work style

Change = Something’s wrong

Structured work style

Change = caution

Informal work style

Change = potential opportunity

Fluid work style

Change = Improvement

Source: n-gen People Performance Inc. www.ngenperformance.com

Clashpoints around CareersTraditionalists: Build a legacyBoomers: Build a stellar careerXers: Build a portable careerYers: Build parallel careers

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Work Ethics are Impacted by Generational Values Traditionalist s in the

Workplace Value Duty, Tradition, and Loyalty Disciplined and committed Civic Minded Willing to reinvent themselves Demand Courtesy

Boomers in the Workplace Value Individuality and Tolerance Change agents Drive to compete and excel Relationship oriented Hard work = Badge of Honor Searching their souls

Xers in the WorkplaceValue Pragmatism, Being Savvy Independent Entrepreneurial Flexible and adaptable Outcome oriented I’m having a life – right now!

Gen Yers in the Workplace Value Authenticity and Autonomy Digital natives Multi-taskers Collectivism is power Fewer gender or ethnicity issues Well educated

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Traditionalist Boomer Gen X Gen YersTraining The hard way Too much and

I’ll leaveRequired to

keep meContinuous and

expected

Learning style Classroom Facilitated Independent Collaborative & networked

Communications style

Top down Guarded Hub & Spoke Collaborative

Problem-solving Hierarchical Horizontal Independent Collaborative

Decision-making Seeks approval Team informed Team included Team decided

Leadership style Command & control

Get out of the way

Coach Partner

Feedback No news is good news

Once per year Weekly/Daily On demand

Technology use Uncomfortable Unsure Unable to work without it

Unfathomable if not provided

Job changing Sets me back Sets me back Necessary Part of my daily routine

Source: Lynne C. Lancaster and David Stillman. When Generations Collide:Who They Are. Why They Clash. How To Solve the Generational Puzzle at Work (HarperBusiness, 2002)

Each generation in the workplace comes with its own sets of experiences and expectations that can occasionally come in

conflict with one another

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Lots of data are being gathered that point to differences in generational preferences

"Working--Face Time“ Hudson, the staffing firm, has identified another difference between the generations. Gen Xers and Gen Yers need more hand holding or face time with their bosses than baby boomers or those over age 60.

One fourth of Gen Xers and Gen Yers want feedback from the boss at least once a week, compared with one-fifth of boomers and one in ten of those over age 60. Younger workers are also more likely to want a connection to the top brass and to socialize with their managers.

(The Washington Post, 26-Oct-2006, p. D2) This report provides Hewitt's summaries of human resources news that appeared in The New York

Times, The Wall Street Journal, and The Washington Post. Our intent is to capture the key HR messages, perspective, and tone of each article, without adding any of Hewitt's editorial opinion.

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A New Generation: Games and Gamers as they relate to business

Our research shows that this new generation is very different from the boomers in ways that matter

to the business. Beck and Wade

They desire systematically different goals in life

They have systematically different ways of working

How they compete, fit into teams, take risks are all different in statistically verifiable ways

They choose systematically different ways to learn

Sources: Beck and Wade, Got Game, 2005

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Quotes from blogs of Gen Xers“Outside of work, my life pretty much

consists of sports. I play ultimate frisbee, tennis, volleyball, ski, snowboard terribly, and have recently started indoor rock climbing. If I'm going to spend my day at the keyboard, I need to spend my free time keeping my body and soul in shape!”

“…By Mr. Walker's standards, a job is only as good as the life it provides..."Being a Gen-X'er I can see this common theme among many of my peers.”

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Comment from an GenYer:

“As a Nexter (born in '79) I thought that a few technological "Events and Trends" were missing. Most notably the internet and mobile phones. We rely a lot on IM and TXT messaging, something that may be perceived as very informal for other generations but a necessity for a generation juggling many distractions. I think this ties in very well with our push for 'collaboration' and 'networking.' I might even goes as far to say that a lot of your points fit in well with the growth of open source software and wikis. Both are technologies that rely on the community for contributions.”

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Gen Yers – Open to “Ignorance Elimination” “Ignorance Elimination” is a phrase coined by Bruce Kearney, ex-

HPer who says we seek knowledge to eliminate ignorance. Older generations fear showing their ignorance to others Younger generations are open and anxious to close gaps between

their knowedge and ignorance.

Example:In the Association of KnowledgeWork (AoK) on line Forum, young

Singapore students (GenYers) have no fear of asking basic questions of Senior Thought Leaders.

• (With Boomers……..not so much)

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Why does all this matter?

Innovation is the creative side of collaboration.Collaboration is built on trust.Trust is built on relationships.Relationships are built by getting to know others.Relationships cross generations

Knowledge cannot be conscripted; it can only be volunteered

David Snowden, Cynefin Centre

“Many ideas grow better when transplanted into another mind than in the one where they sprang up.” Oliver Wendell Holmes Jr. (1841-1935), Associate Justice, U.S.

Supreme Court

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Boomers have “deep smarts” and as they retire, knowledge transfer is becoming more important than ever

Source: Dorothy Leonard, Harvard

Source: Deep Smarts by Dorothy Leonard of Harvard

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Source: The New Role of Technology and Services in Next Generation BusinessesIGS Worldwide Market Intelligence, Headlights Program, February 25, 2005 - Research & Innovation Team

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The 7 Hidden Reasons Employees Leave Based on data from surveys of 19,700 employees performed by the

Saratoga Institute

The Process of Disengagement Reason #1: The Job or Workplace Was Not as Expected Reason #2: The Mismatch Between Job and Person Reason #3: Too Little Coaching and Feedback Reason #4: Too Few Growth and Advancement Opportunities Reason #5: Feeling Devalued And Unrecognized Reason #6: Stress From Overwork and Work-Life Imbalance Reason #7: Loss of Trust and Confidence in Senior Leaders

Source: The 7 Hidden Reasons Employees Leave: How to Recognize the Subtle Signs and Act Before It's Too Late by Leigh Branham Soundview Executive Book Summaries © 2005http://www.books24x7.com/book/id_11024/toc.asp

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Email from GenXer who recently left large technology company after 5 years

– “I've contemplated staying at here for my entire career, and it was a very tough decision to make.

– I'm hoping that forcing myself WAY out of my comfort zone, I will be more tolerant to risk and more willing to take more calculated risks in my life. You know the saying...no risk no reward. Well, I'm hoping that will pay off sometime

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The most common intergenerational problems concern managing and motivating others, – it's hard to motivate, coach and give assignments to someone you don't or don't

think you understand. – Trust is an important commodity in the workplace. Competence and common

understandings are important to building and maintaining trust.

We don't work well with people we don't trust to do the "right thing," however we define that. *

*Source: ”How Veterans, Baby Boomers, Generation Xers and Generation Nexters Can All Get Along in The Workplace”http://www.committment.com/getalong.html

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What issues do most Boomers have when it comes to relating to their Gen Xer co-workers?

Boomers, by and large, talk a more hands-off, participative, collegial management style than they actually practice. – They don't mean to be controlling, but they have a vision of how things

ought to look and or feel or be that they want to bring about - so they tend to insist things be done a certain way as well.

GenXers like to have a spelled-out goal, some resources, and the freedom to decide on how they are going to get things done. – They hate Boomer micro-management.

Xers don't buy into work, for work's sake. To expect them to make too many sacrifices for the good of "the project" or "the company" too often, will send the average Xer job hunting.


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“Do it for the Gipper*” is lost on Gen Xers and Gen Yers

Comment on this presentation from a Nexter:

The quote on this page rings very true within our consulting practice. In the past two years, I've seen about one person a month leave for these reasons

"Xers don't buy into work, for work's sake. To expect them to make too many sacrifices for the good of "the project" or "the company" too often, will send the average Xer job hunting."

*George Gipp of Notre Dame, whose deathbed request to his coach, Knute Rockne, to "Win one for the Gipper" has long been a part of the American lexicon

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Who do Generation Xers tend to have the most conflict with? In what area and why?

Boomers. No question. – They believe Boomers are set in their ways. Unwilling to learn new

things, and too interested in management fads and fancies. But day-to-day, the biggest conflict is over micro-management.

Boomers are alternately worriers and in need of feeling hands-on involved in things.

– Xers see this as untrusting and intrusive and…….annoying.

The Boomer is conflict averse, the Xer is unskilled in conflict management.

– It's a classic generational clash.


Gen Xer: “Adding fuseball and ping pong is not adding “fun at work” – it just takes away from time spent on personally desired activities – like bowling with my cronnies – it actually caused resentment that boomers were trying to placate Xers”

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Relationship with AuthorityTraditionalist Boomers Gen Xers Gen Ys

Respect for authority and hierarchical system

Seniority and job titles are respected

Challenge authority

Desire flat organizations that are democratic

Unimpressed by authority

Competence and skills are respected over seniority

Respect for authority who demonstrate competence

Flip traditional roles by teaching superiors how to use technology

Source: n-gen People Performance Inc. www.ngenperformance.com

What conflicts do Traditionalists, Boomers, Xers and Yers have about their view of authority and position in the workplace?

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How about rewards/recognition

Traditionalists like memorabilia. Plaques and trophies. Pictures of themselves with important people. Trips to posh retreats are appreciated - even when there is a seminar attendance attached.

Boomers like lots of public recognition, status symbols, first class travel upgrades and nice travel bags. The image of the Road Warrior still has appeal. Being asked to explain the organization's winning strategy at an industry trade show is seen as prestigious. A night of fine dining or a trip to a favorite resort or retreat are good rewards. They love see-the-world travel.

Xers like better technology. Personal technology, access to the best office tech is high on the list. Adventure holidays, extreme sports holidays - and toys; things to play with and on are appealing. They also appreciate family oriented rewards and time-off as a perk.

Gen Yers like open avenues for education and skills building. Organize outings for them - everything from picnics and sporting events to a group theater night. Best "hi-tone" activity is a very fancy, tented dinner outing, followed by an outdoor concert.

*Source: ”How Veterans, Baby Boomers, Generation Xers and Generation Nexters Can All Get Along in The Workplace” http://www.committment.com/getalong.html

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Reward Differently


Traditionalists Reward: The satisfaction of a job well doneMotivate: Honor their hard work with plaques and other symbolic records of achievement.

Boomers Reward: Money, title, recognition, corner officeMotivate: Assist them in gaining name recognition throughout the company.

Gen Xers Reward: Freedom is the ultimate rewardMotivate: Give them lots of projects. Let them take control of prioritizing and juggling

Gen Yers Reward: Work that has meaning for me.Motivate: Open avenues for education and skill-building.

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Today’s business success depends on innovation Innovation is the creative side of collaborationCollaboration is built on trustTrust is built on relationships Relationships cross generations

(Lynn Busby)

I’m OK, You’re OK………

Generational Differences At Work

Career

Transcript of Generational Differences At Work