+ What is a Generation?

+
Bridging
Generational
Gaps
February 4, 2014
Christine Hassler, MA
+
What is a Generation?
Defined by:
 Formative
events
 Parenting
trends
 Changes
in technology
+
Generational Landscape
Matures
Born before1945
Baby Boomers
Born 1946-1964
Gen X
Born 1965-1977
Gen Y
Born 1977-1995
+
Generational Continuum:
Whatever it takes, Hours,
Visibility, Face time
We, Nation, Team, Company
Luxury, Intimidating,
Diversions, Toys
TIME • TEAMWORK • TECHNOLOGY
Success = Balance, Time
as a Currency, Ownership
I, My, Individual, “What’s
in it for me?”
Reliance, Flexibility, New
Skills
+
What makes each
generation unique?
MATURES (TRADITIONALISTS)
Born: 1928 to 1945
30 Million
Formative Events:

Homogeneous families,
neighbors, conformity

WWII

Great Depression

Pearl Harbor

First manned space flight

Significant increase in
economic prosperity

Growth in white collar jobs
+
MATURES: Traits
 Strong
Military connection / duty and sacrifice
 Respectful
 Loyal
 “We
of authority / Hierarchical
to institutions / companies
First”
 Motivated
 Work
by financial rewards and security
ethic measured in timelines
 Delayed
 Heroes:
gratification
Groups
BABY BOOMERS
Born: 1946 to 1964
80 Million
Formative Events:

Civil Rights Movement and
Feminist Movement

Vietnam War

Assassinations of idealistic
leaders

Watergate and Nixon’s
resignation

The Cold War
+
BOOMERS: Traits
 Most
Influential Generation
 Work-a-holic
 Anti-authoritarian
 Motivated
 Last
by changing the world
generation to pay dues in traditional ways
 Believe
teamwork is critical to success
 Expect
loyalty from those they work with
 Running
 Heroes:
the show
People they’ve never met
GEN X
+
Born:1965 to 1977
45 Million
Formative Events
 Watergate
 End
of the Cold War – fall of the Berlin Wall
 Challenger
Explosion
 The
Gulf War
 The
PC boom / Internet
 The
Reagan Presidency
 Women
more fully integrated into the
workforce
 Significant
increase in their parents’ divorce
rates & unemployment
+
GEN X: Traits
 Skeptical
 Prove
/ Cynical
it to me
 Independent
 Live
/ Loners
for today, “carpe diem”
 Work
/ Life balance
 Believe
their value is not in what they do, but
in what they know
 Heroes:
People they know who have proven
themselves
+
GEN Y (MILLENNIALS)
Born:1977 ~ 1995-(2000)
77 Million
Formative Events:

9/11

Oklahoma City Bombing

Columbine

Global Warming

Katrina

Internet Boom

Dual-income Families

Strong Economy

Kid-centric Culture
+
GEN Y: Traits

Confident and conscious

Diverse and highly tolerant

Consumers of EVERYTHING

Tech dependent

Known affluence and fame

Instant Gratification

Multi-taskers and processors

Financial freshman

Heroes: Parents
+
?????
 Which
traits unique to your generation do you
identify with?
 What
traits do you notice about other generations
in your workplace? Marketplace?
 What
did you learn about another generation that
has helped you understand someone you work
with, for, or who works for you?
 What
did you learn that helps you understand your
consumer better?
+
+
Understanding generational
differences is the first step to
bridging them
+
See the Gap:
Summary of Different Views
Around Job Change
Matures – Believes it carries stigma
Boomers – Believes it puts you behind
Gen X – Believes it is necessary
Gen Y – Believes it is routine
+
See the Gap:
Summary of Different Views
Around Career Goals
Matures – Belief in building a legacy
Boomers – Belief in building an incredible career
Gen X – Belief in building a portable, flexible career
Gen Y – Belief in building a parallel, passionate career
+
See the Gap:
Summary of Different Views
Around Work Ethic
Matures – We First / Nose to the grindstone
Boomers – Pay your dues / Workaholic
Gen X – Prove it to me
Gen Y – Instant Gratification
+
See the Gap:
Summary of Different Views
Around Training
Matures – Learn from experience
Boomers – Learn from working hard
Gen X – Learn from training and education
Gen Y – Continuous learning and experience
+
See the Gap:
Summary of Different Views
Around Identity
Matures – Blend in
Boomers – Who I am is what I do
Gen X – Define themselves outside the office
Gen Y – Individuals with herd mentality
+
See the Gap:
Summary of Different Views
Around Communication
Matures – Come see me
Boomers – Call me
Gen X – Email me
Gen Y – Facebook or text me
+
?????
 Where
are and what are the generational
gaps at your company?
 In
what ways are you challenged by
generational diversity?
 How
is it an issue for you, your team, and
company as a whole?
+
Best Practices
+
Best Practices: MATURES
 Show
respect, listen attentively
 Acknowledge
 Value
contributions . . . Humbly
their wisdom
 Be
spoken and written
 Be
clear, especially about changes
 Invite
discussion
 Offer
insights about co-workers and clients
+
Best Practices: BOOMERS

Acknowledge team & individual contributions

Value “face time”

Be succinct

Provide resources/tools to keep them up-to-date
and competitive

Retire retirement

Offer them options for greater responsibility (as
well as less)

Encourage giving back
+
Best Practices: GEN X

Time is a Currency

Recognize their identity is outside the workplace

Customization and Flexibility (family friendly)

Offer a variety of career paths with next steps

Networking (“seen and be seen”)

Leverage their entrepreneurial instincts 
Intrapreneurship

Money

Talk short-term

Prove it to them
+
Best Practices: GEN Y

First day unforgettable

Map out their career path

Provide frequent acknowledgement and feedback

Give detailed explanations and expectations

Celebrations!!!

Intrinsically motivate

Open-doors, asynchronous work, and device/sm freedom

Train and entertain

Reward with time and experiences

Be a coach
+
+
What is on the mind of Gen Y?

96% making money

91% being healthy

88% establishing a career

85% being debt free/reducing debt

74% education/pursuing an advanced
degree

72% being in a long-term
relationship/marriage

9 in 10 are asking themselves “what am I
going to do with my life?”
+
Taking a Deeper Look

Gen Yes vs. Gen whY me?

Adultolescence

Carrying 10K in credit card debt and 25K student loan debt

78% of college grads are moving home

Expectation Hangovers

16.1% unemployment rate 18-29

Almost 6 in 10 employed say they already have switched
careers at least once.

Only 1/3 say their current job is their career / 62% plan to quit
their regular job within two years
+
Why Gen Y

77 million strong and will reach 88 million by 2020

Current annual spending is 200 billion a year

Over the next 10 years, Gen-Y will be majority of ‘wealth
accumulators’ in developed economies and are becoming
the majority of the workforce

Influencers and trend-setters

Loyal, enthusiastic, creative, innovative, passionate,
idealistic, and really FUN
+
+
Attracting Gen Y

Invest in technology and engage

Have a story to tell

Deliver and be transparent

Include parents

Address how you will help them achieve
their goals

Implement social and environmental
conscious practices
+
Next Steps
+
?????

What ideas do you have to bridge generational
gaps in your workplace?

What are the immediate steps you plan to
implement?
+
Bridging the
Generational Gaps:

Provide a variety of flexible arrangements that cater to
each generation

More opportunities for generations to work together

Invest in top notch education and training in all forms

Re-recruit every day

Invite open dialogue

Create space for creative ideas

Set up mentoring and reverse mentoring opportunities

Prepare for the next generations!
+
Stop Generalizing Generations
+
“If you want happiness for a
lifetime - help the next
generation.”
Chinese Proverb
+
THANK YOU!!!
SIGN UP for my FREE
weekly newsletters:
www.christinehassler.com