Central Illinois HR Group
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GENERATIONAL LEADERSHIP
How to Effectively Manage/Lead All Four Generations in the Workplace
Mixing Leadership, Experience, Ambition and Fun.
WANTED: INTENTIONAL COMMUNICATORS!!
Micro Inequities: Communicating with Intention
For the first time in history, four distinct generations – Matures, Boomers, Xers, and Millennials (Yers) – are employed side by side in the workplace. With differing values and incompatible views on leadership, these generations have stirred up more than their share of conflict in the business world.
Effective management of this generational divide is extremely vital to the longevity and success of your businesses. In fact, there are some that believe that it’s the most important demand a company can make of its leaders.
Generational Leadership….
Eliminating generational discord is grounded in understanding what makes each one tick.
- What are each generation’s core values?
- What do they expect of their leaders?
- How do they define success?
- How are they different from you?
As you will learn, the only common ground is the intensity with which each generation holds fast to its value system. Understanding and respecting those generational biases are critical to bringing out the best in every employee.
Let’s identify more clearly the Four Generations in the Workplace:
Born before 1940 (Traditionalists)
KEY: When you think of this generation think: Duty, Honor, Sacrifice, Country
Common Experiences:
- Great Depression
- Pearl Harbor
- WWII
- FDR Elected
- SS System began
- Hiroshima
- Hitler Invades Austria
Matures: An Overview
They either fought in WW II or were children during the war. The eldest members of the Matures remember the Great Depression and their memories of those times have made an indelible mark on them. Many of their behaviors today can be traced back to their experiences during the Depression.
Of the four generations, the Matures are the smallest in numbers (55 million). They’re also the wealthiest. Both the company and the employee believed that loyalty to one another created even more loyalty. They worked for one company and stayed with their employer until they retired and got their gold watch. Moms stayed home and kept up the house and raised the children.
Today the Matures are being acknowledged everywhere you turn for their efforts. Tom Brokaw has written about them (“The Greatest Generation”). Featured films such as “Saving Private Ryan” and “Band of Brothers”. Politicians court them since they have the highest voting attendance on record. They also have one of the nation’s most powerful lobbies in the AARP.
Matures in the Workplace
- Are loyal to their employer and expect the same in return.
- Possess exceptional interpersonal skills.
- Would prefer and enjoy flextime so they can work on their own schedule.
- Believe promotions, raises and recognition should come from job tenure.
- Measure a work ethic on timeliness, productivity and not drawing attention.
- Demand quality. It’s more important than speed or efficiency.
- Willing to follow the rules that have been established.
- Think standard is just fine. No need to get all fancy or customize.
Prefer to Work for…
Born between 1940 - 1960
KEY: When you think of this generation think : Individuality,”ME” generation,
60-hr. work week, Internal Competition, Workaholic, Materialistic.
Common Experiences:
- Civil Rights Movement
- The Cold War
- Birth Control Pills
- Landing on the Moon
- MLK “I have a dream” speech
- JFK, RFK, MLK assassinations
- Vietnam War
- Woodstock
- Roe vs. Wade
Boomers: An Overview
Today the Boomers are in control. They run the show. They run our local, state and national governments. They are the bosses, supervisors, managers, and CEO’s of most companies, and they dominate the workforce because of their massive numbers (77 million). Baby boomers feel compelled to challenge the status quo and are responsible for many of the rights and opportunities now taken for granted. They are an amazing workforce because of their dedication to a solid, strong work ethic that’s uniquely defined by them as working long and hard. They play hard – work hard. BB coined the phrase “workaholic”.
They value “face time” with their supervisors. Baby Boomers must be seen working hard because it adds value to who they are.
The Matures laid the groundwork for the US to become an influential member of the corporate working world. The Boomers came behind them and set the wheels in motion. Part of becoming a better person is learning to operate as a fluid member of a team, and the Boomers are champions of teamwork.
Boomers today are still working as hard as they’ve ever worked but some are now asking themselves if their intense work ethic has paid off the way they had hoped. They’ve seen a shift in the workplace when it comes to company loyalty. They’ve seen that change dramatically as tough economic conditions have required layoffs and downsizings. Their work ethic may have gone unrewarded and they are wondering if they’ve missed critical parts of their lives while giving the company 110%. Boomers are evolving today and in the second halves of their lives will live with a different focus.
Boomers in the Workplace:
- Believe in, champion, and evaluate themselves and others based on their work ethic.
- Work ethic for BB is measured in hours worked. Note: Measuring productivity in those hours is less important.
- Believe teamwork is critical to success.
- Believe relationship building is very important.
- Expect loyalty from those they work with.
- Value control of their time
- Invite technology that will enhance productivity not cause more problems.
- Believe rules/policies should be obeyed – unless they’re contrary to what they want; then it’s ok to break them.
- Want ‘things’ that will indicate to their peers that they’re successful. It’s all about status.
Prefer to Work For…
Born between 1960 - 1980
KEY: When you think of this generation think: Skeptical, Reluctant, Slackers, Lazy,
Common Experiences:
- Watergate
- First PC’s (Tandy, Apple)
- Women’s Lib
- Challenger Explosion
- Desert Storm
- Fall of Berlin Wall
- Rodney King
- John Lennon Shot
- Gulf War
- Video Era Explosion
- Skyrocketing divorce rates
- Massive Corporate Layoffs
Xers: An Overview
They came onto the scene and were given an unflattering, vague name. They were immediately defined as “slackers.” Characterized as unmotivated, lethargic, sarcastic, and irreverent. They were the first generation that parents could take pills not to have. And, if that wasn’t enough, as youth they were told they’d be the first generation in the nation’s history that would not be as successful as their parents (good positive reinforcement). Every institution in the US that has said “you can trust us” (government, the church, military, marriage, and major corporations) has fallen flat on its face. Through it all you would think this generation of Xers would be pessimistic about their world and their future. On the contrary, they’ve adopted a sort of “carpe diem” (seize the day) attitude.
“There’s nothing we can count on in the future, so we’ll focus short term and make sure each day has significance.”
Today you’ll find the eldest Xers achieving management positions and the youngest have been in the workplace for at least 6 years or more.
Xers in the Workplace:
- Super Motivated
- Do or die Boomer work ethic. However, in contrast to BB overtime work ethic, generation Xers believe that work isn’t the most important thing in their lives.
- Want and need open communication regardless of position, title or tenure.
- Don’t expect loyalty, they see no problem changing jobs to advance professionally.
- Xers respect production over tenure
- Value control over time.
- Look for a person to whom they can invest loyalty, not a company.
- Xers can spot a phony a mile away.
- Want options; make sure you have a plan B, C and or D.
- Embrace technology as a way to maintain control of their lives.
Prefer to Work For…
Born between 1980 – 1995 (GenerationY’ers)
KEY: When you think of this generation think: Coddled, Confident, Dependent, Uncommitted.
Common Experiences:
- Oklahoma City Bombing
- Columbine
- 9/11 Terrorist Attack
- Clinton/Lewinsky
- Internet Boom
- Two sets of parents
- Four sets of grandparents
Millennials: An Overview
Born in a time where cell phones, laptops, remote controls, and Bluetooth, the Millennials are living in a world synonymous with technology. They are the social media junkies of Youtube, Facebook and Twitter! Studies show that they’ll see more change in their lifetime than any other generation. The Millennials have mostly only known affluence in their lives. Another term used to describe the Millennials is “Cuspers” – wedged between two generations.
Children of the BB’ers and the oldest Xers, the Millennials have lived protected, even shielded lives thanx to their “helicopter” parents. Threats of nuclear weapons, unchecked violence from their peers and terrorism in their home nation has jaded this generation. Their lives are epitomized by the yellow placards from a decade ago on every minivan on the nation’s roads – “Baby On Board.” “Be mindful of my precious cargo.”
Today the Millennial are entering the workforce in droves. A population whose size will rival the Boomers, the Millennials come into the work force eager to learn and enjoy questioning things. They want to be close with their peers and search for leadership from their bosses and supervisors. Millennials are an army waiting to be guides, but they play by different rules and march to a different beat.
Millennialin the Workplace
- Search for the individual (s) who will help them achieve their goals.
- Want open, constant communication and positive reinforcement from their boss.
- They reject the notion that they have to stay within the rigid confines of a job description.
- Keep their career options open…wide open!
- Find working with someone of the Mature generation easy to do.
- Search for a job or tasks that provide great personal fulfillment.
- Are searching for ways to shed the stress in their lives.
- Don’t want to be rushed
- Want to be like their peers but with a unique twist
Prefer to Work For…
How do we as Leaders bridge the Generational Gap?
Formula for success involves FOUR steps:
- Be Aware of the Differences
- Ask them about their Needs and Preferences
- Appreciate/Build on their Strengths.
- Manage the Differences Effectively.
FACT: Of the four generations, Baby Boomers and generation Xers comprise the majority of the work force today. Thus, Baby Boomers and Xers pose the biggest potential for misunderstanding.
Workplace strategies for generations Xers to use with Baby Boomers
- Show Respect.
- Choose Face to Face Conversations.
- Give them your FULL attention.
- Play the Game.
- Learn the Corporate History.
Workplace strategies for Baby Boomers to use with generation Xers
- Get to the Point.
- Use E-mail.
- Give them Space.
- Get over the notion of Due Paying.
- Lighten Up!
Workplace strategies for Millennials working with Matures
- Honor the Chain of Command.
- Offer them Job Security.
- Value their Experience.
- Appreciate their Dedication.
Workplace strategies for Maturesworking with Millennials
- Challenge them.
- Ask them their Opinion.
- Find them a Mentor.
- Provide Timely Feedback.
Other KEY Generational Differences
Rewards & Incentives:
- Matures – A good word from the boss
- Boomers – Recognition / Attention and $$$$$
- Xers – Time Off
- Millennials – Flexible Schedules
Respect for Authority:
- Matures– The mostsenior person on the floor is the boss and expert
- Boomers – Believe in a Democracy in the Workplace. Collaborative environment
- Xers – Authority figures deserve skepticism
- Millennials – Unsure
Time on the Job:
- Matures – Work ethic defined by the punch clock
- Boomers – Visibility was and is the key – Workaholics
- Xers – “What does it matter when I work, as long as I get’r done”
- Millennials – “Newbie’s” They’re watching, listening & absorbing!
Multitasking:
- Matures – I will doone job very well over and over again
- Boomers – I’m so stressed. I wish we could go back to simpler times
- Xers – If you want me to work here, give me more projects
- Millennials – Bored. What more can I do?
Training or Skill Building:
- Matures – Already trained. No need for it
- Boomers – See it as giving employees (especially Xers) too much power
- Xers – See it as their passport for success
- Millennials – Training will be important
Leadership:
- Matures – Remember the great ones
- Boomers – Not instantly being accepted as leaders by the younger employees
- Xers – Distrustful of leaders but desperately want mentors.
- Millennials – “Look!...Up in the Sky!”
Bottom Line…
Each Generation has a “Groove.” Find it!
The next time you find yourself scratching your head or pulling out your hair in disbelief over the work habits and or behavior(s) of a staff member, stop and consider whether generational factors are at play. It may just provide you with enlightenment you need to successfully manage the situation before you say or do something you may regret…(“dang over”).
Thank you!
John P. Muñoz
Final Notes: ____________
GENERATIONAL LEADERSHIP
Managing/Leading all Four Generations in the Workplace
Mixing Leadership, Experience, Ambition and Fun.
John P. Muñoz | | Life Skills Coach | 815.872.6202 / 1