Working Across the Generation Gap(s)

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Working Across the Generation Gap(s)

• Judy Delany, M.S., MPH, MT(ASCP)
• Director, Training Services Division
• Office of Workforce and Career Development

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Changes in the Workforce

• Older people remain in workforce
• Baby Boomers are reaching middle age
• Reduced birth rate of the 1960s and 70s
• Expansion of women in the workplace
• Increasing ethnic population
• Fewer full-time, full-benefits jobs
• Job categories eliminated

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Generational Characteristics

• Chronological generation
• Based on value systems (constant)
• Cut across cultural lines
• Creates Competition in workplace

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History of the US

• 1940s D-Day, Pearl Harbor, Hiroshima
• 1950s Korean War, Rock Roll, Polio Vaccine
• 1960s JFK, Vietnam, Moon Landing, Woodstock,
  Civil Rights
• 1970s Watergate, First PCs, Womens Rights
• 1980s Challenger, Berlin Wall Fell, Reagan
• 1990s OKC Bombing, Clinton Scandals, Desert
  Storm
• 2000s 9/11, Iraqi War, Mars Rover

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Generations at work at CDC
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Generations by Birth Dates

• GI (1901 1922)
• Veterans/Silents (1922 1946)
• Veteran/Sandwich group (1930 -1943)
• Baby Boomer (1946 1960)
• Generation X (1961 1981)
• Gen Y/Millenials (1981 2000)
• Futurist (2000 -- ?)

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Veteran Generation (1922 1946)

• Traditional, loyal
• Invented bureaucracy
• conformity
• Hard-working
• Law and order
• Respect for authority
• Duty before pleasure

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Veteran Sandwich Group (1930-1946) Description

• Helpmate generation
• Served in Korean War
• Never had their own President
• Generation without a cause
• Knew hardship
• McCarthy era
• Influenced by having to be seen and not heard
• Sought job security from large corporations

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Veteran GenerationGenerational Perceptions

• Boomers
• Theyre dictatorial and rigid
• Theyre technologic dinosaurs
• Theyre narrow-minded
• X-ers
• Theyre too set in their ways
• Theyve got all the money
• Learn how to use your e-mail!
• Millennials
• Theyre trustworthy
• Theyre good leaders
• Theyre brave

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Tips for Working with Veterans

• Why not necessary component
• Use human relations skills
• Technology-driven communication is a no-no
• Emphasize experience as an asset
• Prove necessity for change
• May need more time for orientation
• Respect their cost-conscious mindset
• Consider for part-time or project employment

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Baby Boomer Generation (1946-1960)

• Individualistic, self-absorbed
• Independent, distrust authority, judgmental
• Well-educated, sophisticated, optimistic
• Role in society to force change
• Soul-searchers, moralistic worldview
• Seek security

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Baby Boomer (1946-1960) Values

• Teamwork
• Personal gratification from work
• Involvement
• Health Wellness
• Optimism
• Leadership
• Personal relationships

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BOOMERS Generational Perceptions

• Veterans
• They talk too much about personal things
• They are self-absorbed
• X-ers
• Theyre self-righteous workaholics
• They talk the talk but dont walk the walk
• Lighten upits only a job!
• Millennials
• Theyre cool
• They work way too much

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Tips for Working with Boomers

• Leverage willingness to work hard
• Thrive on public recognition
• Need opportunity to voice recommendations for
  improvements
• Steer toward results not process
• Focus on challenges and the near future
• Negotiate the need for change

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Management Tips for Boomer Managers

• Learn to relax
• Adjust your management style
• Listen to new ideas
• Learn to use technologic communication
  effectively
• Hire managers attuned to the new generations

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Generation X (1961-1981) Description

• Risk-takers, creative
• Quick, short-term rewards
• Embrace change, highly flexible
• Question authority
• Seek balance
• Self-reliant
• Unorganized
• Technologically adept

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Generation X (1961-81) Values

• Electronic Information
• Diversity
• Individualism
• Pragmatism
• Personal Relationships
• Leisure Time

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GEN X Generational Perceptions

• Veterans
• They do not respect experience
• They do not follow procedures
• They dont know what hard work is!
• Boomers
• Theyre slackers
• They dont do things our way
• They spend too much time on the computer
• Millennials
• Cheer up!

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Tips for Working with Xers

• Enjoy working alone
• Hate micro-management
• Need access to technology
• Good brainstormers
• Emphasize short-term, not long-term
• Need fun workplace

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Management Tips for Gen X Managers

• Be more patient with poor performers
• Rely on more experienced personnel for advice
• Adjust management style
• Take time to get to know your employees and be
  friendly

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Generation Y, Nexters or Millennials (1981-2003)

• High self-esteem
• Achievers
• Internet generation
• Patriotic
• Community-oriented
• Confident
• Energetic

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Millenials (1982-2003) Description

• Busy, overplanned lives as children
• Stress, constant change
• Internet generation
• Achievers, confident
• Civic-minded, duty
• Diversity, sociability
• New media darlings

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GEN Y/Millenials Generational Perceptions

• Veterans
• They have good manners
• They watch too much TV
• Boomers
• Theyre cute
• They need more discipline from parents
• They need too much attention
• Gen Xers
• Another generation of spoiled brats!
• Neo-Boomers!

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Tips for Working with Millennials

• Enjoy volunteer efforts
• Take advantage of their technological
  capabilities
• Good with older mentors
• Potential conflict with X-ers
• Need practical feedback
• Financial incentives important

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WHY is This So IMPORTANT???

• Workforce shortage in all fields
• By 2010, 17 of workforce will be 55 or older
• By 2012, 10,000 Americans will turn 65 every day
• By 2015, one-half the number of people will be in
  the workforce to fill the middle management or
  experienced positions

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Public Health WORKFORCE

• Average age of PH workforce is 47 yr
• 20 Public Health workforce eligible to retire
  in 3 years/50 by 2012.
• 25 of the CDC workforce will be eligible to
  retire in 5 years (CDC 2007 data)
• ASTHO- State Public Health Employee Shortage
  Report A Civil Service Recruitment and
  Retention Crisis, 2007

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Generational Representation as Percentage of
Workforce
(1977-1998) (1965-1968)
(1946-1964) (1933-1945)
2007 data from Meet the Millennials
presentation by the Government Executives Network
on 2/19/2008
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EMPLOYEE RETENTION

• 1999 Wall Street Journal survey---Top Reasons
  People Leave Their Jobs
• Disrespect
• Lack of challenge
• Poor communication
• Unclear expectations
• Little or no involvement in decision-making
• Salary increase???

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CAREER SECURITY VSJOB SECURITY

• Xers and Millenials will have more jobs in their
  lifetimes than previous generations
• More opportunities
• Building personal resume
• Skeptical of all institutions

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EVERYONE NEEDS--

• Balance in work/home life
• Respect
• Rewards

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Each generation brings a clean slate into the
world. But the world itself is not a clean
slate, and what happened before needs to be
learned and remembered.The New Yorker, April,
1985