Today I attended a workshop on generational awareness and mixing four generations in the workplace, offered through Learning Communications. The video presenter, Cam Marston, has been exploring generational differences in the workplace and presenting his findings across the globe since 1997. Each of the four categories of generational workers was described and outlined to help managers coach and affect motivation and behavior. Highlights of my notes follow – bear in mind the timelines provided may be plus or minus a year; for example, I am a Boomer but because I am at the end of the spectrum, I also have some Generation Xer influence – a good colleague of mine today confessed while he is a Boomer, he identifies with The Matures due to his upbringing in Boston (New England has its own work ethic) and he feels God, Duty, Honor, Country are equally interchangeable. So to “Be Wholly You“, let’s figure out where YOU fit in!
The Matures: Born 1909 – 1945; strong association with the military; most affluent group; values duty, honor, country; conformists; blend; likes relatable people (he’s a regular joe); values patience, values doing a good job, may have Army, Navy, or WW2 in background; relate to groups and not individuals; believe in sacrifice; experienced polio vaccine; experienced Great Depression and nation’s largest unemployment of nearly 25%; believes in obligation and security; Gone With The Wind may have been a significant movie; may like the newspaper and coffee (predictable routines); “Battle of the Bulge” is not an ongoing weight issue; prefers deference and respect; celebrate accomplishments (but not too much); occupy 5% of working population; may not adapt to technology unnecessarily; coach Matures by concentrating on a focus on quality. Many Matures relate will with Millennials.
The Boomers: Born 1946 – 1964; 80 million strong; 45% of workforce is composed of Boomers; most influential group; work is equal to worth; workaholics often putting in more than 55 hours a week; believe in visible success (trophies, certificates); will promote each other in workplace; have heroes like Mandela, King or Kennedy; known as Hippies – may have experienced Woodstock; experienced the assassination of John F. Kennedy, Martin Luther King, and Robert Kennedy; may be part of the nation’s largest population swell between 1950 – 1960; experienced bomb drills; experienced Three Mile Island; saw Dallas on TV; experienced the nomination of Geraldine Ferraro; recognize their wins; use optimistic language (the world is a bright place); recognize how busy they are; give direction in succinct time and bursts of info; honor team contributions; the 1st “Me” generation; likes customization; forever young; talks about past, youth, memories; finds identity in work; many Boomers may have Matures attitudes; may need to be asked if they’re struggling; coach Boomers by providing opportunities to feel victorious.
The Generation Xers: Born 1965 – 1979; the “prove it to me” generation; make up 40% of workforce; no common heroes; raised as parents’ friends; self-reliant; cynical; heroes are parents/grandparents; skepticism may outweigh cynicism; may be realizing significance of Chernobyl; not necessarily a believer of loyalty in workplace; experienced the fall of The Berlin Wall; want to work with people who are men/women of their word; want to know what you have done lately; talk to them in short-term talk (6 months is best); time is a currency; money & time is equal; their identity is found upon leaving work; mention back-up plans; answer the “why” question; no vague answers; answer the “where do i fit in question”; may question authority; seize the day mentality; try not to underplay challenges when coaching them; coach Generation Xers by providing all the details, options, and alternatives up front.
The Millennials: Born 1980 – 2000; The new workforce; optimistic; 75 million strong; unique individuals; tend to run in teams; were kept busy in youth; may be experiencing Adult-o-lescence; Army of One; may share parents’ taste in music; experienced Bob Dylan‘s Grammy for Time Out of Mind in 1997; know who Ludicrous is; instant gratification; want to find a job that makes them happy; tend to travel in packs; give them information in short bursts – may have difficulty focusing; like the quick and immediate; may need coaching with itemization and prioritization – may have problems structuring time; very technology savvy and unafraid; answer the how can I help you or what do you need questions; roles are still being defines; raised in times of prosperity; may suffer from lack of confidence; try to lower stress when coaching them; coach Millennials by highlighting peer-to-peer examples.
