1	Generational Communication Styles How they affect your career
2	Purpose Raise awareness and understanding of our differences Introduce generations and their characteristics Illustrate generation-based workplace conflicts Show how misunderstanding affects business
3	Generations — Who are they? Baby Boomers GenX GenY
4	Baby Boomers Who are they? Born between 1943 and 1960 (after World War II) Raised in an era of extreme optimism, opportunity and progress 73 million people Retires from the workplace by 2012
5	GenX Who are they? Born between 1965 and 1980 (born to Baby Boomers) Witnessed the cold war and rise of technology. 40 million people
6	GenY Who are they? Born between 1981 and 1992 (born to Baby Boomers and GenX) Comprised of 14-24 year olds; the oldest in their early 20s Some characteristics fly in the face of both GenX and Baby Boomers
7	Generational Facts First time in American History that three generations work side by side They all view the world differently Their differences can cause strife in the workplace They all have something to add to the workplace
8	Baby Boomers Assets: Often found in management positions Paid their dues Service oriented Driven, high work ethic Understands workplace politics Willing to ‘go extra mile’ Willing to please Excellent team players Conform to organizations Believe in titles and status Leave the office well after 5pm
9	Baby Boomers Limitations: Not naturally budget minded Uncomfortable with conflict Reluctant to go against peers May put process ahead of result Sensitive to positive feedback Judgmental of differences of opinions Finds non conformists disrespectful and offensive
10	GenX Assets: Found in middle management positions Bureau of statistics estimates they will hold, on average, 9 jobs by 32 years old Techno literate Not intimidated by authority Creative, likes ownership Quick promotion is critical Adaptable Not money driven Driven by work/life balance
11	GenX Limitations: Impatient “Two-way street” employment Commitment reluctance Cynical; no loyalty Want quick promotion Need feedback to retain Demands life/work balance Leave at 5pm “Job hoppers”
12	GenY Assets: Optimistic Tenacity Multi-taskers Technology savvy Good at research Likes teamwork Love of and willingness to learn Fresh energy
13	GenY Limitations: High need for feedback High need for structure Unable to deal with complex problems No understanding of office politics Inexperienced Require training, training, training Unable to go ‘figure it out’ Instant gratification/impatient Will leave at 5pm, especially if not engaged
14	Baby Boomer What they privately think of GenX/Y: Lazy—no work ethic; not willing to work hard. Rude—lack social skills; whiners Spend too much time on the internet Grew up and live on “easy street” A “you owe me attitude” Haven’t paid their dues Always do things their own way Nothing to offer professionally— I’ve done it all
15	Gen X/Y What they privately think of Boomers: Workaholics— Do you have a life outside of here? Self righteous Too political—always trying to figure out the pecking order. Lighten up, it’s only a job Entitlement vs. performance Why won’t you train me? What is the point of this task? You’re “old”
16	Three Generations The conflict: All different points of view All “true,” due to their upbringing It’s all about your perspective
17	How did we get here? Each generation was raised by the one before: Matures raised Baby Boomers, Baby Boomers raised GenX, Boomers and GenX raised GenY. Each generation has a perception of how the world operates, based on their experience Each generation is ‘right’
18	How does this affect you and your career? Understand the management styles based on generation Determine what is important to your manager Determine the unspoken performance expectations Adjust your conversation and performance to match
19	A word on GenY… Give them: Training Explanation of the “big picture” Constant positive feedback on good performance Don’t expect them to “figure it out”
20	Baby Boomer Management Styles Tends toward “hands off” leadership Wants employees to figure it out— they did… Wants dedicated, loyal employees with high work ethic Any conversation that sounds different frustrates them May not conform to the generational differences in the workplace—old habits die hard
21	GenX Management Style Needs technology-driven employees Likes adaptable employees “Laid back” management style Prefers low politics in the workplace Bases decisions on performance, not tenure Takes weekends off
22	Communication: GenX/Y Let them know what they do matters Tell the truth Explain why you want them to do it Give them rewarding opportunities Praise them in public Make the workplace fun Balance fun with clear objectives focused on the business Model behavior—they are recording Give them the tools to do the job
23	For Baby Boomers, it’s taxing… GenX and GenY are not like you— all are different due to upbringing Realize that it’s ok They have value; they do have something to offer you and the workplace You may need to mentor them Work within those parameters This communication may not feel natural to you Realize these things—because it’s about your profitability
24	It all comes down to this… Be aware Respect differences Communicate on their level Reinforce good performance Train and retain—younger generations are your future Working side by side, all generations have something to offer each other
25	Contact Information Elizabeth Lions Technical Recruiter at APCON, Inc. Lions_Elizabeth@yahoo.com