Bridging the generational gap

www.ejswebster.com Jennifer M. Webster 1
Bridging the
Generational Gap
Business Strategies, Inc.

Workshop Outcomes
 Communicate more effectively regardless of
generational differences.
 Evaluate your own generational obstacles to
collaboration in the workplace and beyond.
 Describe effective motivation and retention
techniques for individuals from different
generations.
 Prepare yourself and your employees to focus on
teamwork, productivity and civility rather than
generational stereotypes.

Agenda
 Welcome and Introductions
 The Different Generations
 Looking at Your Own Team
 Stereotyping
 The Future
 The Bridge and Beyond

Generational Scenarios
 Mary, 45, a property manager, is having
difficulty communicating with, much less
motivating, her recently hired leasing
professional, Shannon, 27, who after six
months at the profession seems to be
lacking her original drive. Shannon, who
believed she had met all goals set by Mary,
wonders why her boss continues to hover
around her while she works.

Scenarios Continued
 And Rosemary, 49, a regional vice
president, cannot understand why her office
manager; Stephanie, 30, is not willing to
work a nine-hour shift every weekday and
won't commit to agreeing to check-in for
messages for just one hour each Saturday.

Values
 Are a major component of culture
 Develop as early as 18 months of age
 Are locked in between age and 10 to 20
years
 May change in priority, dependent upon
your cycle of life

The Different Generations
 Traditionalists/Veterans; 1900 – 1943
 Baby Boomers; 1944 – 1964
 Generation “X”; 1964 – 1981
 Generation Next (Millennial), “Y”,
Echo Boomers; 1981 – 2000?

Other Names
 Vets – Seniors, Veterans, Pre-Boomers,
Matures, The Great Generation
 Boomers – Just boomers!
 Gen “X” – Baby busters, latch key kids, the
lost generation
 Gen “Y” – Millennials, The Next Great
Generation, Generation Net, Nexters, Echo
Boomers, Gen I (Internet)

Each Generation
 Each generation has distinct attitudes,
behaviors, expectations, habits and
motivational buttons.

Generation “Y” Interview
 http://www.youtube.com/watch?
v=tKs8QV022BE

Gen Y Expectations
 To work with positive people
 To be challenged
 To be treated respectfully
 To learn new knowledge and skills
 To work in friendly and fun environments
 To have flexible schedules
 To be paid well

How Gen Y Learns
 In networks, teams or swarms
 Using multi-media
 While being entertained and excited
 Experientially

Gen Y and Communication
 Positive
 Respectful
 Motivational
 Electronic
 In person if the message is really important

Core Elements
Veterans
 Respect for authority
 Conformers
 Discipline
 Nuclear family
 Education is a dream
 Save
Boomers
 Optimism
 Involvement
 Disintegrating family
 Education is a
birthright
 Buy now, pay later

Core Elements
Gen X
 Skepticism
 Fun
 Informality
 Latch-key kids
 Education – a way to
get there
 Money - cautious
Gen Y
 Realism
 Confidence
 Extreme fun
 Social
 Merged families
 Education – expensive
 Earn to spend

Work Ethic and Values
 Veterans – hard work,
respect authority,
sacrifice, duty before
fun, adhere to rules
 Boomers –
workaholics, work
efficiently, crusading
causes, personal
fulfillment, desire
quality
 Gen X – eliminate the
task, self-reliance,
want structure and
direction, skeptical
 Gen Y – what’s next,
multi-tasking, tenacity,
entrepreneurial,
tolerant, goal oriented

Work is…
 Vets – an obligation
 Boomers – an exciting adventure
 Gen X – a difficult challenge, a contract
 Gen Y – A means to an end, fulfillment

Feedback and Rewards
 Vets – no news is
good news,
satisfaction in a job
well done
 Boomers – don’t
appreciate it, money,
title recognition
 Gen X – sorry to
interrupt, but how am I
doing?, freedom is the
best reward
 Gen Y – Whenever I
want it, at the push of
a button, meaningful
work

Differences on the Job
 Baby Boomers – heavy focus on work as an
anchor in their lives
 Gen Xers – enjoy work but are more concerned
with work/life navigation
 Gen Yers – Can work flexibly anytime, anyplace
and that they should be evaluated on work
product (not how or where it got done). Decrease
in career ambition in favor of more family time,
less travel and less personal pressure

Technology Changes for X and Y
 More skilled at multi-tasking
 Agile in making decisions, evaluating risks
and managing dilemmas
 Flexible and persistent in the face of
change
 Highly skilled in social networking and team
activities

Looking at Your Own Team
 Map out the generational “make-up” of
your team
 What does this diagram tell you about
your team?
 What areas might you need to help
“compensate” for on your team?

What Do You Appreciate?
 Look at the different generations
 What do you appreciate?
 What frustrates you?
 What can you do?

Stereotyping and the
Assumption Cycle
 Assumption
 Belief
 Behavior
 Action

Changing the Stereotypes
 What stereotypes or myths do you have about
those in other generations?
 Are these mostly negative or positive?
 Where do these stereotypes and assumptions
come from?
 What can you individually and collectively do to
change these stereotypes and assumptions?
 How will this change the way people work
together on a day-to-day basis?

The Future
 1960…20 years
 Today…4 years
 Next Decade…37
days

Gen Xers working with Boomers
 Show respect
 Choose face-to-face conversations
 Give them your full attention
 Play the game
 Learn the corporate history

Boomers working with Xers
 Get to the point
 Use email
 Give them space
 Get over the notion of dues paying
 Lighten up

Working with Traditionalists
 Honor the chain of command
 Offer them job security
 Value their experience
 Appreciate their dedication

Working with Millennials
 Challenge them
 Ask them their opinion
 Find them a mentor
 Provide timely feedback

The Bridge and Beyond
 Be respectful of everyone
 Engage people in
conversation
 You can make a difference
with someone else
 Open up your eyes and ears
and listen to people
 Nice goes a long way
 Develop an appreciation for
different styles

Bridging the generational gap

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