Generation in workplace

1. LETS
KNOW
EACH
OTHER
Ms. Neha Sharma

2. GENERATIONAL DIFFERENCES
IN THE WORKPLACE
CURRENT
WORKFORCE
NUMBERS: TRADITIONALIST
1925 - 1945
BABY BOOMER
1946 - 1964
GENERATION X
1965 - 1980
MILLENNIALS
1981 - 2000
GENERATION Z
2001 - 2020
2% 25% 33% 35% 5%
One size doesn’t fit all when it comes to today’s workforce – five
generations of workers means five approaches to work. Learn
how to adjust to a multigenerational workforce.
This Photo by Unknown Author is licensed under CC BY-SA-NC

4.  The person who goes first is given or shown a random
object in private.
 They then have to demonstrate how to use the object
without actually showing it in front of their team.
 Their team gets 1 minutes on the clock to shout out the
correct word.

5. TRADITIONALISTS
This Photo by Unknown Author is licensed under CC BY
BORN: 1925 - 1945
DEPENDABLE | STRAIGHTFORWARD | TACTFUL | LOYAL
• The Great Depression, World War II, radio and
movies
Shaped by:
• Respect, recognition, providing long-term value to
the company
Motivated by:
• Personal touch, handwritten notes instead of
email
Communication style:
• Obedience over individualism, age euqals
seniority, advancing through the hierarchy
Worldview:
Provide satisfying work and
opportunities to contribute,
emphasize stability
EMPLOYERS
SHOULD:

6. BABY BOOMERS
BORN: 1946 - 1964
Provide them with special goals
and deadlines; put them in
mentor roles; offer coaching-
style feedback
EMPLOYERS
SHOULD:
OPTIMISTIC | COMPETITIVE | WORKAHOLIC |TEAM-ORIENTED
• Vietnam War, Civil Rights Movement, Watergate
Shaped by:
• Company loyalty, teamwork, duty
Motivated by:
• Whatever is most efficient, including phone calls
and face to face
Communication style:
• Achievement comes after paying one’s dues;
sacrifice for success
Worldview:
Baby Boomers who plan
to work past age 65
65%
Baby Boomer
reach retirement
age everyday
10,000

7. FIND THE
LEADER???

8. GENERATION X
BORN: 1965 - 1980
Give them immediate feedback; provide flexible
work arrangements and work-life balance;
extend opportunities for personal development
EMPLOYERS
SHOULD:
FLEXIBLE | IMFORMAL | SKEPTICAL | INDEPENDENT
• The AIDs epidemic, the fall of the Berlin
Wall, the dot-com boom
Shaped by:
• Diversity, work-life balance, their personal-
professional interests rather than the
company’s interests
Motivated by:
• Whatever is most efficient, including
phone calls and face to face
Communication style:
• Favoring diversity; quick to move on if their
employer fails to meet their needs,
resistant to change at work if it affects
their personal lives
Worldview:
Startup founders who are Gen
Xers – the highest percentage
55%
Gen Xers
will
autnumber
Baby
Boomers
By 2028,

9. MILLENNIALS
BORN: 1981 - 2000
Get to know them personally; manage by
results; be flexible on their schedule and work
assignments; provide immediate feedback
EMPLOYERS
SHOULD:
COMPETITIVE | CIVIC – AND OPEN-MINDED | ACHIEVEMENT-ORIENTED
• Columbine, 9/11, the internet
SHAPED BY:
• Responsibility, the quality of their
manager, unique work experiences
MOTIVATED BY:
• IMs, texts, and email
COMMUNICATION STYLE:
• Seeking challenge, growth, and
development; a fun work life and work-life
balance; likely to leave an organization if
they don’t like change
WORLDVIEW:
Percentages of glabal
workforce to be made up of
Millennials by 2025
75%
Millennials ages 25-35
living at home with
their parents
15%

10. GENERATION Z BORN: 2001 - 2020
Offer opportunities to
work on multiple projects
at the same time; provide
work-balance; allow them
to be self-directed and
independent.
EMPLOYERS
SHOULD:
GLOBAL | ENTREPRENEURIAL | PROGRESSIVE | LESS FOCUSED
• Life after 9/11, the Great Recession, access
to technology from a young age
Shaped by:
• Diversity, personalization, individuality,
creativity
Motivated by:
• IMs, texts, social media
Communication style:
• Self-identify as digital device addicts; value
independence and individuality; prefer to
work with Millennial managers, innovative
coworkers, and new technologies
Worldview:
40%
Gen Zers who want to
interact with their boss
daily or several times
each day
84% Gen Zers who expect their employer to provide format training

11. PERFECT SQUARE
group come and stand in a tight circle with their group.
everyone to blindfold themselves or close their eyes and
give one person a rope.
Without looking at what they're doing, the teams now have to pass the rope
around so everyone holds a piece of it and then form a perfect square.
Once the team is sure their square is perfect, they can lay the rope down on the
floor, take off their blindfolds (or open their eyes) and see how well they did.

12. TRUST ANY TWO

13. GET EVERYONE ON
THE SAME PAGE
When Baby Boomers were entering the
workforce, suits and ties were worn
everyday and computers didn’t exist. Times
have changed a lot since then.
Not only do we have computers,
but we have smart phones that allow us
to communicate from virtually anywhere,
and many companies have adopted
business casual as their attire. The older
generations may view these changes as
informal and sometimes disrespectful.
As their leader, it is important for you to
set the tone and clearly outline the
formality of your workers.
If everyone knows what is expected of them, there is less room for disagreement
and finger-pointing, and more room for collaboration and productivity.
®

14. Veterans grew up during the time of rotary phones, while Millennials had their own cell phone by
the time they entered their teenage years.
Baby Boomers prefer face-to-face conversation, while Generation Xers prefer
to speak via email or text.
While you may be hard-pressed to find a rotary phone nowadays, you can provide multiple
communication options for your employees.
®

15. One of your primary duties as the facilities
manager,
is to ensure your employees have what they need,
when they need it.
One of the best ways
to ensure this gets done is to get to know your team
as individuals.
Make an effort to discover what works best for each
member of your team and adjust your plan accordingly.
®

16. Send the
healthy
member of
team.

17. Work ethic varies tremendously from generation to generation.
Veterans may view work as an obligation.
Baby Boomers often view it as an adventure.
Gen Xers have grown up viewing their jobs as challenges.
Millennials view it as a means to an end--you have to work to be able to buy the things you want.
4
Understanding these differences and WHY they have come to the conclusion they
have about their profession will equip you with the tools you need in approaching
each.
Since we are all products of our environment, none are incorrect, just simply very different.
®

18. • While members of the older generations are used to coming in and getting the job done, no matter what, the youth entering
the workforce is often motivated by consistent praise and guidance.
• Again, neither generation is right or wrong.
•A healthy balance between each viewpoint is the best answer. Always remember the power of praise, as it is a key
motivator no matter the person.
®

19. Send the
knowledgeable one…

20. Miscommunication can cause dissension in the ranks,
especially within a group of diverse individuals. Encourage
your team to communicate amongst each other.
Ratherthan assuming the worst about their co-workers,
they should converse and ask questions.
Lead your team by example, breaking down the typical
stereotypes along the way.
®

21. Regardless of how much you have
experienced or how much
schooling you have, there is
always more we can learn.
Today’s generation can take some
great lessons from older
generations. Such as the value of
face-to-face communication and
taking time to complete a project.
Conversely, today’s youth can teach
the Veterans and Baby Boomers the
value of technology and how it
creates a different (but more
efficient) work environment. Always encourage growth within your team, as
everything we learn shapes us into the type of
individuals we are and the type of work we do.
®

22. While it may be
tempting to bury your
head in the sand
regarding the
differences within
your workforce, this is
never a
good idea.
Instead,
acknowledge &
embrace them.
Use them
as tools and
encourage your team
to use these
variances as a
chance to learn and
grow.
You did, after all,
hire each for their
strengths and what
they have to offer.
When your team sees you doing this, they are much
more likely to follow suit.
®

23. THANK YOU
FOR YOUR
ATTENTION