Generational Differences Chart

TraditionalistsWork is An obligationA Long Term CareerRecognition and respect for theirexperienceValue placed on history/traditionsJob security and stabilityCompany with good reputationand ethicsClearly defined rules/policiesDo what you know needs to bedoneWhat They AreLooking For Ina JobBaby BoomersGeneration XMillennialsAn exciting adventureA CareerWork and then RetireAbility to “shine”/”be a star”Make a contributionCompany represents a good causeFit in w/ company vision/missionTeam approachNeed clear and concise jobexpectations, and will get it doneLike to achieve work throughteams.A difficult challengeA contractJust a JobDynamic young leadersCutting edge systems/techForward thinking companyFlexibility in schedulingInput evaluated on merit, notage/seniorityIf you can’t see the reason for the task,they will question it. If you can’t keepthem engaged then they will seek itin another position.A means to an endFulfillmentFlexible Work ArrangementsWant to be challenged-Don’t want boringjobExpect to work with positive people andcompany that can fulfill their dreamsStrong, ethical leaders/mentorsTreated w/ respect in spite of ageSocial networkThey expect to learn new knowledge andskills(they see repeating tasks as apoor use of their energy and time andan example of not being takenseriously)Friendly environments(Respond poorly toinflexible hierarchical organizations.Respond best to more networked, lesshierarchical organizations.Flexible schedulesWant to be evaluated on output not inputon the work product itselfThey expect to be paid wellThey want to make a differenceBecause of being a product of the “dropdown and click menu”, they may needto be given a list of options7

TraditionalistsWorkAssetsWorkLiabilitiesBaby BoomersBring value to the workplace withtheir experience, knowledgeConsistentDisciplinedDependableDetail OrientedHardworkingLoyaltyStableThoroughUse their institutionalexperience and intuitivewisdom to face changesin the workplace.Anxious to pleaseChallenges the status quoCan creatively break down the bigpicture into assignments.Good at seeing the big pictureGood team playersMission orientedPolitically Savvy-gifted in politicalcorrectnessService orientedWill go the extra mileWorks hardDon’t adapt well to changeDon’t deal well w/ ambiguityHierarchicalTypically take a top downapproach modeled by themilitary chain of commandAvoid ConflictRight or wrongExpect everyone to be workaholicsDislike conflictDon’t like changeChallenge Authority ofTraditionalistsJudgmental if disagreeNot good with financesPeer loyalty“Process before results”Self-centeredGeneration XAdapt well to changeConsumer mentalityDirect communicatorsDon’t mind direction but resent intrusivesupervision.Eager to Learn, Very DeterminedGood task managersGood short term problem skillsHighly educatedMultitaskersNot intimidated by authorityThrive on flexibilityTechnologically savvyWill do a good job if given the right toolsValue “information”Want feedbackBuilt “portable” resumeCynical;skepticalDislike AuthorityDislike rigid work requirementsImpatientLack people skillsNo long term outlookRespect CompetanceMistrusts InstitutionsRejects rulesDon’t understand the optimism ofBoomers and Gen YMillennialsConsumer mentalityCollaborationGoal orientedHighly educatedMultitask FastOptimisticPositive attitudeTechnical; savvyTenaciousDistaste for menial work (they are brainsmart)InexperiencedNeed supervisionNeed structureLack disciplineHigh expectationsLack of skills for dealing with difficultpeopleImpatientLack of experienceRespond poorly to those who act in anauthoritarian manner and/or whoexpect to be respected due to higherrank alone.8

TraditionalistsBaby BoomersThink that work is not suppose tobe funThey follow rules well but want toknow procedures.Tend to be frustrated by whatthey see as a lack ofdiscipline, respect, logic andstructure especially if theworkplace is more relaxed orspontaneous.Consider their feelingsTend to be conservative inWorkplaceLike the personal touchWant to hear that their ideasmatter.They were valued youth, teens andyoung adults and expect to bevalued in the workplace.Their careers define them, theirwork is important to them.Silly routines are frustrating.They expect their work, andthemselves to matter.Before they do anything, they needto know why it matters, how it fitsinto the big picture and whatimpacts it will have on whom.Do well in teamsAre motivated by theirresponsibilities to othersRespond well to attention andrecognition.Don’t take criticism wellLess likely to offer necessaryrecognition.Need flexibility, attention andfreedomWant independence in the workplaceand informalityGive them time to pursue otherinterestsAllow them to have fun at workGive them the latest tenceEveryone is the sameChallenge othersAsk whyUnimpressedThe unitKennedy’s, Martin Luther King .What’s a hero?BossIndividualTeam PlayerLoves to have meetingsEntrpreneurKeys toWorkingWithLeadershipStyleView ofAuthorityMy heroesare .InteractiveStyleGeneration XMillennialsLike a team oriented workplaceWant to work with bright, creative peopleTake time to learn about their personalgoalsThey expect to be treated respectfully.Raised to feel valued and very positiveabout themselves;they see as a sign ofdisrespect any requirement to do thingsjust because this is the way it hasalways been done or to pay one’s dues.Want to work with friendsProvide engaging experiences thatdevelop transferable skillsProvide rational for the work you’ve askedthem to do and the value it adds.Provide varietyGrow teams and networks with greatcare;develop the tools and processesto support faster response and moreinnovative solutions.Provide a work environment that rewardsextra effort and excellencePay close attention to helping themnavigate work and family issues.Offer structured, supportive workenvironmentPersonalize work and also involve inteamsInteractive work environmentAchieversTBD(this group has not spent much timein the workplace so this characteristic isyet to be determined)RelaxedMy grandparentsBoss-if things are rightThemselvesParticipative9

TraditionalistsTechnologyis CommunicationsMediaCommunicationFeedback andRewardsBaby BoomersHoover DamThe microwaveRotary phonesOne-on-oneWrite a memoDiscretePresent your story in a formal,logical mannerShow respect for theirage/experience (addressas Mr, Sir, Mrs)Use good grammar andmanners (no profanity)Deliver you message based onthe history/traditions of thecompany and how they can fitUse formal languageDon’t waste their timeUse inclusive language (we, us)Focus-words not body languageSlow to warm upMemoLike hand-written notes, lessemail and more personalinteractionTouch-tone phonesCall me anytimeNo news is good newsSatisfaction is a job well doneFeedback on performance asthey listenWant subtle, private recognitionon an individual level withoutfanfare.Generation XWhat you can hold in your hand;cell,PDACell phonesCall me only at workDiplomaticIn personSpeak open – direct styleUse body language tocommunicatePresent Options (flexibility)Use E-Comm’s/face-to-faceAnswer questions thoroughly andexpect to be pressed for detailsAvoid Manipulative/controllinglanguageLike the personal touch fromManagersGet consensus-include them orthey may get offendedEstablish a friendly rapportOK to use first namesLearn what is important to themEmphasize the company’s visionand mission and how they can fitinBlunt/DirectImmediateUse straight talk, present factsUse email as #1 toolLearn their language & speak itUse informalcommunicationstyleTalk in short sound bytesShare info immediately and oftenHas the potential to bridge thegeneration gap b/w youngest andoldest workers.Don’t mico-manageUse direct, straightforward approachAvoid buzz words and company jargonTie your message to “results”Emphasize “WIIFM” in terms of trainingand skills to build their resumeFeel rewarded by money and willoften display all awards,certificates and letters ofappreciation for public view.Like praiseTitle recognitionGive something to put on the wall.Somewhat more interested in softbenefits than youngergenerationsEnjoy public recognitionAppreciate awards for their hardwork&the long hrs. they workNot enamored by public recognition.Want to be rewarded wit time off.Freedom is the best rewardPrefer regular feedback on their workbut as less dependant on being toldthat they are good people.Somewhat more interested in benefitsthan younger generationsNeed constructive feedback to be moreeffectiveAre self-sufficient,give them structure,some coaching, but implement ahands-off type of supervisory styleMillennialsEthereal - intangibleInternetPicture phonesE-mailPoliteUse positive, respectful, motivational,electronic communication style.(Cellphones, email, IM, text) these are“fun”Communicate in person if the message isvery importantUse email and voice mail as #1 toolsDon’t talk down-they will resent itShow respect through language and theywill respect youUse action verbsUse language to portray visual picturesBe humorous-show you are humanBe careful about the words you use andthe way you say it(they are not good atpersonal communication because oftechnical ways of communicating)Be positiveDetermine your goals and aspirations andtie message to themPrefer to learn in networks, teams usingmulti-media while being entertainedand excitedLike to be given feedback often and theywill ask for it often.Meaningful workBe clear about goals and expectationsCommunicate frequentlyProvide Supervision & StructureWant recognition for their heroes;bossesand grandparents. Managers whobalance these frames of reference inrewarding workers create a morevaluable experience for both theemployee and worker.10

TraditionalistsMessages thatMotivateMotivated by Money is Work andFamily LifeBalanceMentoring“Your experience is respected”Being respectedSecurityLivelihood“Ne’er the two shall meet”Keep them separateAt this point in their lives they areinterested in flexible hrs andare looking to create balancein their lives after workingmost of it.Investment in long termcommitmentSupport-long term commitmentShow support for stability,security and communityActions w/ focus on standardsand normsAllow the employee to set the“rules of engagement”Ask what has worked for them inthe past and fit your approachto that experienceLet them define the outcome thatyou both wantUse testimonials from thenation’s institutionsRespect their experienceEmphasize that you have seenan particular approach work inthe past, don’t highlightuniqueness or need for radicalchangeBaby BoomersGeneration XMillennials“You are valued”“You are needed”Being valued, neededMoneyStatus SymbolNo balance“Live to work”At this point in their lives they areinterested in flexible hrs and arelooking to create balance in theirlives. They have pushed hard,all work and no play and theyare beginning to wonder if it wasworth it.Stellar career important as theyquestion where I have been andwhere I am goingAppreciate they paid their duesunder the hierarchical rulesTeach them balance:work, family,financial, etc.Need to know they are valuedShow them how you can help themuse their time wiselyPre-assess their comfort level withtechnology before new projectsDemonstrate the importance of astrong team and their roleEmphasize that their decision is agood one and a “victory” for themFollow up, check in, and ask howthe individual is doing on aregular basis, but DO NOTmicro-manage.Do it your wayForget the rulesFreedom and removal of rulesTime OffMeans to an end“Work to live”Balance is important. They will sacrificebalance, but only occasionally.They work to live, not live to work.You will work with other bright, creativepeopleWorking with other bright peopleTime OffToday’s payoff“Work to live”Balance is important. They will sacrificebalance, but only occasionally.They value their lifestyle over upwardmobility. If presented with a workpromotion that will throw their life out ofbalance, they will choose their lifestyle.Offer a casual work environ.&lighten up.Get them involved, Encourage creativityAllow flexibility, Be more hands offEncourage a learning environmentListen - and learn!They work with you, not for youOffer variety and stimulationMay need help in taking responsibilityfor full process completion and inappreciating how their input affectsthe whole.Need their managers to appreciate thatthey have a life/can be more efficientone task at a time. They will leave ina second if a better deal comes along.Provide learning and developmentopportunitiesProvide situations to try new things.Ask for their input in selecting an optionBe prepared to answer “why” oftenPresent yourself as an informationprovider, not BossUse their peers as testimonialsAppear to enjoy your workFollow up and meet your commitments.They are eager to improve and expectyou to follow through with informationEncouragement to explore new avenuesthrough breaking the rulesRaise the bar on self as they have highexpectationsGoals – in steps and actionsEstablish mentoring programsHonor their optimism and welcome andnurture themBe flexibleChallenge themRespect themOffer customization-a plan specific tothemOffer peer-level examplesSpend time providing information andguidanceAllow options, including work from homeand flex timeBe impressed with their decisions11

CareerDevelopmentTraining andDevelopmentTraditionalistsBaby BoomersGeneration XMillennialsNot really an option for theTraditionalists. Just taught tokeep their nose to thegrindstone. The ultimate goalwas simply to move up within theorganization, but realized thishappened only to a few.Training should contribute to theorganization’s goalsFocus on developing their careersthrough opportunities within oneorganization or at least oneindustry. Moved up based onseniority, not always based on skilland expertise.Take a pro-active approach to careerdevelopment through more degreesand experiences both within theorganization and without. This is oftenseen as being dis-loyal to the company,but Gen Xers see it as being loyal tothemselves.Training enhances their versatility in themarketplace and investment in theirfuture. Not necessarily loyal to thecompany who trained them.I may retire early;I’ve saved my money.I may want different experiences andmay change careers. I may want totake a sabbatical to develop myself.Millennials will enter the work force withmore experiences than any generationbefore them. They will continue to seekthis through requests for moreexperiences and opportunities. If theydon’t get it at their work, they will seek itelsewhere.Willing and eager to take risks;don’t mindmaking mistakes-they consider this alearning opportunity.Use humor in appeals.Allow them to work independently foryour agency and o their own termscan’t stand infinite committee meetings.Social entrepreneurs-“micro-loans”.Creative use of new technologies.Understand their primary focus is theirfamily.Lone ranger philanthropy andvolunteerism.Use them for focus groups, ask theiropinions.Put them in charge of using technologiesfor appeals-no long appeal letters.Utiliize their networks-have them planevents that interest them.Act fast on their interest or you will losethem.Link your cause to sustainability.“Mid Century Modern” is cool again.Put in 30 years, retire and live offof pension/savingsRetirementOffer them conservative plannedgiving and financial managementtools.Have one on one meetings andask their advice.No email fundraising here. Themore personal the better.FundraisingTipsOlder generations (includeBoomers) may be moreinterested in planned giving andfinancial management tools.They will respond better totraditional solicitation strategieslike personal letters and fact toface meetings.Training is a contribution to theorganization’s goals, but is also apath to promotion and additionalcompensation.If I retire, who am I? I haven’tsaved any money so I need towork, at least part time. II’ve been downsized so I need towork , at least part time.Put them out front and in thespotlight.Get them involved, allow them tofind self-fulfillment through workwith your organization.Offer them more aggressiveplanned giving and financialmanagement tools.Appeal to their idealismCould your agency be where theyspend their “third age.?”Jury is still out but will probably be similarto Gen Xers.Younger generations have shorterattention spans. The trick is to engagethem quickly (often with humor) let themsee how they can make a difference,and connect things they care about liketheir families and environment.Messages can be delivered bytechnology but need to be short and tothe point.12

messages . Linear Work style . Socialization is important . Their word is their bond . Value due process and fair . play . Value Honor . Value compliance . Value Sacrifice . Value Dedication . Value Hard work . Value Good Attitude . Value Attendance . Value