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https://cdn.americanprogress.org/wp-content/uploads/2016/03/02125021/MillennialWages-brief1.pdf
There are five generations in the workforce and in our classrooms today.
Each of these groups differ in their attitude, expectations and values about learning and the classroom as a learning space.
The average age of higher education colleagues in the U.S. is 42 (2015).
Who Are You?…
The Silent Generation: born between 1927 - 1945
The Baby Boomers: born between 1946 - 1964
Generation X (The Xers): born between 1965-1980
Millennials; (Gen-Y; Next Generation; The Nexters): born 1981 - 1995
Generation Z: born after 1995
Who Names the Generations?
Origins of Generational Names and Why We Use Them
Find your group & answer ….
Lessons from Yelp: What are your thoughts regarding this article?
In an intergenerational workplace, interpersonal strategies must change. How will younger colleagues affect your work style? What new strategies might you implement?
In the next 10 - 20 years with the retirement of the Silent Generation and Baby Boomers, and increases in the Millenials and Gen Z populations, who will be in charge?
With the change of upper administration, higher education institutions will change. What does this mean for the future of your unit?
21st Century Skills…
Colleagues in the workplace will need to be able to build an effective workplace through the use of:
Technical skills
Conceptual skills
Interpersonal skills
Questions about Expectations
Should performance expectations be different for each generational group?
How might each colleague be expected to perform most effectively?
Reward Systems
The Silent Generation: values being acknowledged for what they know as well as what they do
The Baby Boomers: feel valued when they are rewarded in ways that enhance their future security, i.e., future promotions or raises
Generation X: value external recognition such as gift cards, award, ceremonies.
The Millennials: values rewards that offer more autonomy and freedom, such as flexible work hours, working from home, online and hybrid approaches to working and learning.
Generation Z: need rewards that are changed frequently to meet changing expectations and demands.
Work Styles
The Silent Generation: is most interested in working to get the job done, regardless of personal sacrifice. They are dedicated workers.
The Baby Boomers: like to process, discuss, and collaborate on various work projects and issues toward specific solutions.
Generation X: are more self-reliant. They prefer working solo. "Just do it!" is their mantra.
Millennials: craves a very balanced work-life approach. Want to know WHY not WHAT.
Generation Z: stays connected all the time. Adopts technology at high levels and pushes others to do the same. Approaches all aspects of life from a global and visual perspective.
Professional Development Preferences
The Silent Generation: wants to be asked to provide professional development.
The Baby Boomers: flourishes in coaching and mentoring situations.
Generation X: are looking for opportunities for alternative learning activities such as independent research and online skill-building.
The Millennials: believe 2-way learning experiences are valuable. Not only do they want to learn from the instructor, but the instructor should be willing to learn from them, as well. This is a vital component to building strong relationships with this generation.
Generation Z: craves regular and technology-enhanced training opportunities. Looks for professional development that uses visually enhanced methods of training.
Attitudes toward Authority
The Silent Generation: has unconditional respect for authority.
The Baby Boomers: believe respect must be earned to receive and to keep.
Generation X: has respect for authority, but wants a less formalized relationship with authority figures. Enjoys being on a first name basis with colleagues.
Millennials: is not opposed to respecting authority, but questions why it should be unconditional and automatic. Not afraid to ask for what they (and others) value in the workplace.
Generation Z: is high maintenance and wants high intensity in relationships with those in authority, as well as co-workers.
Special Interests
The Silent Generation: want to feel needed. They are patient and loyal and expect loyalty in return.
The Baby Boomers: look for future security rewards.
Generation X: are most likely to excel at multi-taking.
Millennials: is amazingly optimistic. "We can do this!" Sometimes this is detrimental to achieving success in the workplace.
Generation Z: thrives on opportunity. Guide them in how to achieve their goals.
Characteristics of the Successful Working Environment
One approach to engaging colleagues
Understanding of individual colleagues is necessary.
Each member of the group is valued for individual contribution.
Each member of the group is respected for their strengths.
Understanding, acceptance, and respect are promoted.
Communication is open.
Work environment promotes project-based assignments that utilized the strengths of each member.
Function-based work projects are reduced or eliminated.
Technology is used to create interest and enhance content.
Managing an Intergenerational unit
First, understand that while each of your colleagues may be motivated to perform well, each group may approach their work differently and hold widely varying expectation for the work environment.
Ask each member of the group to value what the others bring.
Develop a peer environment.
Educate colleagues about intergenerational opportunities and challenges.
Encourage mentor relationships that are chosen based on willingness and skill level, not age.
http://www.inc.com/jt-odonnell/3-reasons-millennials-think-theyre-more-qualified-than-their-bosses.html
To Learn More
Contact information:
Dr. Vickie Cook
Director of the Center for Online Learning, Research and Service
University of Illinois Springfield
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https://sites.google.com/a/uis.edu/colrs_cook/
217-206-7317
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