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Zap the Generation Gap And educated we were. It was a history lesson in ah, ha. We started by breaking into teams and listing characteristics of the young worker today. We weren’t surprised that many of us listed some of the same things – bad attitude, continually complaining, rude, disloyal, want rewards immediately, want to have fun and the all time favorite as described by Johnson, “Lights up a room when then leave”. Then the shocker, Johnson showed us an excerpt from an article in Life Magazine dated 1968. This article listed the exact same characteristic and issues we have today with younger workers despite the 40 year difference. We concluded that these characteristics were indicative of a youthful generation versus the present generation. So how do we communicate? Johnson advised that we need to understand foundational signposts. These foundational signposts define who we are as a result of what we have been through. Johnson started by showing us a generational timeline determined by the rise and fall of birth rates. See if you can identify with your generation. Occurring during the Traditional Generation (1909-1945), World War II and the Great Depression marked a period where 86,000 businesses closed their doors and 14 million people were unemployed. This was the silent generation, one that did not complain. The focus of this period was to work hard toward a common goal. As a result of adhering to their generational signposts, this generation’s quality of life improved despite the economic challenges. Hard work = success. Colleagues in this generation will keep their opinions to themselves as to not ‘rock the boat’. To work with this generation, Johnson advised to tell them their experiences are highly valued and remember to always say please and thank you. The next generation is by far the largest with 77 million born in this period. Baby Boomers (1946-1964) were raised during Vietnam War and watching “Ozzie & Harriet”. They were groomed to get along with others, to find opportunity that was not part of their parent’s generation, to work as a team (including team sports like baseball) and to identify who they were by what they did in their professional lives. They were driven to succeed. Baby Boomers need to feel they are contributing to the greater good and need to know they are making a difference. Generation X (1965-1980) experienced childhood at a time when single-parent homes were on the rise. They were the first generation to have both parents working and were thus termed latch key kids. They gravitated towards independent sports and watched their parents lose jobs during the economic bust of the late 80’s and early 90’s, a time when they were entering the workforce. They saw what their parents loyalty and team work got them and therefore developed independence and a lack of loyalty. The most independent of workers, they prefer to be told what needs to be done then want to be left alone to do it. The job is not what is important to this generation rather the focus is to make self more valuable (resume driven). Their identity is determined by what they do outside of work contrary to their parents the Baby Boomers. Bring up the rear of four generations is the Echo Generation (1981-1994). It is important to note that many in the Echo Generation are children of Baby Boomers who chose to have children later in life. Of 72 million, many had stay at home dads, soccer moms and arranged play dates. This is a generation of parental focus. A result...they expect to have someone interested in their activities. Less than 50% of this generation is financially independent and many come back home during their adult life. They have been driven toward success and expect to be listened to because their parents were such great listeners. Me equals we for this generation and they leave no one behind. One out of three is a minority. They are fascinated by either the cheap or the elite and account for influencing $300-$400 billion in spending. This generation wants instant feedback and gratification, and they crave constant communication. Johnson’s insight into generational signposts helped many of us at the luncheon decode what we previously thought strange behavior by our colleagues. Many of us were thinking, so that is why Sally plans 2-hour team meetings while John has a glazed over look after 20-minutes and why Connie then wants to meet the next day to go over her progress. Johnson’s humorist approach to “Can’t we all just get along” generational understanding helps many to attract, manage, retain and train people from every generation. To learn more about how to Zap the Generation Gap, go to www.meganjohnson.com.
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Imagine four generations working side by side. Many of us go beyond imagination; we live this phenomenon Monday through Friday. Can we get along? Do we speak the same language? Meagan Johnson, Generational Humorist provided decoder tips on how to Zap the Generation Gap on Wednesday, November 19, 2008 during the MPI Aloha Chapter Education Luncheon at Hilton Hawaiian Village.| | Home | Meetings & Events | Leadership | Membership | Education | Community | |
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