COMMITTED TO EXCELLENCE IN

GOVERNMENT
Different Generations in
the Workplace & the
Future of Work
Presenter – David W. Key, Sr.

2
GENERATIONS IN THE WORKPLACE
Some Statistics
The labor force is at the lowest rate since
the 1930’s and the US birth rate continues to
decline.

By 2025, 1 in 5 workers will be over age 55.

The slowing of the workforce translates to
an estimated shortfall of 20 million workers
over the next 20 years.
Adapted from: K. Tyler, Neckties to Nose Rings (2002)
Implications
Employers will need to recruit and embrace
diversity in the workforce.

Companies must welcome retiree-age

employees to remain on board and transfer
skills.

Adapted from: K. Tyler, Neckties to Nose Rings (2002)

Implications
The fastest-growing occupations across
developed nations are knowledge based,
meaning the position requires formal
education or advanced training.

Given that knowledge is a scare resource;

Extension must capitalize on it by inviting
and nurturing the best people.
Adapted from: K. Tyler, Neckties to Nose Rings (2002)
Understanding
Generations
Never before has there been a workforce
and workplace so diverse in race, gender,
and ethnicity. (Zemke, et al., 2000)
We have five generations working side-by-
side in the Extension organization for the
first time in history.
All have unique experiences and attributes
which influence their attitudes towards work.
• Adapted from: Recognition Management Institute, 2000
Understanding
Generations
A group of people defined by age boundaries
Those who were born during a certain era and
share similar experiences growing up. They
have common cultural or social characteristics
and attitudes. Their values and attitudes,
particularly about work-related topics, tend to
be similar, based on their shared experiences
during their formative years.
• Adapted from: Recognition Management Institute, 2000
Understanding
Generations
Psychologists, sociologists, and everyday
managers have identified important
differences between these generations in
the way they approach work, work-life
balance, employee loyalty, authority, and
other important issues.

Notter Consulting, 2002

Understanding
Generations
Some differences can be attributed to
individual differences, such as levels of
experience, levels of financial and family
commitments, depth of personal
development, political awareness, and
emotional maturity.

Source: www.aukland.ac.nz/uoa/about/news/articles/2005/11/generational_differences.cfm
Understanding
Generations
A lack of understanding across generations
can have detrimental effects on
communication and working relationships
and undermine effective services.

Dittmann, Generational Differences at Work, June 2005

 What is a Generation?

“In addition to coincidence of birth year

grouping, a generation is also defined
by common tastes, attitudes, and
experience….
Those times encompass a myriad of
circumstances – economic, social,
sociological, and, of course,
Zemke, R. Raines, C., & Filipczak, B. (2010) Generations at work: Managing the clash of Veterans, Boomers, Xers, and Nexters in your workplace. New
York:Amacon.

demographic.”
What makes one generation
different from another?

Shared life experiences

Events and Experiences that Shaped
Generations

Traditionalists Baby Boomers

• Great Depression • Civil rights
• New Deal • Feminism
• Attack on Pearl Harbor • Vietnam
• World War II • Cold war
• Korean War • Space travel
• Radio • Assassinations
• Telephone • Scientific advances
• Credit cards
• Television
Events and Experiences that Shaped
Generations

Generation X Millennials
• Fall of the Berlin Wall • Child-focused world
• Challenger disaster • School shootings
• Desert Storm • 9/11
• Personal computers • Boston Marathon
• Working mothers • Internet
• MTV • Social networking
• Divorce • Continual feedback
• Energy crisis • Enron/WorldCom
• Iraq/Afghanistan
Generations

Born Before 1945 1946 – 1964 1965 – 1980

Traditionalists Baby Boomers Generation X

1981 – 1997 1998 – Present

Millennials Generation Z
Baby Boomers are retiring at
a rate of 1 every 9 seconds
between now and 2029

Source: USA Today Money

 Generation X now accounts
for 51% of leadership roles
globally

Source: CNBC/Conference Board Global Leadership Forecast 2018

 Millennials are now the
largest generation in the U.S.
workforce (more than 1 in 3)

Source: PEW Research, 2018

Generation Z is
entering the
workforce in
large numbers

Source: WSJ.com
U.S. Population by Generation
Generational Make-up in the Workplace
Generation Characteristics Exercise
Group Debrief
Category Traditionalists Baby Boomers

 Traditional  Traditional  Divorce

Family
 Nuclear  Nuclear
 Parents stay together  Mom works outside
 Mom stays home the home
 Dedicated  Training on the job  Workaholic  Women working
Work
 Pay your dues  Pay cash  Challenge  Job security
 Respect authority  Job security Authority  Adhere to rules
 Company first  Adhere to rules  Work is life anchor  Loyal
 Rotary phones  Formal  Touch tone phone  Hand write a letter or
Communications
 One-on-one  Use good grammar  Less formal memo
 Hand write a  Cursive  One-on-One  Cursive
letter  Talk
 WWII  Rise of  Civil Rights  American Dream
World Events 
 Korean War Corporation Vietnam War  Space Travel
(influencers)   
Great Depression  Civil Rights Sexual Revolution Cold War/Russia
 Prosperity  Protests
 Generation Characteristics Exercise
Group Debrief
Category Generation X Millennials Generation Z

 Latch key kids  Day care and  Merged families  Parents there  Blended families  Diversity
Family
 Mom and Dad baby sitters  Helicopter and non-
Work parents traditional families
 Divorce  Blended families  Parents there
 Work hard but  Educated  Work life balance  Diversity  Entrepreneur  Technology
Work
want balance  Technology  Not loyal  Collaborative spirit  Risk taking
 Structure and  Growth &  Challenge  Positive  Mission  Positive
direction Development authority  About me  Flexibility
 Community  About
Communications  Email  Text Text and chat  Smartphone Social me
media  ?
 Print  Facebook  Twitter  In-person
 Cell phones  Instagram  Multi-channels
 Talk  Text
 Y2K  Energy Crisis  Digital Media  Terrorism  AI  Technology
World Events
 Stock market  Terrorism  9/11  School & Mass boom
(influencers)  AIDS  Innovation
 9/11  School & Mass Shootings
 End of Cold War Shootings  Country divided
Engaging 5 Generations - Communications
Set expectations for communication
Overcommunicate
Use multiple communication vehicles and
avenues to reach all generations – Be
flexible
Personalize your approach
Face-to-face communication still wins with
all generations
Provide feedback – Especially with
Millennials & Gen Z
Engaging 5 Generations - Motivation
Traditionalists Baby Boomers Generation X Millennials Generation Z

 Respect  Opportunities for  Family-based  Money  Respect

 Mentor Gen X, professional benefits  Opportunities to  Out of work
Millennials and development  Lifestyle benefits learn new socialization
Gen Z  Positions of  Corporate technologies  Money saving
 Security authority wellbeing  An enjoyable schemes and
 Provide  Recognition for  Recognition of workplace financial education
independence achievements achievement environment  Experience days
 Flexibility with  Workplace  Professional  Short, changeable  Mentoring
work tasks benefits development and fast tasks platforms
 Accommodating  Mentor Millennial opportunities  Opportunities to
and Gen Z. express creativity
and opinions
 Community
Service
 Money saving
schemes and
financial education
Source: Businesstocommunity.com – James Brockbank 2016
Engaging 5 Generations – Leadership
Characteristics of good leadership…

Sets clear direction for the team

Involves team members in decision Making…and

decisions get made

Leverages the different strengths and skills of the team

members (Strength finder)

Meets each team member where they are (situational

leadership)

Holds team and team members accountable

Cares deeply about the team members

Puts the team priorities before his/her own priorities

Model what good looks like

The Future of Work
2.6 jobs are created for every
1 job that is lost by the
internet

Source: eonline news

Freelance workers in the U.S.
today = 35%
By 2020 = 43%
By 2027 = 50%
Source: Forbes 2018, Intuit (from turbo tax returns); Upwork, 2017
 65% of children entering
school today will end up in
jobs that do not exist today

Source: Scott McLeod and Carl Fisch, World Economic Forum 2016
 85% of jobs that will exist in
2030 haven’t been invented
yet

Source: Huffington Post

 What comes to mind when
you think about the future of
work?
Source: Deloitte Future or Work in Healthcare January 20
Source: Deloitte Future or Work in Healthcare January 2019
Source: Deloitte Future or Work in Healthcare January 20
How Technology Has Changed and
Industry & AI
Source: Deloitte Future or Work in Healthcare January 20
Source: Deloitte Future or Work in Healthcare January 20
Source: Deloitte Future or Work in Healthcare January 20
Source: Deloitte Future or Work in Healthcare January 20
Source: Deloitte Future or Work in Healthcare January 20
Source: Deloitte Future or Work in Healthcare January 20
 Top Paying Freelance Jobs
1.AI/Deep learning……………….$115.06/hour
FREELANCE 2.Blockchain architecture…….$87.05/hour
TYPES OF JOBS AND PAY 3.Robotics………………………………$77.46/hour
4.Ethical hacking……………………$66.33/hour
5.Cryptocurrency……………………$65.37/hour
6.AWS coding………………………….$51.00/hour
7.Virtual reality (VR)……….....$50.18/hour
8.ReactJS developers…………...$40.75/hour
9.Final Cut Pro editors…………..$37.12/hour
10.Instagram marketing…….....$31.23/hour

Top 10 Industries for Freelancers

1.Computer and IT
2.Administrative
3.Accounting and finance As more workers turn to the gig economy, it's
4.Customer service
5.Software development important to know what fields will help you
6.Medical and health
land the highest freelance salary.
7.Project management
8.Research analyst
9.Writing
10.Education and training
Recruiting Tips
Find out what motivates them
Find out what would cause them to leave the
organization
Treat them as they want to be treated
People work for people not a company
Hire the best person for the job
Equip people with the necessary skills

Adapted from: Recognition Management Institute, 2000

Employee RetentionTips
Make more time for orientation of new
people
Communicate goals clearly
Demonstrate respect for the lives of others
outside of the workplace

Adapted from: Recognition Management Institute, 2000

Retention Tips
Ask people how they learn best.
When people ask for the tools to do their work, give them
the tools.
Provide the latest technology as monies permit.
Expect, plan for personal and professional development.
Communicate about how well they are doing and where
they can improve.
Set goals and help with the plan to achieve them.

Adapted from: Recognition

Management Institute, 2000
Bridging the Generation
Gaps
For all employees
• Appreciate differences
• Acknowledge your interdependency
• Appreciate what you have in common
Bridging the Generation
Gaps
For all employees
• Accept and appreciate another’s
perspective
• Take responsibility for making your
relationships better
Bridging the Generation
Gaps
For all employees
• Discuss expectations
• Inquire about immediate tasks
• Look for ways to cut bureaucracy and red
tape
• Keep up with technology
Bridging the Generation
Gaps
For Managers
• Focus on goals
• Make everyone feel included
• Break the bonds of tradition
• Show employees the future
• Encourage balance
When We are Focused
We See with Clarity
• Each person has a different perspective

• The brain filters reality through experience, beliefs,

education and imprints a new reality.
Call to Action!

What You Can Start Doing Right Away

Build good working relationships
Implement best practices
Understand the workforce
Be open to other opinions
How will the future of work
impact you?
Summary
 Good leadership is the secret sauce to engaging
5 generations in the workplace.
 Use different communication vehicles and
overcommunicate.
 Adjust leadership style to meet each person
where they are to motivate employees across
generations.
 The future of work is being disrupted by:
 Technology
 Data
 Diversity & Human Longevity
 Freelancers
 Y o u !! !
T h a n k
Connect With Us!

www.cviog.uga.edu