Baby Boomers, Gen-Xers and Millennials: Appreciating Generational Diversity in

the Workplace

MEGAN E. THOMPSON, PHARMDD I R E C T O R O F E X P E R I E N T I A L P R O G R A M S

A S S O C I A T E P R O F E S S O R O F C L I N I C A L P H A R M A C Y

U N I V E R S I T Y O F C O L O R A D O S K A G G S S C H O O L O F P H A R M A C Y A N D P H A R M A C E U T I C A L S C I E N C E S

M E G A N . T H O M P S O N @ U C D E N V E R . E D U

Objectives•Identify characteristics, values, and behaviors of different generations

•Create inclusive working and learning environments to facilitate the educational experiences for all students

•Develop tools to communicate more effectively with those in generations other than your own

Generation Defined• A “generation” is defined as a group of people who share the same formative

experiences

• Most frequently, birth year is used to define a generation

• ~20-year span

• Each generation shares a unique set of values and traits

• Generational characteristics are not universally shared by all in that group

• “Cuspers” may have a blended set of characteristics (born on the “cusp” of a generation)

Bova, B. (1993).

Generations – Age Groups

Generation Born Age of adults in 2016

The Greatest Generation Before 1928 88-100+

The Silent Generation 1928-1945 70-87

Baby Boomers 1946-1964 51-69

Generation X 1965-1980 35-50

The Millennial Generation 1981-1997 18-35

Generation Z/Digital Natives 1996-2012 5-19

Pew Research Center, 2015

Generations “Defined” Baby Boomers

◦ Predominantly white◦ Conservative◦ Source of media fascination◦ “Desperate to make millennials hate themselves”

Generation X◦ America’s neglected “middle child”◦ Bookended by two larger generations◦ Less conservative, but not liberal either◦ Less distinct than the other two, but don’t care

Millennials◦ Ethnically diverse◦ “Entitled”, “everybody gets a trophy”◦ Liberal◦ Techies

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Seminal EventsGeneration Seminal Events

Silent WWII, The Great Depression, The New Deal, Korean War, Rise of Labor Unions, the discovery of penicillin (products of depression, sacrifice important, “seen but not heard” = loyalty is everything)

Baby Boomer Salk Vaccine tested on public, Rosa Parks refuses to move to back of bus, first nuclear power plant, Congress passes Civil Rights Act, birth control pills introduced, National Organization for Women established, Martin Luther King leads march in DC, JFK elected/assassinated, Martin Luther King Jr. and Robert F. Kennedy assassinated, first moon landing, Woodstock (optimistic about future; team oriented, health/wellness important, work, involvement = engaged, satisfied with their job)

Generation X Intel’s first chip invented, MTV, CDC’s first report on AIDS, first email system, personal computer introduced, Reagan assassination attempt, Watergate scandal, Three Mile Island meltdown, Corporate layoffs, Rodney King beating, Iranian hostage crisis, Stock Market decline, Desert Storm, fall of Berlin wall, Challenger explosion, Lockerbie flight bombing, Exxon Valdez Oil Spill (survivors of traumatic events; established institutions and leaders in society failed = skeptical, self-sufficient, independent)

Millennial Prozac introduced, Google, Ebola, World Wide Web opens to public, O.J. Simpson trial, Oklahoma City Bombings, 9/11, MA issues same-sex marriage licenses, Recession begins, CDs/DVDs, Y2K, Obama elected, rise of social media, school violence, early exposure to adult issues, diversity (cautious; culturally/racially tolerant, accepting of change, “Everybody wins!” = open communicators, want leadership/opportunities to learn)

Generation Z/Digital Natives Children of Generation X, Recession still present, terrorism, Swine Flu, Hurricane Katrina, iPod, Facebook; will be smarter than any generation previously, will not be team players, collaborative and creative, more self-directed, little concern for privacy or personal information, thrive on speed, highly connected to use of communications

Zemke, R., Rianes, C., Filipczak, B., 2000; Schuman H, Rodgers W. 2004; Smola KW, 2002

Millennials Overtake Baby Boomers as Largest Generation

75.4 74.9

66

26.8

0

10

20

30

40

50

60

70

80

Millennials Baby Boomers Generation X Silents

Population by GenerationIn millions

Pew Research Center, April 2016

Workforce Statistics by Generation

Pew Research Center, May 2015.

Educational Trends

• Gender: By 2021, women are projected to earn 58% of bachelor’s, 62% of master’s, and 51% of doctorate and professional degrees; climbing since 2000

• Information gathering: 57% from television, 38% from websites, 20% from print newspapers, 25% from radio*• 50% of millennials get news online; 27% from TV; 14% radio; 5% print newspapers

• Today’s graduates have spent less than 5000 hours of their lives reading, but have spent over 10,000 hours playing video games and over 20,000 hours watching television

• Technology: In 1990 the student-computer ratio in the classroom was 20 to 1; in 2009, the ratio of students to computers was 5.3 to 1

• Grade inflation

NCES, 2015; Pew Research Center, 2016. *% of each age group who get news on each platform

Generational CharacteristicsSilent Baby Boomer Generation X Millennial

Outlook Practical Optimistic Skeptical Cautious

Work ethic Dedicated; loyal Loyal; driven; “My way orthe highway”

Responsibilities have to align with values

Described as poor work ethic; self-centered

View of authority Respectful Pay your dues Competence; do not micromanage

Respect must be earned

Communications Formal memo In person Email or voicemail; informality

Text/Social Media(Instagram, Twitter,

Facebook)

Relationships Self-sacrifice Personal gratification Reluctance to commit Inclusive

Work-Life Balance “Don’t get it” Responsible for balancing everyone else

Want it now Flexibility and options

Perception of feedback “No news is good news” “Once a year, with lots of documentation”

“Sorry to interrupt,but how am I doing?”

“Whenever I want or seek it”

Zemke R, et al. 2000

A bit about Generation Z…• Born 1996-2010 (now in high school and early

college)

• More practical and financially-driven than

Millennials

• Learn by doing• Want future to reflect specific, personal interests

(vs. Millennials who seek to make an impact on

others)

• “Smarter than ever before”

https://www.bncollege.com/Gen-Z-Research-Report-Final.pdf

Some Background on Millennials…

Image credit: headcount.org

Millennials = Safest Generation

• Car seats up to age 8

• Bicycle helmets

• Participation trophies

• “Stranger danger”

Technology

• Information access (internet) is not a luxury; it’s a

requirement• No longer nice to have → necessary to have

• There have been more changes in technology in the last 5 years than the previous 50

• Robotics

Image credit: 33square.com

Information Generation• Access to global information

◦ Tragedies happen frequently◦ Violence◦ Live video as events are happening

• Public scandals ◦ National leaders◦ Sports heroes

• “Do-it-Yourself”o YouTubeo Craigslist

Image credit: DNAIndia.com

Changing Trends…Ownership

Community

Loyalty (jobs, political parties)

Status = success

Advocacy

Access

Globalization

Social awareness/Loyalty to a cause

Relationships/Inclusion = success

Open-mindedness

Feedback• Frequent feedback sought

• Product reviews

• “Rate your Doctor”

• “Likes”

• Digital Badging

Image credit: facebook.com

Working with Baby BoomersCHARACTERISTICS

Large generation

Optimistic

Skewed work-life balance

Brought up in competitive environment

Will revolutionize retirement

“Work ethic” and “loyalty” are synonymous

THINGS TO CONSIDER

Recognize their experience as a valuable asset

Use them as mentors

Recognize role overload and conflicting demands

Assist with time demands

Not comfortable with working at speed of technology

Zemke R, et al, 2000.

Working with Generation XCHARACTERISTICS

Dedicated to people, projects, ideas and tasks, but not longevity and lifetime employment

Parallel thinkers

Independent and resourceful

Comfortable with diversity

Direct with feedback and requests

Accepting of change

THINGS TO CONSIDER

They like and want flexibility

Want to be developed

Enjoy engagement

Want affiliation

Want others to “lighten up”

Want to be appreciated

Want balance

Don’t force them to fit your definitions

Zemke R, et al, 2000.

Working with MillennialsCHARACTERISTICS

Using computers since Pre-K

E-Learners

In a state of continuous partial attention

Used to instant communication and feedback

Accustomed to giving feedback

Cautiously optimistic

Oriented toward collective action/team-oriented (https://youtu.be/8Amu3UBj-qw )

Speed

Diverse

THINGS TO CONSIDER

May change jobs every 2-4 years

More free agents

Hop-scotch approach will replace linear career pathing

Expect to work 8-10 years then seek extended time off, like a sabbatical

Technology allows them to work remotely

May not want to work traditional hours but will be dedicated to completing a task

Don’t force them to fit your definitions

They don’t respect authority just because

Myers KK, 2010.

Working with Millennials: Do’s • Group work/collaborative projects

• Specific tasks and outside the box – grab info from various sources

• Have a plan for their long term goals

• Make sure timeframe is short enough for them to envision

• Time sensitive projects – efficient

• Creativity/fun environment

• Feedback – direct, frequent, meaningful

• Electronic is fine (email, text, digital badge, etc.)

Digital Badging“A validated indicator of accomplishment, skill, quality or interest…based on systems-thinking.”

http://www.chronicle.com/article/A-Future-Full-of-Badges/131455https://www.insidehighered.com/news/2016/08/09/digital-badging-spreads-more-colleges-use-vendors-create-alternative-credentials

Working with Millennials: Don’ts• Try not be defensive when

questioned

• Don’t break promises – they will become jaded

• Don’t guarantee anything

• Nothing is a guarantee in their world

• Self-centered work ethic but dedicated to completing a task

• Not interested in climbing corporate ladder

• Promises of promotions and titles don’t interest them

• Using technology is not necessarily disrespectful

• Don’t expect them to fill downtime

• Don’t expect loyalty, longevity in a job

• If not stimulating they will move on

Bottom Line• Wishing people were more like you is not a good strategy

• Adapt

• How will interact with, motivate and reward all generations on

your staff?

“To better understand who your Millennial employees are and what drives them to succeed, perhaps it's easiest to understand who they are not. You.”

~Cam Marston, leading expert on generational change

Questions?

Image credit: fyi.uwex.edu/youthadultpartnership.com

ReferencesBova, B. Education that Promotes Democracy in Multicultural Society. Leadership in Schools. University of Oxford, 1993.

Millennials Surpass Gen Xers as the Largest Generation in U.S. Labor Force. Pew Research Center. http://www.pewresearch.org/fact-tank/2015/05/11/millennials-surpass-gen-xers-as-the-largest-generation-in-u-s-labor-force/ft_15-05-11_millennialslargest/ Published May 8, 2015. Accessed March 22.2016.

Schuman H, Rodgers W. Cohorts, Chronology, and Collective Memories. American Association for Public Opinion Research. Public Opinion Quarterly. 2004: 68, 2.

Smola KW, Sutton CD. Generational differences: revisiting generational work values for the new millennium. J Organiz Behav. 2002: 23, 363-382.

Zemke R, Raines C, Filipczak B. Generations at Work: Managing the Clash of Veterans, Boomers, Xers, and Nexters in Your Workplace. New York, N.Y.: American Management Association, 2000.

A Profile of Older Americans: 2012. http://www.aoa.gov/Aging_Statistics/Profile/2012/docs/2012profile.pdf Accessed March 22.2016.

Gordon, Edward E. The 2010 meltdown: Solving the impending jobs crisis. Greenwood Publishing Group, 2005.

https://www.yahoo.com/news/millennial-engagement-youth-are-spurred-by-causes-not-party-loyalty-093001863.html .

National Center for Education Statistics. Degrees conferred by degree-grating postsecondary institutions, by level of degree and sex of student: Selected years 1869-70 through 2023-24. http://nces.ed.gov/programs/digest/d13/tables/dt13_318.10.asp Accessed April 22, 2017.

Pew Research Center http://www.journalism.org/2016/07/07/pathways-to-news/

Pew Research Center http://www.pewresearch.org/data-trend/political-attitudes/party-identification/

References (Cont.)National Center for Education Statistics. Percentage of 18-24 year-olds enrolled in degree-granting institutions, by level of institution and sex and race/ethnicity of student: 1967 through 2012. http://nces.ed.gov/programs/digest/d13/tables/dt13_302.60.asp Accessed April 22, 2017.

National Center for Education and Statistics. Educational Technology rates. http://nces.ed.gov/fastfacts/display.asp?id=46 Accessed April 22, 2017.

National Center for Education and Statistics. Higher Education: Gaps in Access and Persistence Study. https://nces.ed.gov/pubs2012/2012046/chapter7_4.asp Accessed April 22, 2017.

The Physician Foundation 2014 Survey of America’s Physicians. http://www.physiciansfoundation.org/uploads/default/2014_Physicians_Foundation_Biennial_Physician_Survey_Report.pdf ; Published September, 2014. Accessed March 22, 2016.

The Physician Foundation 2014 Survey of America’s Physicians.http://www.physiciansfoundation.org/uploads/default/Biennial_Physician_Survey_2016.pdf ; Published September, 2016. Accessed April 27, 2017.

2014 National Pharmacist Workforce Study. http://www.aacp.org/resources/research/pharmacyworkforcecenter/Documents/FinalReportOfTheNationalPharmacistWorkforceStudy2014.pdf . Accessed April 27, 2016.

2015 National Nursing Workforce Study. https://www.ncsbn.org/workforce.htm ; Accessed April 27, 2017.

References (Cont.)The Millenials Are Coming. http://grmworks.com/the-millennials-are-coming/ Accessed March 22, 2016.

Myers KK, Sadaghiani K. Millennials in the Workplace: A Communication Perspective on Millennials’ Organizational Relationships and Performance. J Bus Psychol 2010: 25; 225-238.

https://www.thebalance.com/tips-for-retaining-millennial-employees-1918679 .

http://www.chronicle.com/article/A-Future-Full-of-Badges/131455.

https://www.insidehighered.com/news/2016/08/09/digital-badging-spreads-more-colleges-use-vendors-create-alternative-credentials .