cross generational communication

8/10/2019 Cross Generational Communication

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CROSS GENERATIONAL

COMMUNICATION

Implications in the WorkEnvironment

OFFICE OF INSTITUTIONAL EQUITY

DUKE UNIVERSITYTRENT HALL BOX 90012

TELEPHONE: 684-8222 FAX; 684-8580

WEBSITE: http //:ww w.du ke.edu /web/equ ity.htm l


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Learning Objectives

Identify four generations in the workplace, and definethem by experiences and events.

Compare and contrast the values and the potentialoutcomes of generational interaction.

Consider and identify potential problems for anorganization when people from different generationsfail to communicate effectively.

Compare and identify differing feedback styles andtheir impact.

Offer strategies for effective cross generationalcommunication.


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Diversity a Broad Scope

Diversity is sometimes defined as

differences between individuals

Part of our focus in a given situation or

interaction depends on who we are

Generational differences are one

aspect of diversity


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Why Learn About The

Generations?

Changing demographics

Better understand its impact in theworkplace

Increase personal competency in

communication and managementPromote teamwork


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Generations at Work

The events and conditions each of us

experience during our formative yearshelp define who we are and how we

view the world.

The generation we grow up in is justone of the influences on adult behavior.


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Generational Work

Performance Expectations

Every employee should be held to thesame standard.

No adaptation should be made thatcompromises the integrity of the job ordiminishes the effectiveness of yourdepartment to carry out its mission.

All employees should comply withpolicies and procedures set forth bytheir department and the University


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Appreciating Many Aspects of

Diversity

Generational differences may influence

behavior, however this does not mean

that generational differences determineadult interactions. There are a host of

other variables which come into play that

impact behavior and outcomes.Generational differences represent only

one of these factors.


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Four Generations At Work

Traditionalists (born 1922-1943)

Baby Boomers (born 1943-1960)Generation X (born 1960-1980)

Millenials (born 1980-2000)


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Events and Experiences

Traditionalists:

Great Depression

New DealWorld War II

Korean War

Boomers:

Civil Rights

Sexual RevolutionCold War

Space travel

Assassinations


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Events and Experiences

Xers:

Fall of Berlin Wall

WatergateWomens Liberation

Desert Storm

Energy Crisis

Millenials:

School shootings

Oklahoma City Technology

Child focused world

Clinton / Lewinsky


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Values

Traditionalists:

Hard work

Dedication &sacrifice

Respect for rules

Duty before pleasure

Honor

Boomers:

Optimism

Team orientation

Personal gratification

Involvement

Personal growth


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Values

Xers:

Diversity

Techno literacy

Fun and informality

Self-reliance

Pragmatism

Millenials:

Optimistic

Feel civic duty

Confident

Achievement oriented

Respect for diversity


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Generational Interaction: An Example

Traditionalists and Boomers

may have a tendency not to

question or challenge

authority or the status quo.

This may cause confusion

and resentment among the

Xers and Millenials who

have been taught to speak

up.


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When Generations Fail To

Communicate

May impact turnover rates

May impact tangible costs(i.e. recruitment, hiring,

training, retention)May impact intangible

costs (i.e. morale)

May impact grievances

and complaintsMay impact perceptions of

fairness & equity


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Generational Feedback

Feedback style and form canbe impacted by generational

differences.


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Generational Feedback

TraditionalistsNo news is goodnews.

BoomersFeedback once a year and

lots of documentation.

XersSorry to interrupt but how am Idoing?

MillenialsFeedback whenever I wantit at the push of a button.


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Feedback Style and Impact

Feedback styles that may appear informative

and helpful to one generation might seem

formal and preachy to another.

Feedback an Xer thinks is immediate andhonest can seem hasty or even inappropriate

to other generations.

Some older generations have been told that there isa time and place for feedback. Younger generations

havent necessarily been taught this rule.


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Generational Meaning of

Feedback

Traditionalist seek no applause but appreciate a

subtle acknowledgement that they have made a

difference.

Boomers are often giving feedback to others butseldom receiving, especially positive feedback.

Xers need positive feedback to let them know theyre

on the right track.

Millenials are use to praise and may mistake silencefor disapproval. They need to know what theyre

doing right and what theyre doing wrong.


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Valuing Differences

Information flows in all directions in a

learning organization. The most

successful leaders find a way to let everygeneration be heard. They recognize

that no one has all the answers. This

appreciation of diversity allows each

group to contribute and be a part of the

growth of a department or organization.


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Quiz1. The events and conditions each of us experience during our

formative years help define who we are and how we view the

world.a. True

b. False

2. Which of the following most accurately identifies the four

generations in the workplace?a. Traditionalists, Boomers, Xers and Generationalists.

b. Boomers, Traditionalists, Millenials and Socialists.

c. Traditionalists, Boomers, Xers and Millenials.

d. None of the above.

3. Communication across the generations has no impact ontangible cost, (i.e. recruitment, hiring or retention).

a. True

b. False


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Quiz

4. Feedback styles are fairly consistent from one generation tothe next.

a. True

b. False

5. Which of the following would you consider an accuratestatement in managing intergenerational staff.

a. The most successful leaders find ways of letting differentgenerations be heard.

b. Actively listening to staff that represent different

generations causes confusion and is unproductive.c. Managing generational differences means avoiding

conflict by controlling the way people speak out.


( See following slides for correct answers)


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Quiz (Highl ig hted responses indic ate correct answ er )1. The events and conditions each of us experience during our

formative years help define who we are and how we view the

world.a. True

b. False

2. Which of the following most accurately identifies the four

generations in the workplace?a. Traditionalists, Boomers, Xers and Generationalists.

b. Boomers, Traditionalists, Millenials and Socialists.

c. Traditionalists, Boomers, Xers and Millenials.


3. Communication across the generations has no impact ontangible cost, (i.e. recruitment, hiring or retention).

a. True

b. False


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Quiz (Highl ighted responses ind icate correct answer )

4. Feedback styles are fairly consistent from one generation tothe next.

a. True

b. False

5. Which of the following would you consider an accuratestatement in managing intergenerational staff.

a. The most successful leaders find ways of lettingdifferent generations be heard.

b. Actively listening to staff that represent different

generations causes confusion and is unproductive.c. Managing generational differences means avoiding

conflict by controlling the way people speak out.



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References

Zemke, Ron, Raines, Claire and Flipczak,

Bob. Generations at Work: Managing the

clash of Veterans, Boomers, Xers, and

Nexters in Your Workplace. New York.AMACOM, 2000.

Lancaster C., Lynne, Stillman, David. WhenGenerations Collide. Harper Collins, 2002

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