We live in interesting times. Quick and instant communication have linked journey our communities. Information overload is the norm in our professional and personal lives. The American workforce consists of an incredible four generations who have grown up under different global events.
Each of the four generations have entered the workforce with a different set of work / life values. These values were influenced by the previous generation and the events in which they grew up. Most of the start values of these four different generations have evolved and merged as the world continues to change. On the opposite hand, some of their original values remained as a distinct influence in every generation.
These four generations understand the Traditionalist, Baby Boomer, Generation X and Generation Y. At the 2010 census, the labor force was about 5% traditionalist, 38% of baby boomers, 32% of Gen X and 25% generation Y. in recruitment, it may be useful to understand the differences and similarities between generations. These can influence your style of recruitment, labor services, and publishing materials.
The Generations Defined
Traditionalist
The traditionalists were born between 100 and 1945. Their early influences included World War 2, the Korean War, the Great Depression, and the New Deal. Their families were generally predictable with mom to stay at home as father worked for the same company until retirement. A huge percentage of men served in the army and adopted this style of management "top-down". They had to work hard, respect the boss, and seniority was granted with age. Value was held on the history and traditions; job security was expected.
Communication was formal with the typed notes and grammar. Work and family life were separated and after 30 years you have to retire with a pension.
This generation still influences our work force in the upper and sustainable management policies / procedures. Most are now retired or working part-time self-employment to supplement their income and social life.
Baby Boomer
The baby boomers born between 1946 and 1964. Their early influences include the civil rights movement, the Vietnam War, the sexual revolution, the cold war and the space race. Their family life has shown many moms still "stay at home". The 50-60 week working an hour was a standard for this generation because of their large population and competitive nature. They used the work as a tool to establish the net worth and identity. They were often afraid to take a day off for fear of losing their status at work. Teamwork has become stronger with the influence of management theories adopted by manufacturing in Japan. The boss has been respected as they should receive the respect of younger employees. Boomers feel rewarded by money and titles. These titles and awards are often posted on the walls of their office to see everything
As baby boomers nearing retirement age. many will stay at work as long as possible. Since they spent money freely and their economies were destroyed by recessions; retirement will be financially difficult. Also defines their work; So retirement will be a difficult mental choice.
Generation X
Generation X born between 1965 and 1980. Their inventory was smaller than the baby boomers. They entered a world where business, sports, and government were losing respect and trust. childhood experiences including companies move offshore and efficiency standards ... resulting layoffs for their parents. Massive Information Age began during this generation with rapid information available to anyone with a computer or a television. There is little doubt that they are skeptical of authority and the establishment. With their self-preservation mode pointed out, they have become more career-oriented instead of oriented work. This workforce is expected a good salary; and not have to start from the bottom and work to scale. Changing jobs to advance their career has been accepted, even if they had just started a new job or had received valuable job training. This generation works hard and is effective; but perhaps not as willing to stay overtime. They saw their Boomer Parents define their self through employment and Generation X wanted a life after work. They were the original latch-key children and learned to take care of themselves. Generation X believed to work for a living; do not live to work. They are not afraid to discuss and compare their wages and employment benefits as other workers.
This generation is currently at the top of their work and employee stress of life. They have mortgages, kids in college, and yet they still manage to maintain a balance between work and life. They expect to move into the business; while planning a future change in career for completion. If you think it is difficult to understand the desires of this generation, just ask; they will often tell you what they want to achieve
Generation Y
Generation Y was born between 1981 and 00. They were exposed to new stories of extreme violence and danger for their childhood. and, on the other hand, they are very protective parents. Their main influences were the 9-11 attacks, terrorist wars, shootings in high schools reported, and a strict code of legal intolerance. Their parents were often divorced; However, they provided a very structured childhood. Each child received a trophy for participation in sport and they grew up in a world of tolerance for other races and groups.
They know the stories of young entrepreneurs who make fabulous fortunes. Many of that generation had structured home and work responsibilities and can earn income at a young age. Their parents kept them actively involved in discussions about family decisions. They enjoy activities that are technical or extreme fun.
This generation has the idealism of the 60s and the problems of the generation workplace X. They have little afraid to express their opinion and may not realize they lack of experience and knowledge "working" in the workplace. You can almost see their position ... Why show doubts when the information is available immediately from computer research. At work, they may feel that they are working with the boss, not for them.
Generations contrasting
Quick Overview
The traditionalists are small in the number of total staff due to their age. We see some remain in their jobs back in a consulting position, or just enter some type of new job as the store "greeter". There are years, pensioners have been penalized in the social security program for work; but these regulations were relaxed so that they can earn extra income without penalty. The economy has brought many retreats back to work; as it will also delay the next generation of retirement. Workers who remain are described as working to further demonstrate that they have value and deserve respect.
The baby boomers were born in competition. They were huge population and have learned to compete with their parents and peers. They felt a need to move up in the labor force. Some retire; while many plan to work as long as possible. The work defines their lives. Pension funds are often limited due to their lifestyle social mobility, compounded by several accidents in the stock market. Watch a crowd of baby boomers at a social event and they will ask each other what they do for a living. You could summarize the boomers with one word ... competitive.
The X'ers generation grew up in a world where their parents were going through divorce file and long working hours. These are the original children "latch-key" that have learned to survive and care for themselves at home. Many watched their parents get laid off from a company where jobs were cut or shipped offshore, there is little doubt they have less faith in the stability of the company yet they survived and they expect a good job;. and the balance in their personal life that was missing in the life of parent. You can be summarized as working smarter, efficient and with limited confidence of society.
generation Y are newer to the workforce. They grew up work or in a structured child family and activities. Multi-tasking is natural with their communication, entertainment and work. a job is not considered a challenge and they may be asked to move laterally or in different directions. equilibrium workers life is critical and they want work to be fun. If the work is not fun, they have no problem with the use of jump to the next big adventure. Communication is fast and they want to be challenged. The future work force needs to adjust to this generation. It would be easy to describe this generation as extreme and multitasking. They are the precursor to the next generation, the generation Z.
Contrast Examples
Sitting in the restaurant, you can see four distinct groups. The Traditionalist is over- heard, "Hey Joe, how's the wife and children do?" They generally divide the work of social events. Baby boomers will compare jobs and asking how work projects going; as they try to impress each other. Boomers tend to define themselves by their work. Generation X and discuss the social time where children and families can go to enjoy the beach. The generation Ys are "all over the map," as they have the TV will (change stations before the end of the show) while listening to music and texting people (some are sitting on the table of them).
in the world of work, the traditionalist believes you should stay in a job for many years to support the mission of the company. the boomers keep an eye on the scale employment so that they can slowly climb to the top. they intend to assume a higher job title with more rewards and certificates on the wall of their office. generation X are in technology and do not want to micromanage They receive training to improve their careers.. which could easily be transferred to the next company
are busy multi-tasking generation Y and expect to be given a career . to challenge their skills They are convinced beyond their years; and they plan to add value to society.
give groups a project at work such as planning an event "meet and greet" and you can enjoy different approaches. Traditionalists want to meet and determine what has been done in the past . official menus and invitations will be created and people will be assigned to give motivational speeches during dinner. the baby boomers are going to meet and establish committees.
senior members will be at the head of each committee and timetable for the reports in 3 days, with follow-up reports for the next meeting. Finally, an action plan will be created with a place for the chair to sign on. generation X wants some ideas around and banter you want to create a quick but comprehensive plan of action. follow-up meetings will be brief. They will also want to know if people are paid to attend the social event. the Gen Y will hire a catering company without the expenditure approval. A big concern is that will bring the Frisbee and other games. They will set up activities for young and old, as they are considerate and respectful of different age groups. They enjoy their own groups, and older age groups; but they plan to have fun
The US military :. A Study in Hiring generations1
The US military has been actively involved in the creation of commercials for different generations. They have a quota of recruitment which varied by project, patriotic wars, unpopular wars, and all volunteer army. Over the years, we can see several changes in their slogans and posters on the generations
- Uncle Sam Poster and Slogan saying "I Want You" with the old man pointing at you. while wearing red, white and blue.
- created by James Montgomery Flagg in 1917
- Heavy use in WW1 and continued in WW2 (Traditionalist of recruitment)
- strengthened loyalty and patriotic idealism
- "Army of today wants to join you"
- Created in 1971 (baby Boomer recruitment)
- started towards the end of the project after the unpopular war in the Vietnam war
- new relaxed attitude to encourage employment, especially as the law
- announcements reinforced the army as a job where the baby boomers could present their career and receive excellent benefits.
- "Among the people who joined the army" and then "This is the army"
- Created in 1973 and 1978 (Baby Boomer recruitment)
- the project ended and the army needed to promote military service as a job.
- Just a change of slogans that times have changed
- "Be All You Can Be"
- Created in 1981 (Generation X recruitment)
- jingle popular, considered the second best in the 20th century by Advertising Age.
- Created for Gen X who need to move quickly and get out of the shadow of the baby boomers
- "An Army of One" and "The Power of one "
- Created in 01 (generation Y recruitment)
- I went along with great support ads for" GoArmy.Com "as seen on race cars, rodeos, magazine ads, etc.
- High tech and also with a message to people who are very confident in their abilities.
- television ads focus on talking with parents about career since Gen Y often consult parents about major life events
You can see how each campaign was designed for a generation. Is a Traditionalist being recruited by "An Army of One". The answer is no; they were in the military command structure and loyalty. Does a Generation X attracted by the "Army of today wants to join you." The answer is no; they tried to set up from a Boomer Control and labor Traditionalist. The campaigns were well thought out and effective for the generation they wanted to attract. The army revamped their slogans (and hopefully their internal operations) to meet the recruitment population.
not We Forget ... are Merge generations 2
It is practical; to think that we have four distinct groups living in many boxes contained
Wait ... before jumping to that conclusion. realize generations were also merge and evolve in some regions. While we can observe and see the trends for each generation, we can also see how they change over time. Granny can still have most of its original values and influences; but she now passes hours each day on the sending computer emails and forwarding everything she reads to all those who have an email. Generation Y can gather news on the web; but realize many of these articles were written by the traditional press agencies with the values of a newspaper or the evening news. Baby boomers have seen Generation X and Generation Y seek benefits; and baby boomers learned they could also request special advantages
The Gen X company loyalty has been influenced by observing their parents being laid off in the use of relocation and effectiveness of wars. but baby boomers were those actually trying to hold a job during these events. They were trying to provide for their families livelihood laid off. Many generations have lost the respect of loyalty to the company during this period
Every generation seeks flexibility in work. however, they can look in different forms with different reasons. An employee who wants time for the family, while young may want the flexibility of social life or even to take a few months off to fight against hunger in the world or another social cause. Generation X and baby boomers need time for personal errands and may also be taking care of their parents at home.
Two of the higher values of four generations understand the family and love. The three main reasons for happiness in the workplace for all generations feel valued, recognition and appreciation and a favorable environment. Generations will set these values differently, but the main overall value remains the same.
We continue to see clear differences in generations, but we must also realize that they do not live in a gated community and each generation evolves.
what comes next
In my next article I will discuss a recruitment plan. Tying it all together for "recruitment between generations".
Summary Chart3
| Traditionalist | Baby Boomer | Generation X | Generation Y | |
| Age4 | Born Between 100 - [1945002[1945l'âgeen2014est 69-114 | Born Between 1946- 1964 Age in 2014 is 50-68 | Born Between 1965- 1980 age in 2014 is 34-49 | Born Between 1981- 00 , age in 2014 is 14-33 |
| names | also called veterans, the Forgotten Generation, or Radio Babies | also called me generation or boomer | also known as Gen X or Gen X | also called boomers millennium or Echo |
| How Many5 | 40300000 census 7.7 million workers | 81500000 census with 59.9 million working | census 61.0 million with 49.4 million working | 85400000 census 31.9 million workers |
| major influences in their story | WW2, Korean war, Neal Deal, parents survived the Great depression | civil rights movement, cold war, the sexual revolution, the Vietnam war, shootings Kent State , oil embargo | Watergate, mergers Company, stock market crash, information Age began | 9/11 terrorist attacks, Archery school, |
| major influences in their culture | high percentage served in the army with the military chain of command, GI Bill college gives possibility, expect others to honor their commitments | started 60 hours per workweek, large population and very competitive in the work and career ladder | Parents Lay Off employment, news channels 24 hours, Internet began, decline in US economy, sports and political scandals, Internet part of everyday life | Internet and techno is an important part of their lives, world markets, information available quickly, slow to leave home parents, Twitter, often discussing important decisions w / parent |
| major influences during childhood | Very little money in the household | explosion of TV sets, a large population of competition in sports and school | Latch key children parents worked, grew up learning to take care of themselves | Everyone gets a trophy in competitive sports, children merged families, structured parent their daily lives, attached to their gadgets and parents, Extreme Fun in TV shows and activities |
| work Life balance | family and employment do not mix, Loyal to the organization | Raised by a parent stay-at-, living to work, If I retire, I'll be broke | both parents worked, work to live, Clear balance in work and life, the effective work but allow time | lifestyle value on upward mobility, strong relationship with parents, diversified social group of friends |
| Environment working | Adhere to rules, top to bottom (military) management, the age gives seniority, very private information kept salary of his peers, Expect respect for the experience, never discuss salary and benefits with peers | Workaholic and afraid to take off, oriented teamwork, working up the ladder of management, takes home work, were warned of a possible implementation to fire if they ever discussed salary with peers | Unimpressed with authority, do not trust companies since parents have been laid off, project-oriented, you want work to be fun, will discuss salary / benefits with peers, expect the training so they can move in the career (although different company) expect to start near the scale of remuneration summit | tolerant of diversity in environment work (shopping and age groups), Multi task in work functions, and seeks Accepts leader to be a mentor, prefer to work around their age peers, job hopping is frequent, the work must be socially rewarding and fun, planning multiple careers (not just jobs) in their lives, working with management, not for themselves, seeking employment with the stability and direction, goal oriented |
| Communicate | Memo, policy Manual, inspiring speeches | Talking in person, business meetings, Use proper sentence structure | Email, websites, short sentences | Email, text, Twitter |
| Motivate | history of value and tradition, Enjoy motivational message, | instead of degrees and awards on the wall, the important title that their identity | Ask for their input, paths for early retirement or career change, advanced tools, no micro management | work with peers, you be challenged boss is a mentor, advanced tools |
| Goals6 career | Build a legacy | Build a brilliant career | Build Portable career | Build parallel careers |
| Benefits | flexible schedule approaching retirement so they can continue to work with the off time | mentoring and coaching opportunities Post possibility of retirement and ways, retirement options | nursery and convenience for the education of children, leisure time for the reward, stability of employment, health care | Flex-time, advanced technology, the company supports social causes |
| Flex-Ability keys | flexible schedules for partial retirement activities | Flexing retired, may have need flexible hours to care for relatives | Flex time to attend the parental activity with children and household | Flex time for social / fun, improve time self or social causes |
| Recruitment | Discuss story, show how they are still valued, Keep the conservative discussion, but listening to their needs, do not enjoy games, Ask what motivates them, formal orientation | retirement Options such as 401K, pay and promotion, the deal quickly, health care benefits, Ask what motivates them, formal orientation | portable pension plans, many training opportunities, benefits of healthcare, Close Quick tuning stability of the company, ask what motivates them, East with short sessions | many training opportunities, Close Quick tuning offers internships for youth to acquire an interest, show the different career options, Include peers in recruiting events, Ask what motivates them, East with experienced mentor |
site options Company In 02, he created Recruitment healthy dissemination tools and services targeted later. These companies specialize in recruiting and marketing tools for health care (mainly nurses and therapists). We helped facilities for rent hundreds of therapists and nurses each year.
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