2030 Vision - Five Generations One Workplace

2030 Vision:
Five Generations, One Workplace

Jessica Briggs
Consultant, Gallup
Achiever + Woo + Developer + Communication + Positivity
#GallupAtWork
Introduction
Jessica Briggs
Consultant, Gallup
Achiever + Woo + Communication + Developer + Positivity
#GallupAtWork
Today’s Objectives
1 . D I SCOV E R W H Y G E N E R AT I O N S A R E A H E L P F U L L E N S
FO R U ND E RSTA N D I N G T H E WO R K P L AC E .
2 . D E FI NE EAC H G E N E R AT I O N A N D E X P LO R E
M EANI NG FU L D I FFE R E NC ES.
3 . U ND E R ST AND H O W T O NAVI G AT E T HE AC C E L E R AT I NG
R AT E O F C H A N G E N E W G E N E R A T I O N S W I L L B R I N G T O
Y O U R W O R K P L AC E .
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Copyright © 2020 Gallup, Inc. All rights reserved.
Pop Quiz
IN 3... 2... 1...
+ Have you used a typewriter at work?

+ Have you used a fax machine for any job you’ve had?
+ Do you have a personal computer at home?
+ Do you have a Facebook or Instagram account?
+ Have you done a TikTok video?
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Generations as a Lens for
Understanding the Workplace
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Why We Started Looking at Generations
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“OK Boomer” and Other Stereotypes
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___
“Age is the only universal social category. Unlike race,
gender, socioeconomic status, age has this inevitability,
assuming you live long enough. It’s this paradox, given that
we’re all in this together, that I’m going to be there one day,
and we’re making these comments.”
— MICHAEL NORTH, ASSISTANT PROFESSOR OF MANAGEMENT AND ORGANIZATIONS,
NEW YORK UNIVERSITY STERN SCHOOL OF BUSINESS
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Meaningful Differences
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GEN ZERS MILLENNIALS GEN XERS BABY BOOMERS TRADITIONALISTS
Years 1997> 1980-1996 1965-1979 1946-1964 1900-1945
Age Range ≤23 24-40 41-55 56-74 75+
% Engaged 27% 36% 33% 33% 41%
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3
CliftonStrengths® All Generations Nuances
TRADITIONALISTS BOOMERS GEN XERS MILLENNIALS GEN ZERS
1 Responsibility
Responsibility Responsibility
Responsibility Responsibility
Responsibility Achiever
Achiever Restorative
2 Learner
Learner Achiever Relator
Relator Relator
Relator Relator
3 Connectedness Learner Achiever
Achiever Responsibility
Responsibility Achiever
4 Achiever Relator Learner
Learner Learner Responsibility
Responsibility
5 Relator Arranger Arranger Restorative Adaptability
6 Input Developer Strategic Input Futuristic
7 Developer Connectedness Developer Individualization Developer
8 Positivity Input Input Positivity Learner
9 Arranger Positivity Individualization Empathy Empathy
10 Harmony Belief Positivity Developer Positivity
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Copyright © 2000,
2020 Gallup,
2020 Gallup,
Inc. AllInc.
rights
All rights
reserved.
reserved.
The Workforce Is Changing
14% 17% 13% 4%
EMPLOYED 15% EMPLOYED

59%
RETIRED
33% FULL TIME PART TIME
36% 13%
96%
1%
11%
7% 4% 5%
15% 16%
NOT FULL-TIME 44% PART-TIME
12%
66% EMPLOYED STUDENT STUDENT
84% 35%
Gen Zers Millennials Gen Xers Boomers
*GALLUP PANEL 2019
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Juggling Work and School
20% 17%
GEN ZERS 10%
GEN ZERS
10% EMPLOYED EMPLOYED
70% FULL TIME 73% PART TIME
5%
8% 21%
MILLENNIALS MILLENNIALS
EMPLOYED 7% EMPLOYED
FULL TIME 72% PART TIME
87%
Full-Time Student Part-Time Student Not a Student
*GALLUP PANEL 2019
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6
Gen Zers Are Looking for Jobs
HOW CONFIDENT ARE YOU THAT

10% YOU COULD FIND A QUALITY JOB?
%VERY CONFIDENT
23% 42% LOOKING FOR
FULL-TIME JOBS
25%
17%
30%
24%
15%
15% LOOKING FOR 29%

58% PART-TIME JOBS
12%
Gen Zers Millennials Gen Xers Boomers
*GALLUP PANEL 2019
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What Different
Generations Want
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Top 3 Attractors of Organizations, by Generation
WHAT ELEMENTS OF OUR CULTURE ARE WE HIGHLIGHTING TO ATTRACT TOP TALENT?
Generations Workplace Considerations

CROSS-
NUANC ES H OW A R E YO U P R O M OT I N G T H ES E E X T E R N A L LY ?
G E N E R AT I O N A L
Gen Zers and Millennials Wellbeing DIVERSITY How you are ensuring you are attracting diverse talent?
Diversity and inclusion Ethical leadership INCLUSION How you are ensuring you are measuring your inclusive culture?
Millennials, Gen Xers and FINANCIAL Promote the organization’s growth.

Baby Boomers Share any public financial statements or records.
Financial stability WELLBEING Actively promote these benefits on your website.

Understand that wellbeing extends beyond physical health into social,
financial, career and community aspects of life.
ETHICAL Share the company’s mission and values and how each employee lives those
out each day.
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Top 3 Engagers of Work, by Generation
DO OUR EMPLOYEES SHOW UP EVERY DAY ENTHUSIASTIC AND INVOLVED IN THEIR WORK?

CROSS-
NUANC ES H O W A R E Y O U C R E AT I N G A C U LT U R E T H AT E N A B L E S T H E S E ?
Gen Zers and Millennials Opportunities to do EXCITING Identify motivating factors.

their best
Exciting work CREATIVITY Provide time and space for people to try new things/ideas.
Clear goals
Baby Boomers and
Millennials AUTONOMY Managers should check in, not up, on their employees.
Creativity
DO BEST Be a strengths-based organization that aligns people’s natural talents with
Millennials, Gen Xers and their roles.
Baby Boomers
CLEAR GOALS Collaboratively create goals with a focus on the future.
Autonomy Constantly be in communication with employees to align expectations.
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Top 3 Development Desires, by Generation
DO OUR TOP PERFORMERS SEE A FUTURE WITH US?

CROSS-
NUANC ES HOW ARE YOU ENABLING MANAGERS TO SUPPORT THIS?
Gen Xers Opportunities to MENTORING Provide mentoring opportunities — one-on-one pairings, intergenerational
learn new skills or gain project teams, etc.
Mentoring from knowledge
management NEW SKILLS Give opportunities for stretch assignments.
Opportunities for Facilitate paid or free learning opportunities (webinars, in-person training,
career growth podcasts, etc.).
Feedback about
GROWTH Map out a path for high-potential employees.
my work
Develop employees to achieve better opportunities outside of
your department.
FEEDBACK Offer timely, in-the-moment feedback regarding work products.

Use positive reinforcement and give praise for great work.
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2030 Workplace
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22
Workplace Expectations Are Shifting
WHAT FUTURE WORKPLACES WANT AND NEED
OUR PAST LEADER AS COACH OUR FUTURE
My Paycheck My Purpose
My Satisfaction My Development
My Boss My Coach
My Annual Review My Ongoing Conversations
My Weaknesses My Strengths
My Job My Life
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Questions?
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Accordingly, international and domestic laws and penalties guaranteeing patent, copyright, trademark and trade secret
protection safeguard the ideas, concepts and recommendations related within this document.
This document cannot be shared outside of the Gallup at Work Summit, and no changes may be made to this document
without the express written permission of Gallup, Inc.
Gallup®, CliftonStrengths® and each of the 34 CliftonStrengths themes and Gallup Panel™ are trademarks of Gallup, Inc. All
rights reserved. All other trademarks and copyrights are the property of their respective owners.
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2030 Vision:

Five Generations, One Workplace

+ Have you used a typewriter at work?

Years 1997> 1980-1996 1965-1979 1946-1964 1900-1945

Age Range ≤23 24-40 41-55 56-74 75+

% Engaged 27% 36% 33% 33% 41%

CliftonStrengths® All Generations Nuances

TRADITIONALISTS BOOMERS GEN XERS MILLENNIALS GEN ZERS

14% 17% 13% 4%

EMPLOYED 15% EMPLOYED

Gen Zers Millennials Gen Xers Boomers

*GALLUP PANEL 2019

Full-Time Student Part-Time Student Not a Student

*GALLUP PANEL 2019

Gen Zers Are Looking for Jobs

HOW CONFIDENT ARE YOU THAT

15% LOOKING FOR 29%

Gen Zers Millennials Gen Xers Boomers

*GALLUP PANEL 2019

Generations Workplace Considerations

Millennials, Gen Xers and FINANCIAL Promote the organization’s growth.

Financial stability WELLBEING Actively promote these benefits on your website.

Generations Workplace Considerations

Gen Zers and Millennials Opportunities to do EXCITING Identify motivating factors.

Generations Workplace Considerations

FEEDBACK Offer timely, in-the-moment feedback regarding work products.

OUR PAST LEADER AS COACH OUR FUTURE

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