A lot of time was spent defining the several generations that men have been born. In order to understand how to interact with the men and brothers who were born in different times in history, it is important to know what their experiences and expectations are. First, lets look at who these men are:
Traditionalists
1900-1945, also known as Veterans, Silent, Moral Authority, Radio Babies and The Forgotten Generation.
Influences have included WWII, Korean War, Great Depression, New Deal, Rise on Corporations, Space Age, Raised by parents that just survived the Great Depression. Experienced hard times while growing up which were followed by times of prosperity.
Raised by turn-of-the-century farmers, Traditionalists brought a strong work ethic into the factories of industrialized society. This generation believes you earn your own way through hard work. Traditionalists are willing put in long, grueling hours to get ahead in their careers.
They are civic-minded and loyal to their country and employer. Unlike younger generations, Millenials and Generation X, many Traditionalists worked for the same employer their entire life and are less likely to change jobs to advance their careers than the younger generations.
They were taught to respect authority, are good team players and generally don’t ruffle any feathers or initiate conflict in the Lodge.
Of all four generations, the Traditionalists are slow to change their work habits. As a whole, they are less technologically adept than the younger generations. Traditionalists may struggle to learn new technology and work processes. They favor a top-down chain of command.
They value traditional morals, safety and security as well as conformity, commitment and consistency. They prefer brick-and-mortar educational institutions and traditional lecture formats to online, web-based education.
Baby Boomers
1946-1964 also known as “Me” Generation, Moral Authority.
Influences have included Civil Rights, Vietnam War, Sexual Revolution, Cold War/Russia, Space Travel, Highest divorce rate and 2nd marriages in history. Post War Babies who grew up to be radicals of the 70’s and yuppies of the 80’s. “The American Dream” was promised to them as children and they pursue it. As a result they are seen as being greedy, materialistic and ambitious.
Baby Boomers believe in working your way up the ladder – whether you
have a degree or not – experience is more valuable. As such they
recognize hierarchy, paying your dues and that money and perks are the
reward for hard work, long hours and commitment.
They are most familiar with annual reviews but are learning to
embrace midyear and quarterly reviews as the pace of their work
environment increases.
They value face time in the office and many Boomers will not welcome work flexibility or other work/life balance trends.
They are very motivated to do a great job and will be hardworking from morning
to night. Baby Boomers have the mind set of "organize life around work
and work around life" and "work your way to the top." Because they are
defined by their work, (and by a recent economic downturn), they are
working longer and retiring later.
Baby Boomers are loyal to the companies they work for. They want to
trust their employers and will not move companies as quickly as either
X-ers or Millennials.
As Boomers approach retirement and feel financially stable many
re-embrace their early values of work/life balance and being socially
and environmentally conscious. That said, the possession of items that
demonstrate success and prestige remains important.
Complement Boomers to get their best efforts.
Generation X
1965-1980 also known as Gen X, Xers, The Doer, Post Boomers,13th Generation.
Influences have included Watergate, Energy Crisis, Dual Income families and single parents, First Generation of Latchkey Kids, Y2K, Energy Crisis, Activism, Corp. Downsizing, End of Cold War, Mom’s work, Increase divorce rate. Their perceptions are shaped by growing up having to take care of themselves early and watching their politicians lie and their parents get laid off. Came of age when USA was losing its status as the most powerful and prosperous nation in the world. The first generation that will NOT do as well financially as their parents did.
They are much more comfortable with technology, diversity and global
awareness than any previous generation. X-ers are the first generation
to grow up with cd’s, remote controls and computers. Their circle of
friends likely includes people from other cultures and they are one of
the first generations to benefit from easier world travel and access to
world-wide current events.
Gen X-ers place a premium on family time, are ambitious and hardworking and still value work/life balance.
After witnessing the burnout and / or layoff of their hardworking
parents, X-ers entered the workplace as independent, resourceful and
self-sufficient people who value freedom and responsibility. If they are
put into a box they will start looking for a way to get out.
They are used to being leading edge – especially with technology
(consider their familiarity with technology vs. their parents). Gen
X-ers want to use their entrepreneurial spirit.
Generation X-ers are ambitious and eager to learn new skills. Provide
meaningful work and link what you do to improving humankind. They want
frequent training that relates not just to the job, but to their
careers. They look for technology based instruction which includes
multi-media and interactive, computer- based training.
They seek fun and meaningful work. They value the freedom to set
their own hours. Flexible work schedules and work-from-home options (as
long as billable quotas are met), may help to retain and motivate this
generation.
A hands-off attitude often works best when supervising, mentoring or
working with this generation. Coach, don't lecture them. Gen X-ers value
freedom and autonomy to achieve desired goals and often prefer to work
alone rather than in teams. They dislike “meetings about meetings” and don’t want or need face time. Don't expect blind loyalty. Gen X-ers are supreme skeptics and cynics
and value authenticity. They expect change. Gen X-ers thrive on
diversity, challenge, responsibility and creative input. If their
current firm does not provide them with these opportunities, they will
not think twice to move elsewhere.
Make feedback regular and specific. Annual performance appraisals are too late - they need frequent, rapid, specific feedback on their efforts.
Millenials
1981-2000 also known as Generation Y, Gen Y, Generation Next, Echo Boomers, Chief Friendship Officers, 24/7’s
Digital Media, child focused world, school shootings, terrorist attacks, AIDS, 9/11 terrorist attacks. Typically grew up as children of divorce. They hope to be the next great generation and to turn around all the “wrong” they see in the world today. They grew up more sheltered than any other generation as parents strived to protect them from the evils of the world. Came of age in a period of economic expansion. Kept busy as kids First generation of children with schedules.
Like Gen X-ers, many Millennials were raised in two-income families
with their parents often away from home. Despite this Millennials tend
to have stronger relationships with their parents. Thanks to mobile
technology their “helicopter parents” were rarely out of reach. Their
parents focused on filling every moment of their Millennial children's
lives – introducing them to an unprecedented volume of well structured
and well supervised education and activities. Their busy schedules and
expanded educational opportunities is where their confidence and need
for variety and challenge comes from.
Millennials have been told by their parents that they can do
anything. They are often called the "Everybody Gets a Trophy" generation
because their parents' insisted that their childhood experiences be
positive and that no one felt left out. Coming in first at school and at
play wasn’t the goal – they were regularly praised and rewarded for
their ‘best efforts’. Their helicopter parents brought them up teaching
them that everyone has a valid opinion and deserves to be taken
seriously… at least heard.
Millennials do not expect to “pay their dues.” They expect their
opinions to be heard and considered and are not usually shy. Millennials
want to know that what they are doing is valuable to the Lodge and/or
environment… as well as valuable to them and their career.
They have a strong desire for rewarding opportunities – for them and their Lodge.
They are driven less by money and more by accomplishment. Millennials
want to express their creativity and be able to complete tasks on their
own - using their own methods. They will be quick to go online and
search the web as well as ask their own network of friends / associates
for information and stimulation. They are learning-oriented and if
they’re doing something wrong they want to know about it now so they can
move on.
Millennials were brought up working in teams with shared rewards –
and they want to be coached / mentored. They want to know they have
access to an open door to ask questions, and this usually means they
will ask many questions.
Millennial parents and teachers gave Millennials lots of praise as
well as second, third and even fourth chances. So as adults they need
the same from their employer. They want to be told often they are on the
right track and doing a great job.
Clearly define your expectations of them. Millennials need detailed
instruction about what you want – but let them determine how to get
there. Give them a task, and allow them to do their job, and report back when they are done, so they can feel that it was their own project. Make the position relevant to them and important to them and the Lodge. If you engage them they will work hard. Millennials are accustomed to new ideas and situations, a constant opportunity to learn (or more accurately find out).
Millennials will be loyal to the Lodge – but will not provide blind
loyalty. As long as their personal interest and career needs are being
met (which change frequently) – and the Lodge is socially responsible,
the Millennial will be loyal. But they are not concerned about
job-hopping. They will quit now and find that job later - and if that
doesn’t work out they can always count on their helicopter parents for
support.
Praise Millennials often – daily even… and for sure… coach them.
That is a lot to digest, but we need to understand those we are bringing into the Lodge if we are to give them what they expect. Jeans, a shirt with no tie and a sport coat are replacing the three piece suit. Just as the men of yesteryear all wore hats to Lodge, that dress has changed. The men have changed, and we need to understand them, and accept them for the men they are, and appreciate their culture........... There is your challenge my brothers. Its a lot to understand, but that we must.
