Post-Conference Review
How to Educate the Intergenerational Workforce

At NASJE’s 2009 National Conference Professor Willow Jacobson of the University of North Carolina taught a lively session about how to function more successfully in the multigenerational workplace. She discussed the value of understanding some of the general traits that employees in different age groups tend to share, including the main values and approaches of the four generations currently in the workforce. Through a combination of activities and lecture, she went through formative events, values, and assets and liabilities on the job for each of the generations. Dr. Jacobson made a point to acknowledge that the discussion of generations necessarily includes many generalizations, and that there obviously are numerous individual differences within each generation.

The four generations currently in the workplace:

1) Matures (born <1945)
Assets on the job: stable and thorough, detail-oriented, loyal and hardworking
Liabilities on the job: challenged by ambiguity and change, reluctant to buck the system, uncomfortable with conflict, reticent when they disagree

2) Baby Boomers (born 1946-1964)
Assets on the job: service oriented, driven, good at relationships, team players
Liabilities on the job: not naturally “budget minded,” uncomfortable with conflict, may put process ahead of result, overly sensitive to feedback

3) Gen Xers (born 1965-1977)
Assets on the job: adaptable, techno-literate, independent, un-intimidated by authority, creative
Liabilities on the job: impatient, poor people skills, inexperienced, cynical

4) Millenials (born 1978-2000) Assets on the job: collective action, optimism, tenacity, heroic spirit, multi-tasking capabilities, technologically savvy Liabilities on the job: need for supervision and structure, inexperienced particularly with handling difficult people issues

The fifth generation, obviously not yet in the workplace, is the Homelanders.

Looking at the workplace through the lenses of the different generations can be useful. According to Dr. Jacobson, Matures and Boomers embody the culture of most organizations today, but clearly changes will be coming. It was illustrative to consider the differences in generations’ experiences with technology: Matures and Boomers are “techno-immigrants” while Gen Xers and Millennials for the most part are “techno-natives.”

Dr. Jacobson discussed strategies and techniques to better meet the needs of the different generations and to minimize workplace conflict. She also asked the question: “Are we preparing and transitioning the next generation to replace those who are retiring?”

This question led to discussion of differences in teaching the generations and some general tendencies to be aware of:

--Mature learners: Like a traditional classroom structure, do not like to contradict or disagree with instructor, do not enjoy being singled out in group discussions or questions, like to practice alone not in groups

--Baby Boomer learners: Enjoy working in creative and independent manners, sensitive to criticism, possess significant experience, require lots of interaction and talk time, enjoy icebreaker and introduction activities, prefer a spirit of collegiality in classroom

--Gen X learners: Consider themselves fiercely self-reliant, require regular feedback, may lack interpersonal skills, can be cynical, are often impatient, consider themselves to be technologically capable, are adaptable and informal

--Millennial learners: Accustomed to group work, comfortable with active learning, multi-task with ease, technological experts, goal and achievement oriented, require more structure and mentoring, motivated by money and earning potential

Dr. Jacobson cautioned against talking about “young people” as a single group because there are some major differences in the generations, and she anticipates that the biggest clash organizationally will be between Gen Xers and Millennials.

So, as a judicial branch educator, what should you do when the participants in a training session are from multiple generations? Some general strategies from Dr. Jacobson:
• Ask for professional experiences from members of different generations
• Change activities often
• Tap into the technological savvy of Gen Xers and Millennials
• Require participation in some form each class period
• Find the right mix of guidance, structure, and visibility for all groups
• Encourage discussion between groups
• Recognize excellent performers individually

Copyright 1999-2012, National Association of State Judicial Educators
Contact Web Developer