FOUR GENERATIONS…
ONE WORKPLACE…
The First Time Ever!
Can it really work?
What we NEED to know and understand!
Anyone with teenage children recognizes the challenges of generational differences whether it’s language, music, dress, or attitude! But in today’s work world, many more, not yet even parents, are confronting the challenges of generational differences. For the first time ever, our work world now employs a workforce that spans four generations. These generations range from those who grew up with the effects of the Great Depression to those who have never known anything but cell phones, text messaging, and instant photos!
So, one might ask, “what difference does this make?” Well, it makes a lot of difference and in many ways. It adds a whole new meaning and level of complexity to the concept of “age” and the implications for diversity and respectful workplaces free from harrassment, fear of retaliation and hostile environment. Generational diversity is currently the “new frontier” of workplace diversity issues as managers, supervisors, and employees grapple with cross-generational teams, traditional age-based hierarchies turned upside down, and employee rewards and motivational incentives falling far short of meaningful value. Why?
n Generational differences determine employee values & needs.
n A lack of understanding has detrimental effects on communication and working relationships as well as undermine services.
SO THE QUESTION IS…What is the greatest generational challenge facing the nation in the next decade? The ANSWER: Looking creatively at how work can get done differently by cross-generational teams with different beliefs and values!
Let’s take a look at a few facts behind the four generations. Let’s first define “generation”
A generation is a group of people defined by age boundaries who were born during a certain era and share similar experiences and social dynamics when growing up.
What are the four generations in today’s workplace?
n Traditionalists (Matures): 61+ (born before ’46)
10% of today’s workforce yet 27 million strong
n Baby Boomers: 43-61 (born ’46-’64)
46% of today’s workforce and 76 million strong
n Generation X: 29-42 (born ’65-78)
29% of today’s workforce still 60 million strong
n Generation Y (Millennials): 20-28 (born ‘79-87)
15% of today’s workforce and 74 million strong
What are the influences and typical characteristics for each of these four generations?
n MATURES
Influenced by the Effects of the Great Depression leading to characteristics of being:
n Dedicated
n Great team players
n Carry their weight
n Don’t let others down
n Value hard work
n Practical
n Rule followers
n Respectful of authority
n Patient, loyal & hardworking
n BOOMERS
Influenced by the Effects of 60’s & 70’s leading to characteristics of being:
n Optimistic
n Idealistic
n Good team players
n Driven, love challenge
n Highly competitive
n Ambitious
n Workaholic
n Teamwork
n Cooperation
n GENERATION X
Influenced by the Effects of corporate down-sizing leading to characteristics of being:
n Flexible
n Autonomy on the job
n Fun, informal environment
n Learning opportunities
n Techno savvy
n Skeptical
n Risk-taking
n Balances work and personal life
n Self-reliant
n GENERATION Y
Influenced by the Effects of Technology & Convenience leading to characteristics of being:
n Well-organized
n Excellent team players
n Resilient
n Achievement oriented
n Value respect of differences
n Respect authority / older employees
n Hopeful
n Meaningful work
n Techno-savvy
n Diversity & change valued
So where’s the rub when it comes to workplace differences…what causes conflict? It’s all about differences in perception around…
n Authority & Hierarchy
n Money & Advancement
n Technology
n Work / life balance
n Employee loyalty
n Communications Styles
The implications for workplace conflict center around the following organizational beliefs:
n Matures
Conservative, hierarchal, clear chain of command, top-down management
n Boomers
“Flat” organizational hierarchy, democratic, humane, equal opportunity, warm, friendly environment
n Generation X
Functional, efficient, fast-paced, informal, access to leadership, access to information, positive, fun, flexibility
n Generation Y
Collaborative, achievement-oriented, highly creative, positive, diverse, fun, flexibility
The reality is that managing “generational diversity” is only partly about knowledge…it’s mostly about communication! So what are the potentials for “hot buttons”?
n Matures
n Recognition of & respect for their experience
n Value placed on history & tradition
n Job security & stability
n Clearly defined rules & policies
n Boomers
n Ability to “shine” & “be a star”
n Make a contribution
n Fit in with company vision & mission
n Team approach
n Generation X
n Dynamic young leaders
n Cutting edge systems & technology
n Forward-thinking company
n Flexibility in scheduling
n Input valued on merit, not age or seniority
n Generation Y
n Want to be challenged
n Strong, ethical leaders & mentors
n Treated with respect in spite of their age
n Social network
The biggest difference and challenge lie between the traditionals/boomers and the Gen Xers. Why? One just needs to look at how they’ve been influenced.
Boomers, springing forth fro the post WWII boom that saw the world change forever in terms of opportunity, development and increased mechanization and technology, brought forth with them an optimism that anything is possible with hard work, dedication and commitment! While that’s fueled growth and stimulated creativity beyond belief, the dedication and hardwork were not often rewarded in times of corporate downsizing and fluctuating markets. Gen Xers quickly learned that the long hours and competitive rise to the top demonstrated by their parents did not yield the kind of stability and flexibility sought. Instead, they learned to be self-reliant, putting themselves first in terms of education, opportunity, and loyalty as well as balance between work and life. Gen Yers (Millennials) drive to the top is fueled even harder but also with the highest expectations for diversity in the workplace and fair / respectful work environments, balanced with work that provides meaning and self-fulfillment along with fun.
How do we make a difference given these generational differences? By employing strategies that
n Allow choices
n Openly explore ideas
n Raise o.thers’ awareness of generational diversity
n Choose language that recognizes unique perspectives
n Balance between
n traditional procedures
n Supporting flexibility & creativity
Afterall, the essence of organizations achieving real power and energy is generated through relationships. The patterns of relationships and the capacities to form them are more important than tasks, functions, roles, and positions.
- Margaret Wheatley
Leadership and the New Science
At the beginning of any team formation, an effective leader should consider spending time learning how team members wish to communicate. Today’s cross-generational manager needs to spend more time talking with individuals to find out their needs, wants, and preferred communication styles. Exceptional listening skills, flexible styles, change and conflict management (not avoidance) and an openness to continual learning are the hallmark features of today’s leadership.
The POWER of open-ended questions can be achieved through a “Generations” Interview like the following:
n Which generation do you generally consider yourself to be a member of?
n What do you like about your generation?
n What do you wish other generations knew or understood about your generation?
n Do you feel all your work-related talents and skills are used on the job?
n What challenges do you face at work that may have to do with your
generation?
And to meet each generation with what they most value, here are some examples on how to acknowledge the contributions they bring forth:
Matures
n Your experience is respected
n It is valuable to hear what has worked in the past
Boomers
n You are valuable, worthy
n Your contribution is unique and important
Gen Xers
n Let’s explore some options outside of the box
n Your technical expertise is a big asset
Millennials
n You will be collaborating with other bright, creative people
n You have really rescued this situation with your commitment
The bottom line is this: responding to generational differences and conflicts requires the same skills needed to deal with other diversity issues. These skills involve:
n Awareness
n Communication
n Ability to manage conflict productively
Loyalty is essential to all generations but in different ways. Build in meaningful opportunities, both internal and external, that bring out the best in individuals!
So can it REALLY work? Four Generations…One Workplace…The First Time EVER! The answer is a resounding YES!