Have you heard the one about a Veteran, a Baby Boomer, a Generation X’er, a Generation Y’er, and a Gen Z who step into an office…
“But what’s the punch line?” you might want to know, assuming it were the prelude to a joke. But it isn’t. This, my friends, is a snapshot of today’s workplace. It’s critical that you, as a leader or as a worker, understand the generational mix moving forward because if you don’t, you will be spending more time fixing personnel issues rather than making projects happen or money.
In business today, employees represent the five generations: The Traditionalists, Baby Boomers, Generation X, Generation Y and Generation Z. And while it is beautiful to imagine an array of ages working cooperatively together, real life isn’t always easy, breezy, and beautiful, like a Hallmark Card. Workplace interactions can be fraught with judgment and misunderstanding.
From a management perspective, it’s not always simple to get different generations to work together effectively. And so it’s up to all of us to learn how. The key peaceful coexistence in the workplace is simple: It all starts with a little understanding.
So when assumptions run wild and relationships are bumpy, it is important to demystify the unknown; that’s what makes us more empathetic and successful as part of a working team.
But what do we need to know about one another?
The Traditionalists or Silent Generation
Who are they: The Voice of Experience
Born: between 1922 and 1943
Defining social experiences: World War 2 and the Great Depression
What they value: Hard work, sacrifice, loyalty
What they need from us: Respect for their experience
What they need from us: Coaching, encouragement and structure
The Baby Boomers
Who are they: The Natural Born Leaders
Born: Between 1943 and 1960
Defining social experiences: Movements that challenged the status quo such as the Civil Rights movement and Women’s Liberation.
What they value: Personal growth, team involvement, ambition
What they need from us: Acknowledgement of their organizational strength.
The Generation X’ers
Who are they: The Stars of their Own Show
When were they born: between 1960 and 1980
Defining social experience: Summer of love, punk rock, latchkey kids
What do they value: The right life / work balance, diversity
What do they need from us: The freedom to work with minimal supervision, to have their voices be heard.
The Generation Y’ers
Who are they: The Sociable, Tech Savvy Optimists
Born: between 1980 and 2000
Defining social experience: Raised in supportive environments, always received praise for their effort
Defining Social Experience: Twitter, Snapchat, their social experience is increasingly digital and international.
What do they need from us: Feedback preferably quickly and collaborative in nature.
From a company standpoint, the organization must embrace what each generation has to offer. It’s up to management to understand the strengths and weaknesses of each generation and to foster greater understanding between them in order to keep productivity up and conflict to a minimum. And it’s up to all of us to come up with effective strategies for working together.5 Effective Strategies for Surviving The Mix of 4 Generations in the Workplace
1. UNDERSTANDING: Don’t dwell on the differences between different generational groups, but understand what they are.
Do the unexpected! If you’re a Traditionalist, text your Gen Y co-worker about that meeting and vice versa, if you’re a millennial, pick up the phone and get in touch the old fashioned way!
2. VALUE OTHER PEOPLE’S EXPERIENCE: Everyone wants to be respected for their knowledge and experience, so give props where they are do. When you value other people’s experience and expertise you foster healthy relationships.
Different groups value different things! A hardworking Boomer might be as proud of the fact that she has worked solidly for fifteen years without a vacation as Gen X’er is proud of ticking every bucket-list travel experience off her list. Different strokes people. Different strokes.
3. OPEN YOUR EARS: Listen to what your coworkers have to say. Don’t interrupt and be present in the conversation. We all want to be heard and understood.
A Boomer can be as passionate about the national debt as a Generation Y’er is consumed by student loan debt.
4. TEACH AND LEARN: Mentorship can go both ways; acknowledge what you have to offer and what you can glean from your coworkers unique experiences and perspective
A lesson in the magical ways of social media can be as enlightening for a Boomer as life lessons from someone older and wiser who has been-there and-done-that are to a babe-in-the-woods Gen Y’er. Take 20 minutes out and show your office mate how Snapchat works.
5. LEARN A NEW LANGUAGE: How are others around you speaking? Are they using expressions and intonations that are different from your own? Chances are in the workplace today; the answer is “yes.” Listen to the daily language of your coworkers and incorporate their language into your conversation. Go to the library or book store and get a children’s book on that language and study it and try it out on your colleagues. RESPECT will be gained pronto.
The same words can have different meanings depending on who you’re talking to. If you’re an older person in the workplace, make connections with younger co-workers by learning their lingo. Throw in the right word you picked up on Urban Dictionary and see how quickly you make inroads!
Each generation brings its own specialized skills, vision, ideas, habits, and experiences to the team and an effective organization must find ways for their employees to interact, understand one another and to work collaboratively.
It’s not always easy: sometimes differences put our patience to the test. But at the end of the day, a blend of different perspectives and approaches is the best way for companies to achieve goals, promote innovation and boost productivity. It’s a fact that diversity has a positive effect on ROI. And on a personal level, our lives are always enriched when we broaden our understanding of individuals who step into our lives. It’s taking the time to listen, process and engage.