We’ve all heard the generation stereotypes. Entitled millennials love their iced coffees and avocado toast. The apathetic Gen X simply can’t be bothered with anything, and the smartphone-addicted Gen Z can’t get off TikTok. Stereotypes aside, there are defining differences in how each generation approaches life, particularly work. Many companies and associations have the new challenge of adjusting to four generations in the workplace: baby boomers, Generation X, millennials and Generation Z.
The Traits
- Baby boomers: Hard work and loyalty define the baby boomers. Born between 1946 and 1964, this generation is goal oriented, tending to stay at companies long term. They’re more likely to work overtime to get a job done, and they’re motivated to achieve managerial status or work their way up.
- Generation X: Often overlooked, Gen X values independence and exhibits a laidback demeanor. Because they were born between 1965 and 1980, they came of age in an era when working mothers became common, so they had to fend for themselves. This transfers into their work: They respect autonomy, efficiency and innovative procedures.
- Millennials: As their name suggests, millennials came of age in the tech world, as they were born between 1981 and 1996. They’re used to adapting to technology and are results oriented. Their passion lies in creating relaxed work environments with frequent feedback and mentorship.
- Generation Z: This is the youngest generation entering the workforce — born between 1997 and 2015. Their priorities include authenticity, truth and connectivity, and they expect this with managers. It’s important for them to have flexible work environments, diverse workplaces and transparency.
Striking the Perfect Balance
It’s important to start by understanding each generation, beyond the stereotypes. Get to know your individual colleagues — their preferences, values, communication styles — before making blanket assumptions. Generations are going to react differently to scenarios, and oftentimes, their reactions are rooted in when they came of age in the workplace. Older millennials who started working during the recession might place higher value on job security. Baby boomers didn’t grow up with the internet and technology; they might prefer a phone call to an email, as that was their norm. As a manager, welcome open communication with your team. Have team members ask each other their preferred communication style. Ask each person what they value most in a workplace and what lessens stress. Simply opening up a channel to discuss expectations can help avoid misunderstanding your co-workers or getting annoyed by how different generations handle situations.
As noted above, each generation brings valuable traits to the team. Rather than focusing on what each generation lacks, strike a balance between each generation’s assets and assign tasks accordingly. Gen Z can bring a sense of connection to the team and add more authenticity. Millennials can easily adapt to changes and can likely work their way through technological issues. Gen X works well in independent settings and can be relied on to get a job done. Baby boomers work best with a goal in mind. Acknowledge these strengths and think about your specific company. How can each of these traits be leveraged to complete a project? How can generations learn from one another? Younger generations bring fresh perspectives, while older generations bring experience. Both can learn from one another.
Flexibility is key when managing a team that comprises multiple generations. Particularly for Gen Z, who entered the workforce during the pandemic, offering the ability to work from home is appealing. The baby boomers on your team might prefer a strict 9-to-5 schedule — let them work in an office if possible. Since Gen X values independence, try not to micromanage, and trust that they’ll get the job done. Give feedback often to millennials who value honest communication.
While challenging, a multigenerational workforce can offer unique experiences, a harmony of skillsets, and opportunities for flexibility and mentorship. Focus on the strengths and skip the negative stereotypes.
Sources:
www.business.com
www.hbr.org
www.indeed.com
Jessica Sears is senior writer at Innovative Publishing. She can be reached at jessica@innovativepublishing.com.
Comments are closed.