In my world, we talk about the multiple generations in the workplace on a regular basis. Generations are defined by age, date of birth, and critical societal events. Each generation has its own strengths, limitations, and values. Understanding the differences can create a more cohesive work environment.
Baby Boomers (born 1946-1964)
The baby boomer generation was named for the “boom” of babies born in the United States following the end of World War II. This generation is characterized by a strong work ethic; members are goal oriented, highly resourceful, and team oriented. Baby boomers’ philosophies have been formed through the civil rights movement, the Beatles invasion, Woodstock, the end of the Vietnam War, and the first moon landing. Boomers hold a significant amount of institutional and experiential knowledge, and they are typically excited to share it with the Gen X and Gen Y co-workers who share their strong work ethic.
Generation X (born 1965-1980)
Gen X children grew up in a time of shifting societal values. They are also referred to as the “latchkey” generation because of the reduced adult supervision they received when compared to previous generations. Generation X adults are often characterized as slackers, cynical, and unaffected. Gen X grew up with MTV and the introduction of video games. They remember dial-up internet as teenagers and do not always follow the crowd. Gen X is motivated by time off, taking risks, and doing things their way — many are entrepreneurs. They tend to be highly educated, self-sufficient, and remarkably adaptable to diverse experiences.
Millennials/Generation Y (born 1981-1996)
Generation Y children were born to baby boomer or Gen X parents at a time of declining fertility rates around the world. They received enormous amounts of praise from their parents. Their view of marriage and children is different from previous generations — they are less likely to get married and they often prefer fur babies to actual humans. Millennials don’t remember a time without the internet. In the workplace, Generation Y strives for work/life balance, flexible working hours, and strong diversity policies. They expect to be promoted through the organization rapidly. Millennials expect the organizations they work for to have a strong sense of corporate responsibility.
Zoomers/Generation Z (born 1997-2012)
This is the most diverse generation the United States has ever seen. They grew up during the Great Recession, and they place less value on salary than any other generation. Radically different from millennials, this generation has an entirely unique perspective on careers and how to define success in life and in the workplace. Employers need to highlight their corporate efforts to be good global citizens. They can’t just talk about it — actions speak louder than words. The Gen Zer demands greater personalization with his or her career and is not content simply to climb the corporate ladder.
With all of these nuances, how do you create a cohesive workplace? Here are six key ways to enhance your multigenerational work environment.
- Encourage ideas. Respond with “yes, if” rather than “no, because.”
- Invest in professional development at all levels of the organization.
- Conduct anonymous surveys. This eliminates the generational differences and identifies the key issues.
- Start with empathy. Every individual is in a different situation.
- Create common goals. It’s easier to be cohesive when you are all aiming at the same target.
- Be open to thinking differently; the world would be a very boring place if we were all alike.
It is easy to stereotype each generation based on the qualities and characteristics listed above. We are all unique individuals, formed by our life experiences as well as by the generation in which we were born. There are amazing individuals in each generation. You can choose to be one of them.
