Making News

(Nov. 15, 2007)

GENERATIONS IN TODAY’S WORKFORCE

An In-depth Look at Today’s Corporate Culture

By Steve Kleber

 

Today’s workforce is made up of multiple generations, struggling to get along. As business owners, it’s crucial to not only understand the distinctive groups and individuals that make up your staff, but also understanding what defining life events shape their attitudinal traits, workplace strengths and weaknesses. It’s important to appreciate how each generation perceives one another in terms of employment performance.

With 2008 around the corner, and an increasing number of Gen Yers entering the marketplace, preparing yourself to effectively manage and appreciate your staff is one of the most essential activities that will contribute to next year’s success.

Below is a summary chart to serve as a catalyst in further understanding today’s corporate DNA.

 

Years Born

Estimated Pop.

Defining Events
and Trends

Workplace Assets

Workplace Liabilities
           

Veterans

1922 – 1943

50.7 million

Patriotism,

families, The Great   Depression, WW II, New Deal, Korean War, Golden Age of Radio, Silver Screen and rise of labor unions

Stable, detail oriented, thorough, loyal, hard working,  collaborators, Internet embracers

Inept with ambiguity and change, reluctant to buck the system, uncomfortable with conflict, reticent when they disagree

Boomers

1943 – 1960

80.2 million

Prosperity, children in the spotlight, TV, suburbia, assassinations, Vietnam, Civil Rights movement, Cold War, Women’s Liberation, The Space Race

Service oriented,

driven, willing to “go the extra mile,” good at relationships, want to please, good team players

Not naturally budget minded, uncomfortable with conflict, reluctant to go against peers, put process before result, overly sensitive to feedback, judgmental, self-centered
           

Gen X

1960 – 1980

62.1 million

Watergate, Nixon resigns, latchkey kids, stagflation, single-parent homes, MTV, AIDS, computers, Challenger disaster, fall of Berlin Wall, Wall Street frenzy, Persian Glasnot, Perestroika

Technoliterate, adaptable, independent, creative, risk taking, practical, entrepreneurial, adaptable

Impatient, poor people skills, cynical, whiners, slackers
           

Gen Y

1980 - 1997

74.2 million

Computers, schoolyard violence, Oklahoma City bombing, TV talk shows, multiculturalism, Girls’ Movement, McGwire and Sosa, Columbine, Clinton/Lewinsky, busy over planned lives, stress

Independent yet collaborative, optimist, tenacious, heroic spirit, multitasking capabilities, technological savvy, entrepreneurial

Need for supervision and structure, inexperience – especially when handling difficult people issues

Sources: PrimeTime Women

Generations at Work

Don’t Think Pink

In addition to knowing the historical background and typical flaws and vigor of today’s working generations, internalizing generational views of authority, leadership style, outlook and work ethic are customary to a contented staff. 

 

Veterans

Boomers

Xers

Yers

Outlook

Practical

Optimistic

Skeptical

Hopeful

Work ethic

Dedicated

Driven

Balanced

Determined

View of Authority

Respectful

Love/hate

Unimpressed

Polite

Leadership by

Hierarchy

Consensus

Competence

Pulling together

 

 Source:   Generations at Work

The potential for generational misunderstanding is at an all time high with the span of four generations in the workforce. Tensions between the population segments can be hindered by fostering effective communication within the office environment. The more each generation begins to understand the historical differences between them, the more they’ll comprehend how to communicate clearly with one another. 

Veterans living through World War II and the Great Depression may be seen as rigid and narrow by younger generations. They have seen the birth of the computer age, but have not easily adapted to new technology.  Boomers and Xers see this group as too set in their ways to adjust, leading to increased workplace frustration.

Negative perceptions between the Boomers and Xers seem to be the strongest.  Boomers experienced the age of “free love” and challenged the status quo. They found themselves being challenged upon entering the workforce, facing vast numbers of peers seeking out the same jobs. This competitive nature between co-workers is what led to the 60-hour work week.  While Generation Y seems appreciative of what the Boomers have accomplished, Xers tend to grow resentment toward them. Xers have a sense of skepticism about the workplace and their employers. They saw their parents’ generation being let go after decades of service, and in turn developed a certain level of mistrust for these corporate employers.

The youngest generation, Gen Y, is the most technologically influenced generation.  They don’t know a world without MTV and video games. Looked at as computer savvy and competent, their experience with technology may also leave them less skilled at being able to handle confrontation or the ability to stick up for their ideas within the office environment.

The vast changes that have occurred over the last several decades have led to generational gaps in perception and communications styles. Overcoming these differences and learning how to relate to all age ranges in the office can lead to higher productivity and retention.


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