Managing Different Generations in the Workplace

We've all heard (and made) complaints about how baby boomers want younger people to suck it up, or that Gen Z is too flaky. In the workplace, the complaints are no different. Yet, paying attention to the generalizations we make about each preceding and succeeding generation may be the key for how to build and manage a team while bridging the generational divide.

In this article, we'll offer some of the most valuable information on differences between generational talent.

Generational Differences in the Workplace 2023 - A Broad View

Traditionalists: Prefer written communication, are loyal to their company and are committed, long-term employees. They are reliable and straightforward. They follow the rules and change is reserved for when something is broken.

Baby Boomers: Prefer phone calls and face-to-face communication. They go the extra-mile and are loyal to the team. They are structured and relationship-oriented. They challenge the rules but exercise caution when it comes to change.

Generation X: Prefers to communicate face-to-face and phone calls. They are loyal to their managers and deliver results using their own path and methods. They are independent and educated. They are flexible and see change as an opportunity.

Millennials: Prefer IM, text and email. They favor equality and use work to add value and contribute to the world. They are loyal to their colleagues. They are open-minded and achievement-oriented. They create the rules and to them change equals improvement.

Generation Z: Prefers IM, text and social media, are loyal to the experience and see careers as a way to grow. They are global, agile and view change as a reality.

How Each Generation Changed the Workplace:

Traditionalists worked long term for companies and received gifts at retirement. Having a job was a privilege, they sacrificed personal life for career. They respected authority and top-down models with face-to-face communication. Promotions, raises and the typical retirement model started with them.

A strong work ethic, company loyalty, our ideas about retirement, work taking priority over personal life and management structure started with them.

Baby-boomers were competitive due to a large population and limited positions. They wanted to stand out with promotions and worked until they did. They are used to challenging authority and were more confident, independent and changed established practices. Work became about self-expression/self-worth, equity and fairness. Visibility meant that they wanted to be seen and acknowledged by high-ups and known to be there on time, every day.

Competitive workplace culture, high-emphasis on professional accolades, work being a personal measure of success and increasing level of equality is what they left behind in the workplace.

Gen X maximized independence in the workplace. They were given a basic project framework and found their own way to its completion. They were the first to have workplace flexibility in hours and in which tasks they prioritized. They were the most educated group and equated this with professional advancement. As the most entrepreneurial generation, they improved efficiency, contributed ideas and took action.

They shaped work through collaboration, flexibility in how we handle our tasks, why most companies have a high-emphasis on degrees and finding better ways to do things.

Millennials care about making a difference. They value transparency and desire to know the inner workings, salaries and major decisions their companies make. They require a positive company culture and regular feedback. Work/life balance is blurred by technology and remote work, so work weeks aren't exactly 5 days. They want to break out of the box with wellness programs and office redesigns.

Organizations prioritizing mission statements and how they make a difference, the upsetting of work-life balance, destruction of cubicle culture and rise of open spaces as well as the company-wide sharing of important internal decisions, started with millennials.

Gen Z seeks jobs that utilizes their talents and experiences. Salary is just as important as how interesting the position is. Flexibility is a top priority and despite the pandemic and the 2008 crisis, they aren't risk averse. They advocate for work-life balance changes, especially when it comes to mental and emotional health. They are socially aware and want more workplace accommodations for training, lifestyle/beliefs, food and self-care.

Gen Z has forced companies to become more socially responsible, offer non-traditional benefits such as pet insurance and mental health days. Companies attract talent based on shared personal and social interests, accommodations they can make and unique benefits.

How to Bring Different Generations Together in the Workplace

There's no simple answer for how to perfectly form individuals of different generational talents into a team but a few tips are to:

Conclusion

Managing a multi-generational workplace can be tough, but it can't be any different than managing individual personalities and preferences to begin with. Avoid stereotyping, find solutions that work for everyone, and always keep collaboration and team building in your toolkit.

Have you escaped the office altogether? Here's an interesting article about how to improve your home office setup.