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Generations in the Workplace
By Leigh Moore, MSW, PHR, TSA Career Coach
Working harmoniously with others often requires us to adjust our perspective and consider things from someone else's viewpoint. Looking at generational differences offers us an opportunity to gain greater understanding of others by considering events that members of a generation share, and how those events impact their perspectives.
Let's examine the four generations currently in the workforce, and some key events that impacted each group. The four generations and approximate birth years are:
- Veterans (1930–1945)
- Baby Boomers (1946–1963)
- GenXers (1964–1979), and
- Millennials (1980–1994).
VETERANS.
Most members of this generation enjoy traditional retirement, but there some remaining members in the workforce. Veterans prefer a strong leader that they can fully endorse.
Defining Events: WWII, The Great Depression, the Golden Age of Radio, the Rise of Labor Unions, Silver Screen, the New Deal.
Common Norms & Values: Patriotism, Respect for Authority, Play by the Rules, They Love History, Dedicated, Logical, We've Always Done It This Way, You Must Earn Their Respect.
How to Best Work with Them: Treat with respect, don't rush their training, let them know they are valued, honor their experiences / contributions, acknowledge the value of their historical perspective.
BABY BOOMERS.
The Boomers represent the largest group in the workforce, control about 70% of the wealth in the U.S., and were raised primarily during prosperous times. This was the first generation in the U.S. to have significant choices in the types of work they perform and employment opportunities.
Defining Events: Television, Suburbia, Cold War, Space Race, Children in the Spotlight, Assassinations, Viet Nam, Women's Lib, Civil Right's Movement, Hippie Movement.
Common Norms & Values: Focus on Health & Fitness, Love to Learn, Define Themselves By Their Work, Team-Oriented, Seek Personal Growth, May Be Sensitive to Feedback, Avoid Conflict.
How to Best Work with Them: Make sure they know they are valued, point out where they can excel, give developmental assignments, give credit for accomplishments and acknowledge their work ethic.
GENERATION X.
Generation X is approximately 35% smaller than the Baby Boomer Generation, and was raised during an economic downturn. Gen-X members typically are more reluctant to trust corporate America and large institutions, as they were the first generation to experience extensive downsizing of their parents.
Defining events: Watergate, Nixon resigns; Stagflation; Single-parent Homes; MTV; Computers; AIDS; fall of the Berlin Wall; Persian Gulf War.
Common Norms & Values: Gen-X members define success by their lifestyle and have a strong focus on living a life that allows them time for activities outside of work, such as volunteer work. Gen-X women contribute to household incomes more than females of any other generation. About 40% of Gen-X were raised in divorced households, and they spent more time on their own than previous generations, gaining them the term latch-key kids. They learned to figure things out on their own.
How to Best Work with Them: Earn their respect as they question authority figures and do not want to play games in the workplace—they will leave. They crave and require responsibility and want independence.
GENERATION Y, or THE MILLENNIALS.
Gen-Y/Why was raised on positive pop psychology, frequently receiving encouragement and affirmations that they can do anything they set their minds to. This group was raised when violence in schools became more prevalent, and under more protective parents. Many members have been shuffled from one very structured activity to another, with less free time with unplanned activities. Gen-Y is very inclusive, with significant exposure to multiple cultures.
Defining Events: Computers/Computer Games, Columbine, Oklahoma City Bombing, "It Takes a Village," TV Talk Shows, Multiculturalism, Girl's Movement, Clinton/Lewinsky, Text Messaging, Helicopter Parents.
How to Best Work with Them: Provide ongoing feedback and developmental coaching. Provide them with cutting-edge technology and opportunities to grow and learn. They want time to pursue their personal interests. They do not always handle criticism well and may still rely on their parents to fight their battles for them. Give them latitude to do things their way. Partner them with a Baby Boomer or Traditionalist mentor.
WORKPLACE APPLICATIONS.
So how does this apply to the workplace? In many ways! If you tend to judge Gen X or Gen Y as not having a strong work ethic, re-evaluate your perspective. Perhaps they have other experiences in life that they are eager to pursue in addition to work. We might need to recognize that other people define themselves in terms of more interests than work.
Want a promotion? Be willing to earn it and understand that it may not happen on your time frame. Have extensive job knowledge? Serve as a mentor to younger generations who are eager to learn. If you feel we should do things a certain way because "we have always done it this way," try seeking input from other employees – input that might generate ideas that produce new methods that more effectively support TSA's mission.
After all, at the end of the day, that is what it is all about.
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