It’s a new phenomenon – today’s workforce can easily span four generations of workers. Understanding these groups is crucial as we try to find common ground and promote a healthy working environment. Here is a rundown:
The Traditionalists – born before 1949 – oldest, loyal, trusting and trustworthy, they don’t mix business with pleasure, job is duty, want recognition for sacrifice.
The Baby Boomers – born between 1949 and 1968 – the biggest group, they may resent technology and increased pace of change, oppose authority but want success, are beginning to look for balance as they ease out of workforce.
Gen-X – born between 1969 and 1978 – skeptical and cynical, but with good reason – have seen 2 recessions, the breakdown of the family unit, and mass layoffs. The only thing they trust is their own abilities. Looking for new experiences and skills development rather than long term commitment.
Gen-Y – born between 1979 and 1990 – the youngest, they have global world vision, are pragmatic, have had biggest access to information, need proof and explanations, have short-term vision, direct and impatient, can be perceived as rude.
Each generation has things in common, and it’s the seeking out of this common ground (rather than dwelling on disagreement) that makes inter-generational management work. For instance, Boomers and Gen-Yers both thrive under strong leadership and enjoy tackling ambitious projects. Gen-Xers and Gen-Yers have a common interest in technology, informality and balance with outside interests.
However, accepting each group’s unique needs is also crucial to success. Embracing the differences instead of perceiving them as roadblocks, is the key to managing an inter-generational workforce. They each have qualities that, if tapped successfully, can move your company forward like never before. Lastly, always remember that the only way to gain respect is to show respect – and that holds true at any age.
(Source: Chambers of Commerce News)
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