Avoiding a Generation Gap; Understanding Four Generations in the Workplace

June 8, 2011 - PRLog -- It’s the first time in American history that four generations are sharing the workplace, from Traditionalists and Baby Boomers to Generation X and the Millennials.  With four generations come four sets of ideas, behaviors, attitudes, expectations and motivators.  

As a manager, it’s important to understand and acknowledge these differences to avoid misunderstandings and to help your team work effectively to meet its goals.  Although some employees may not portray each of their generation’s characteristics, understanding the generalizations of each can help with recruiting, team building, managing, increasing productivity and embracing change.

WORKFORCE CENTRAL FLORIDA (WCF) offers the following information about the four generations in the workplace:

Traditionalists – Born before 1945
The Traditionalists, also called the Veterans, Matures, the Silent Generation and the Greatest Generation, believe in building a lifetime career with a single employer and expect an employer to take care of them.  

Traditionalists have a respect for authority, adhere to the rules and pride themselves on being hard workers.  Although work is considered an obligation, years of experience deserves respect.  Most in this age group prefer a commanding and direct leadership style along with a formal organizational structure.

The generation tends to be technically challenged and prefers one-on-one communication, telephone or written memos.  When it comes to work feedback, ongoing praise is not necessary.

Baby Boomers  - Born between 1946 - 1964
Having a stellar career and professional accomplishments are important to the Baby Boomers.  Known for its workaholics, the generation thrives on competition, personal fulfillment, quality and involvement.  

Because Boomers grew up during a time of reform, many question authority and are not afraid of confrontation.  They lean toward less hierarchal structures than their parents, the Traditionalists, and are team players.  

They communicate best one-one-one; therefore, they tend to hold meetings.  With this one-one-one mentality they have a negative feeling toward flexible schedules or working from home.  The Baby Boomers prefer feedback in the form of money or title recognition.

Generation X – Born between 1965 -1980
Many Gen Xers grew up in a two income family, watching their Baby Boomer parents attempt to have it all.  As a result, this generation works hard but tends to seek work/life balance.  

Generation Xers believe in gaining skills that they can take with them to other institutions, as they are cautious about investing in relationships with employers.  Members of the generation are constantly re-evaluating career paths.

The generation is known for being  independent and entrepreneurial and enjoying freedom in the workplace.  Generation Xers prefer immediate feedback and are more likely to communicate via e-mail rather than in-person meetings.

Millennials - Born between 1981 – 1999
The Millennials, also known as Generation Y, the Internet Generation and the Echo Boomers, are the youngest in the workforce.  Like Generation X, the Millennials crave balance and lack loyalty to a workplace.  They tend to be entrepreneurial and goal oriented, but work is a means to an end.  

They grew up multitasking, so attention spans can be short.  Millennials are known for being social and for their confidence.  Since computers and Internet have been around their entire lives, Millennials are extremely comfortable with technology and prefer to use it to communicate.

They tend to live for the moment, often speak their minds and have high expectations of their workplaces such as flexible work schedules and telecommuting.  Millennials prefer instant feedback and recognition.  

As an employer, understand the generational differences so you can determine what motivates your staff. Embrace the differences.  These multi-generational views enrich the workplace.

To help accommodate the generations, consider the following:

•   Provide benefit packages that reflect the priorities of all generations.  For example, Traditionalists and Baby Boomers may place emphasis on retirement benefits, Generation X on parental leave and dependent care, and Millennials on a flexible schedule.  Also, consider providing benefit options such as multiple health insurance packages.

•   Train employees on generational characteristics, embracing differences, avoiding stereotypes, conflict resolution and communication.

•   Clearly define and communicate company policies and expectations.  Regularly, remind employees of these policies and expectations.

•   Utilize multiple types of communication tactics such as meetings, e-mail, instant messaging, etc.

•   Use multiple training styles such as discussion groups, one-on-one coaching with feedback and online learning.  Also, offer training topics that are appropriate for all experience levels.

•   Treat all employees as valued team members and not as disposable assets.

•   Acknowledge the experience of mature workers, while respecting the talents of newer workers.

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WORKFORCE CENTRAL FLORIDA is the Orlando area's workforce expert, an authority on workforce planning, programs and the labor market for the Florida counties of Lake, Orange, Osceola, Seminole and Sumter counties.