How Do You Lead 4 Generations In The Workplace?
Very Carefully!
For the first time we now have four generations in the workplace?presenting interesting challenges and opportunities to leaders, managers, and their teams. It is important to understand the nature of these challenges as we present a brief overview of traits specific to each generation. What?s even more important is to have some insight (and apply it) to each generation?s interactions, issues, styles, experiences and preferences.
Who are the four generations?
You might see some variation in the labels and dates used by other writers, with the following commonly understood:
The Silent Generation (a.k.a Traditionalists) were born before 1946
Baby Boomers were born between 1946 and 1964 Gen Xers were born between 1965 and 1980
Millennials (sometimes called Gen Y or Generation Next) were born after 1981
Why is it important for leaders to pay attention to the four generations?
First of all, in many cases, they are not getting along in the workplace (and elsewhere). They don?t communicate well with each other. It?s important to observe the distinction between Age vs. Generation. Different generations care about different approaches to the same problems?at different times. Generational context is not about age, but common experiences. Do you remember ??don’t trust anyone over 30?? We heard that back in the 70s, and it was said by the Baby Boomers. Well, the Boomers retain many consistent generational traits, but now the youngest of them are over 40 and the oldest over 60. What a shock!
Leaders, managers and coaches do well to understand the dynamics and the potential outcomes of generational interaction and sometimes misunderstanding. When generations fail to communicate effectively in the workplace we may see a negative impact on the bottom line?through retention rates, grievances and complaints, tangible and intangible costs, morale, etc.
We need to ask powerful questions around issues related to the generations, such as:
What is the impact of differing communication styles?
What are some pitfalls in inter-generational communications–professionally and personally?
How can we enhance cross-generational communication?
How do we recognize each generation, if not by age or hierarchy?
How do common experiences shape the personality of a generation?
What are the challenges of leadership, management and team development that pertain to each generation?
What can we learn and apply from the formative years of each generation?
What are their favorite forms of entertainment and recreation?
What are some of the traits of each generation?
Considering the limitations of space, we can only present a small sampling of the many observable traits and patterns we see in the generations. Many resources exist for those who would like to delve deeper and/or find more examples.
The Silent Generation (Traditionalists)
Employees recognize the role of authority in a hierarchical organization.
Experienced smooth career passages.
Adopted a “just stick it out” attitude in their jobs (as well as in their marriages).
Expected traditional retirement at 65 ?but now may never want to retire.
Tom Brokaw calls them The Greatest Generation.
Baby Boomers
Boomers were beat up by downsizings and rightsizings and have always competed fiercely among themselves.
May have had several careers, employers or types of jobs
Tend to be workaholics and define themselves through work. May have guilt over putting career before family.
Tend to be self-centered and self-absorbed. They personify the ?me generation.?
Gen Xers
Saw the layoffs of the ’70s, ’80s and ’90s and distrust big institutions.
Assume that every job is temporary.
Parents suffered fatigue, illness and divorce?want a better balance.
Avoid long hours and keep their work and personal lives separate.
Viewed as being less driven in their work habits and less loyal than Boomers
Skeptical, self-focused and self-protective at work.
Xers seek excitement and want to have fun at work. Want relaxed rules and a casual dress codes. Prefer e-mail to long meetings.
Will confront or publicly disagree with an authoritative manager.
Millennials
Watched Gen Xers rise and fall before and after 2000 (dot-com bubble-burst)
Want job security
Large in numbers; may need to compete for jobs..
Grew up with protective parents and might fear workplace conflict.
Great at multitasking; can work effectively on numerous activities at once.
Get along with their parents; may live at home for longer.
Thrive in a fast-paced technological world.
What approaches can we use in managing people?
Leaders have long-considered the influences of behavioral styles, company culture and urgency as they made decisions about their approach to communication in the workplace. Now we add to the mix–factors relating to generational differences.
New Approaches to Management?What?s NEXT?
š Notice who they are and how they respond
š Experiment with your approaches and responses to each generation
š eXtrapolate to future behaviors and choices
š Transition to new ways of relating to the generations
Brian Azar
www.SalesDoctor.com
919-620-1551
