Bridging The Gap Between Generations
Its five o'clock-quitting time! Are you the 20-something employee that is out the door and not looking back, even if some of your colleagues think you should stay late? Or are you a "Baby Boomer" working 80 hours a week, even when some of your colleagues think it's completely unnecessary? Do you question why some of your co-workers spend time on phone calls with clients when a text message or an email would handle the issue more quickly? Or maybe you belong to a generation of employees that have yet to send their first text message and think it isn't "professional." These are examples of how people tend to negatively judge each other based on generational differences that crop up every day in the workplace. Generational tensions are at an all time high and with four generations in the work force only stand to go higher. This latest diversity issue impacts all areas of the workplace.
To understand a generation, leaders need to look at what was happening when an employee came of age; what shaped an employee's values. Is the employee a product of the baby boom arriving after World War II to parents hoping to provide a better life by indulging their children? If so, she might be a workaholic who looks for her workplace to recognize her importance to the organization while she struggles not to burn out. Did the employee grow up during the 1970's economy when everyone was worrying about shortages of natural resources and lack of good jobs? If so, he might be a "Gen Xer" who strives for life/work balance (rather than "work/life balance). While these are broad generalizations, they can impact an employee's work habits.
| Generational tensions are at an all time high and with four generations in the work force only stand to go higher. |
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Each generation brings a unique background to the job. Generalities about each generation don't hold true for all employees. But by looking at each generation broadly, leaders can more effectively manage.
Through generational training employees and leaders alike can look at the perceptions they use to deal with each generation. For example, some Boomers look at Gen Xers and see them as lacking a strong work ethic-after all, who walks out at 5 when there is still work to do? And some Gen Xers see Boomers as righteous workaholics - after all, who doesn't make time for family activities? If not challenged, these stereotypical perceptions can cause difficulties in the workplace.
Here are some suggestions for dealing with generational diversity:
- Identify your own opinions and stereotypes about the different generations.
- Increase your knowledge of generational differences.
- Receive feedback in order to identify strengths and areas for development.
- Interrupt your own stereotypes by looking for different interpretations of the information.
- Receive generational training.
So, if you find yourself reporting to a boss who could be your granddaughter, don't shut down. Yes, you know more about the business world but she brings with her technological skills and interpretations of business that could energize and re-focus your career. And if you find yourself reporting to a boss who could be your grandmother, stay open. Yes, you know more about the connected 24/7 world, but you can learn from her real-world experiences and with all her contacts in the field, she can open hard to find doors of opportunity for you.
Leadership Solutions can help with the Passport to Generations, best practices for working with diverse generations or our new training program: Bridging The Gap Between Generations. Make the generations work for you.
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