Minnesota Career Development Association

By Kate Schaefers, Ph.D., Member of MCDA

A new generation has entered the workforce, prompting speculation about how generational groups will adjust and learn to work together. Today’s workplace now spans four generations: Traditionalists (born before 1946); Baby Boomers (born 1946-1964); Generation Xers (born 1965-1981); and now Millennials (born 1982-2000). Each generation brings its own characteristic world-view and perspective.

Fears of great generational divides abound in the business world, fueled by stereotypes and anecdotal evidence. Traditionalists and Baby Boomers are typecast as loyal and hard working, but dinosaurs when it comes to innovation and technology. Gen Xers and Millennial employees are viewed as innovative, but disrespectful, lazy and egocentric. When workers give credence to these stereotypes, intergenerational conflicts are more likely to happen.

The reality is that generations are different in some ways, but similar in many more. According to research, the span between generations is a gap, not a large chasm. Generational differences have subtle impacts on the workplace rather than the dramatic conflict portrayed in the media. Research, including that done by “Retiring the Generation Gap” author Jennifer Deal, points to similarities among generations.

Here is a summary of generational group trends. Keep in mind that these are generalizations.

Traditionalists, who lived through the Great Depression and World War II, forged workplaces that mirrored military top-down structure. Traditionalists are known for valuing loyalty, service and making a contribution.

Baby Boomers, who were shaped by the Vietnam War, civil rights and the women’s movement, are hard working, change oriented and success driven. They find fulfillment through their work.

Generation Xers saw massive innovation in technology, especially computer use. They witnessed workplace upheaval through their working parents, and now value work-life balance and independence.

Millennials are technologically savvy, confident, and want to be recognized and mentored. They crave meaningful work.

Working Together

Here are some tips for bridging differences and building on commonalities across the generations.

• Rethink what loyalty means. Mature workers value company loyalty, and often view younger workers as lacking company allegiance. Lynne Lancaster, expert on generational differences, points out that Gen Xers are loyal, but to a project, a boss or a team, not necessarily to a company. Loyalty is expressed differently.

• Understand common core values. Generational groups share common core values, especially when it comes to family. Flexibility, whether to care for young children, aging parents, or to pursue adventure is of value to all generations. Young workers value work / life balance and are more interested in results at work than in face time.

• Expand communication approaches. The Millennial generation views technology as essential to their lives. They rely extensively on electronic methods of communication. Work to strengthen communication through technology AND direct communication.

• Foster respect and respect differences. All employees want respect, but the way it is expressed can differ. According to Jennifer Deal, mature workers feel respected when their opinions have weight. Younger workers want to be heard and respected for their talent and ideas.

Bridging generational gaps is critical as organizations face retirements and turnover. Transferring knowledge across generations will depend on building relationships and communication approaches that work for all employee groups.

Kate Schaefers, Ph.D., is the founder of Encore Life Planning.

###

MCDA can connect you with competent career professionals who can be interviewed in print or on camera regarding job searching in a tough economy, veterans’ employment issues, millennial, baby boomer and intergenerational employment issues, or any topic related to job searching and the career development field. Contact MCDA Public Relations Committee: Denise Felder, 651-201-1521, denise.felder@iseek.org; or Bridget Kenadjian, 612-722-3657, bridgetkendjian@yahoo.com.