Multigenerational Workforce – Don’t Focus on Differences

When it comes to generational differences, sometimes it can feel like we have nothing in common. Sometimes we need to focus on what unifies us and not what divides us in the workplace to motivate a team to work together. Here are some ways you can do that.

Highlight What Unites Your Team

It’s often easy to see what makes the individuals different on your team. Often, people are more aware of their differences than their similarities, which can make them feel less a part of the team. Highlight the areas that unify your team openly. If your focused on a team at a child care, highlight that you are all early childhood professionals and want what’s best for children. Even if your team is made of members with completely different backgrounds and skill sets, they are all still members of the team and the company, which unites them.

Discourage Generational Stereotypes

Often when we hear seminars or read articles on generations, we feel like we better understand the generation. Understanding is great, but also remember to avoid stereotypes. Just because the stereotype is based on generations doesn’t mean they aren’t divisive or hurtful. Encourage your team to focus on understanding the individual, not the generation.

Build Cross-Generational Teams

Often times, employees will socialize and form teams with people within their generation. Shake up your work environment by creating teams with different generations. This will allow cross-generational training, causing each to learn from one another and to get outside of their comfort zone. Encourage employees to foster relationships with people who are different from themselves and don’t fear conflict. It’s natural for people to dislike change, but reinforce the purpose behind it.

Regardless of where you work, culture within the organization is very important and at the end of the day, it’s the people who create that culture. The important piece to take away is that what makes us different gives us uniqueness and what makes us alike brings us together. We need both in order to have a highly functioning team.

Multigenerational Workforce – Generation Z

Born around 1998 – 2010, the oldest members of Generation Z are just beginning to enter the workforce at a young age. Growing up in recession, war, and school shootings, this generation actually has more in common with the Silent Generation than their older Millennial siblings. Much of what we know about Generation Z is still very new and we are only starting to see the trends begin to emerge.

Generation Z Loves Technology

Although Millennials also love technology, Generation Z takes it to a whole new level. Being the only generation that doesn’t remember a world without Google, this generation uses technology faster, better and more frequently than all others. Using this generation to help teach technology that is newly implemented will be very beneficial.

Generation Z is Realistic

Opposite from their optimistic Millennial siblings, Generation Z realistically views the world. Many of the events such as 9/11 and the Sandy Hook shootings showed them that the world is not a nice place to live in and they tend to relate to post-apocalyptic story heroes such as Katniss from The Hunger Games series.  They will likely see problems for what they are and not shy away from painful outcomes if they are the best solution.

Generation Z Wants to Feel Safe

Being extremely cautious with their money, Generation Z wants to feel secure in their world. Things like employment security and financial stability are very important to them. Contract positions and payment based on personal or company performance are going to make this generation uncomfortable with the company. Making sure that they know their position is not in jeopardy will be important.

Generation Z Feels Responsible

This generation has a passion for activism and feels responsible to change what is wrong in the world. If there is something that goes wrong in the company, this generation will voice their opinion. They will likely enjoy companies that commit to service opportunities in the community.  Understanding this generation’s need to help their community will be important to retain them in your company.

Although we have these understandings about Generation Z, we are still learning about them. Even as we learn more about this generation, we want to make sure to understand each individual before we assume they fit the ideas about their generation. As applied with each generation, understand the person first before you decide whether or not they relate to it.

 

Multigenerational Workforce – Silent Generation

Sometimes called “The Lucky Ones”, The Silent Generation was born during one of the most shaping periods of American history, between 1925 and 1945. Although many members are retired, many people in the Silent Generation are continuing to work for financial purposes or for enjoyment. Understanding why this generation works can help you understand how to motivate them.

The Silent Generation Doesn’t Like Risk

The Silent Generation is risk averse, not only because of the time they grew up in, but also because they appreciate stability. Because of this, many of them will be very dedicated to their employer. The Silent Generation has been known for having 1 or 2 companies that they’ve worked for over their lifetime and will not like the risk of moving.

The Silent Generation Works Well In Teams

Many attribute the Silent Generation for group work being introduced into the work place, as they work extremely well in teams. Having a member of the Silent Generation on committees or group projects will prove to be beneficial. Many members of this generation will bring dedication and wisdom to whatever group they become a part of at work.

The Silent Generation Likes to Plan for the Future

Having grown up in wars and depressions, the Silent Generation likes to plan for the future. They appreciate incentives that help them to do so, such as employer aided retirement packages. Also having conversations with this generation about their future both in and out of the company will make them feel appreciated.

The Silent Generation Likes Recognition

The Silent Generation appreciates being recognized for their work. Many enjoy public recognition, such as plaques on the wall for the longest-serving employee or articles and press releases about their success. They also appreciate non-cash rewards such as fitness memberships, sporting event tickets, entertainment opportunities, etc.

Many members of the Silent Generation want to enjoy where they work and in order to do so, we must understand who each individual is before we can best implement practices that motivate them. Members of any generation can vary in the amount to which they identify with their generation, so we must continue to understand individuals before we make assumptions.

Multigenerational Workforce – Generation X

Being born between 1965 and 1979, Generation X has been known as the generation that had to do most things for themselves. Being called the Latch-Key Kids as they often let themselves into their houses after school, this generation has a strong sense of independence. That being said, let’s look at how their experiences shape their strengths in the workforce.

Generation X is Extremely Independent

The Generation X population tends to be independent, self-directed and resourceful. They do not require or desire a great deal of direction in their tasks. Generation X desires to be allowed to complete tasks in their own manner, because they tend to think outside of the box. They do not take pleasure in excessive rules and regulations because that makes them feel trapped. They tend to be seen by others as skeptical of authority and institutions or loyal to themselves above others, while they feel like they can rely on themselves most at the end of the day.

Generation X Loves Training

This generation loves to go through training, fulfilling their endless desire for information, especially in technology. They find security in their abilities and they are continuously gaining new skills. Having this generation lead a training would be beneficial as they would enjoy learning the skill and sharing the knowledge. Eisner (2005) stated that the Generation X population is “likely to value developing skills more than gaining job titles. They do not take well to micromanaging. They tend to be reluctant to network and are attracted more by ads and recruitment.” (p.6) Generation X also desires feedback instantaneously and tends to benefit from a coaching management style where supervisors provide instant feedback (Eisner, 2005).

Generation X Works Hard

Generation X want a job that is exciting, challenging, and meaningful and if they find this in a job, the will commit 110%. This generation tends to work faster and smarter, and they are not concerned with breaking the rules to achieve their goals in a timely fashion. They tend not to be focused on longevity within an organization. It is important to understand what a member of this generation is excited or finds meaningful at the job in order to keep them in their role.

Generation X Wants Work/Life Balance

Although they work hard, The Generation X population generally is not willing to work long hours, and they have the desire to balance work and family. They also like interacting with managers and having fun on the job. Generation X appreciates a free-spirited workforce along with activities like soccer leagues, office parties, and other activities. Celebrating office successes and allowing bonding activities will be important for retaining a member of this generation.

At the end of the day, think of generation x as a canvas that should not be painted with the same brush stroke. Each one has its own individual qualities and should be treated as such. Get to know each person individually before you expect them to act according to their generation.

Multigenerational Workforce – Baby Boomers

African American woman in group of peopleContinuing with the Generations in the Workforce series, the next generation we are highlighting are the Baby Boomers. Still being one of the most dominant groups in the business world, Baby Boomers have been known as one of the largest generations in history. Expecting a looming retirement, many of Baby Boomers are still working and have expectations that need to be met in the workplace.

Baby Boomers are not attached to Careers

Baby Boomers are not likely to view employment as their identity (Roberts et al., 2008). Because of this, employment is not something that they feel tied to. Baby Boomers easily move from one career/company to the next and are hard to retain. This is why it’s very important that employers understand what is keeping each employee from this generation in their position. Without this information, it can be easy for employees of this generation to leave.

Baby Boomers Like to be Successful

Baby Boomers enjoy being leaders and getting the rewards that come along with do so. They like to win, to be in charge, and to make a difference. Baby Boomers are ambitious and they gauge success through material possessions (Eisner, 2005). Well-travelled, having done more than their parents, they enjoy free time and new adventures. Incentives that allow these experiences like paid time off are most appreciated.

Baby Boomers Appreciate Recognition

Baby Boomers enjoy recognition and praise. They can be motivated by being told that they are competent and doing a good job. They should be provided with regular feedback on their job performance. You cannot use the same techniques to motivate other generations in the same fashions as you would a seasoned Baby Boomer employee. They should not be placed in the same category or treated in the same fashion.

Baby Boomers Should Remember Their Experiences

When Baby Boomers came on to the workforce, they were met with obstacles from older generations because they felt that the Baby Boomers where edging them out of their positions. Now that the Baby Boomers are in the same position, they need to remember the position that they were in previously when working with the generations coming up after them so that they don’t create the same type of generational work tension.

In conclusion, focus on understanding the individual, not the generation. After all, everyone is an individual first. Baby Boomers span one of the largest gaps of time, which means that they can be one of the most complex groups of people. So let’s not lose focus of the importance of each individual within your company.