For the first time in history, four generations work together in organizations everywhere. Their values and work ethics are so different that misunderstandings tend to arise. Learning how to manage and unite them in a competitive global economy has become increasingly important.
Furthermore, as Baby Boomers—who make up a large portion of the workforce including most positions of power—look to retire, they need to find ways to recruit and retain competent staff. To help you motivate and manage an intergenerational workplace I'll address each generation's work views in this first of two blog entries.
Matures, (age 63+) value duty, loyalty, sacrifice for the greater good, patience and conformity. Their organizational structure, which still exists in most companies, is a hierarchal one reflective of the military. Matures strived to climb the ladder and think others should also pay their dues. Often they stayed in the same jobs for a lifetime, placing the company before their own needs. Their work ethic focuses on doing a good job and they want subtle, private recognition. At this point in their careers, they seek flexible work hours.
The work ethic of Boomers (age 44-62) focuses on how many hours they spend at work. They believe visibility is vital to their success and they are willing to sacrifice for it. Boomers seek upward mobility and are loyal to their company until the recruiter calls. Like the Matures, they believe time served equals authority. As a group, they are competitive and seek public recognition.
Generation X (age 30-43) saw their parents laid off after working most of their lives for one company. Thus, their loyalty is towards a boss, not an organization. They are the first technically adept generation and define sacrifice as giving up personal time. Xers are skeptical of authority and tend to test them repeatedly. They are project-oriented wanting payment for getting the job done and time off instead of public recognition. They believe amassed skills will lead to their next job.
Generation Y (age 29 and younger) are individualistic yet group oriented. Raised with play schedules as children, they are used to staying busy. This generation is ambitious and entrepreneurial but unclear as to how to achieve their goals. They are "Me" oriented and expect their bosses to support and mentor them. Gen Yers are motivated by learning and want to see immediate results. They seek recognition from their bosses, and expect to clock out at five. Like Xers, they value their lifestyle over upward mobility.
Look for next month's entry in which I'll offer specific recommendations for attracting and maintaining quality staff.
- Aimee Bernstein is a writer and the President of Open Mind Adventures [1], a company that provides consulting, coaching and training in the areas of leadership, organization and personal development.