Generations at Work

The Asian Proverb, “Men resemble the times more than they resemble their father” holds true today more than ever before. As we look at the composition of the workforce in the United States we have four generations of employees present. The question is not when will you have a multigenerational workforce but whether or not you are prepared. Those organizations that are able to recognize and bridge the generational gaps are those who create a distinctive competitive advantage.
As the first in a two part series, let’s take a moment and examine the various generations in the workplace and how the varying events in history have shaped our current workforce.

Traditionalist, AKA the Silent Generation, were born between 1920 – 1945. The work ethics and values of this generation were shaped by participation in WWII as well as the predominance of manufacturing within the United States. This generation has a tendency to respect the rules, hierarchy and authority. They are dedicated, hardworking, and loyal to the organization and very much value tradition.

Baby Boomers, AKA the “Me” generation, were born between 1946–1954. They are also called the "Me" Generation because their Traditionalist parents wanted to give them a good life. This generation comprises 52% of the current workforce in the United States and has placed a priority on the work that they do inside corporations. They have a tendency to work long hard hours and because of it require a level of respect from their fellow co-workers.

Generation X was born between 1965–1979. This generation is the children of both Traditionalists and Baby Boomers. This generation comprises 26% of the current workforce in the United States and is focused on career advancement. In addition, Gen X is interested in having fun and socializing; because of this they are extremely adept at building and maintaining professional networks during times of pleasure and enjoyment. While this generation may not put in your traditional 10 hours of work per day behind their desks – you can rest assured that they are working even when they are not in the office. Through the advancement of technology, Gen X is open to working in a mobile environment.

Generation Y, AKA the Millennial’s, were born between 1980–2000. This generation is 80 million strong, outnumbering the 78 Million Baby Boomers and the 40 Million Gen Xers, and entering the workforce in masses. The focus for the first time since the post WWII era suddenly shifted back to kids and family. The Federal Forum on Family Statistics reported that national attention to children was at an all-time high (The earlier peak was in the 1960s when the Boomers were kids.). This is also the first time in a long time that safety has become a true concern for young adults. 9/11 brought about safety issues at work while Columbine shootings brought terror to quiet suburban schools. This is one of the primary reasons there is a strong underlying need to be connected 24/7 to friends and family. In addition, these tech savvy, social media fanatics want work that is meaningful and involves some level of civic responsibility.

So what does this all mean? How does this apply to the people on my team or in my organization? People who grow up at different points in history have unique experiences and outlooks toward life. While some of these differences seem more pronounced than others they are in effect neutral. In dealing with such diversity in the workplace it is critical to understand each other’s differences and leverage the strengths each generation brings to the workplace. In other words, “men resemble the times more than they resemble their fathers.”

Make sure to read next month’s column on the tools organizations can implement to engage the various generations at work.