For the first time in history, there are/will be five generations working alongside one another in the workplace. This is huge! With five different generations, there are five distinct groups that have had different life experiences and have different values. Do you work in a multi generational workplace?
TRADITIONALISTS (BORN APPROXIMATELY FROM 1900 TO 1945)
Common characteristics: loyal, cautious, formal, proud
Workplace influence: Most traditionalists are now retired, but their influence can still be seen in workplace structures that have a top-down hierarchy with clear reporting structures and the “uniform” of a suit and tie. In fact, the cautious, rule-following traditionalists are the reason for many organizational practices that persist today. They also were known for their company loyalty and the practice of working at one place your entire career. Most women of this era did not work outside the home.
BABY BOOMERS (BORN APPROXIMATELY FROM 1946 TO 1964)
Common characteristics: optimistic, self-focused, competitive, forever young
Workplace influence: Boomers created more competition in the workplace as women and minorities began to take on jobs previously held only by white men in the Traditionalist era. Although some Boomers in their 50s and 60s are retired, others are still heavily involved in the Canadian workforce, thanks to their “forever young” natures and the global recession that began in 2008 and forced many boomers to postpone their retirement plans. Many Boomers prioritized work over family obligations, and they did not have the technology available to work from anywhere but the office, so they can sometimes be less supportive of flexible work policies.
GENERATION X (BORN APPROXIMATELY FROM 1965 TO 1976)
Common characteristics: independent, skeptical, tech pioneers
Workplace influence: A generation almost as small in size as the Traditionalists, Gen Xers grew up independent, self-reliant and supportive of technology that helped them take care of themselves, such as microwave ovens, video games and personal computers. Gen Xers are sandwiched between the massive Boomer and millennial generations, which may be why they often are seen as entrepreneurial independent, self- sufficient and out of the mainstream.
MILLENNIALS A.K.A. GENERATION Y (BORN APPROXIMATELY FROM 1977 TO 1997)
Common characteristics: self-expressive, group oriented, global, tech dependent
Workplace influence: Other generations often criticize millennials for acting entitled, demanding constant feedback and thinking they deserve a trophy just for showing up. Also known as digital natives, many of today’s young professionals grew up with the Internet, and that has a major impact on how they see the world and interact with others — think texting and IM vs face-to-face or phone communication, as well as the expectation that infinite information is just one click away.
GEN Z A.K.A. GEN 2020 (BORN SINCE 1998)
Common characteristics (so far): cautious, technologically advanced, entrepreneurial, diverse
Workplace influence: Make way for the next generation of entrepreneurs. That means that successful companies will need to begin focusing on offering frequent rotational assignments and early leadership experiences to embrace this generation’s entrepreneurial bent. As the most diverse generation in Canadian history, Gen Z will also expect the current trend toward more inclusive communities and policies to continue and accelerate.
Some things that all generations in the workforce are looking for from employers:
- Feeling respected.
- Being listened to.
- Having opportunities for mentoring.
- Understanding the big picture.
- Receiving effective communication.
- Receiving positive feedback.
- Experiencing an exchange of ideas.
For HR, the challenges of blending a multigenerational workforce include:
- Doing more with less, which means teamwork is necessary.
- Showing employees and managers how to communicate with each other.
- Keeping up with new workplace trends and regulations.
- Supporting work/life balance to create a happier workforce.
- Understanding what motivates each generation.
As business owners and leaders we need to realise that a critical outcome of having five generations in the workplace means that solutions for attracting and retaining talent, rewards, communication, work life balance, learning and professional development, etc., can no longer be delivered as a ‘one-size fits all’ approach. Multiple solutions need to be created across these areas if the best talent is to be acquired, retained and leveraged in your business.
The advent of the multi-generational workforce calls on everyone to learn how to acknowledge differences, work with differences and leverage differences in order to create a sensational place to work.