As more Gen Zs enter the workforce while Boomer’s exit, the traditional dynamics, boundaries and hierarchies you may be familiar with are bound to change. The 6-decade age gap between employees is becoming blaringly obvious as we observe differing behaviours and communication styles brought to the worktable by each generation. Notably, this is the first time in history there are 5 generations within the workplace. With their own unique characteristics and perspective, understanding these differences to proactively embrace the inevitable changes coming to the workplace is critical to your company's success. By defining these personas, exploring why it is important to recognize differences and learning how to manage multiple generations, you will be able to provide an invaluable work environment and opportunity for your company and employees.
The Silent Generation (Born 1927 – 1945):
The Silent Generation is the oldest remaining generation in the workforce. While the majority of this group is in retirement, there is a small group that is still participatory in today’s modern workplace. This generation values flexible availability including part-time opportunities or reduced hours, and benefits from direct instructions and face-to-face encounters.
Baby Boomers (Born 1946 – 1964):
This group has dominated the workplace for years due to the vast size of this generation. Their work culture and norms have become the beacon of ‘tradition’ that is often challenged today due to its longstanding hold on the corporate workforce. Baby Boomers are known for their strong work ethic and dedication to their careers, an ideal stemmed from the American Dream. This generation has a respect for authority and traditional hierarchy in the workplace while also preferring face-to-face or phone communication rather than digital means. Although this group was initially focused more on their work than personal life, this has evolved with time.
Generation X (Born 1965 – 1980):
Generation X is known for their independence, valuing autonomy and a work-life balance. By embracing change, this generation is less deferential to authority compared to Boomers and is comfortable with technology, while not as native as younger generations. Generation X prefers flexibility and efficiency in their work practices, also often reflected in their management and communication styles.
Millennials (Generation Y) (Born 1981 – 1996):
Millennials are often the change makers we see in organizations, trail blazing the road to development. With most of their parents/guardian figures being Baby Boomers, they’ve moved away from tradition, bringing an empathetic, progressive and value-driven persona to the workforce. Millennials are a tech-savvy group, having grown up with technology and tend to prefer digital communication to face-to-face or phone conversations. They seek meaningful work and the desire to make an impact, while also valuing work-life balance and flexible work arrangements. This group is inclusive and promotes collaborative work environments while appreciating and offering regular feedback and opportunities for professional development.
Generation Z (Born 1997 – 2012):
Gen Z are digital natives, highly comfortable with technology and operational change. This group new to the workforce is changing the norms, highlighting and promoting diversity and inclusion in the workplace while interested in continuous learning and skill development. They value job and financial stability along with a work-life balance and flexible working opportunities. Gen Zs tend to use a more independent working style and often demonstrates entrepreneurial traits and skills. This generation is not afraid to carve their own career path and take a non-traditional route to reach their goals.
The Value of Understanding Generational Differences
Recognizing and understanding the multigenerational differences between your team and in your workplace will help you understand your employees' work styles, needs and behaviours. This understanding may lead to numerous benefits for your team and organization.
Managers will be able to recruit, motivate, retain and reward their employees more efficiently by understanding these differences. This can lead to increased employee satisfaction, performance and profitability. Learning the strengths and weaknesses between multigenerational teams and utilizing the multiple levels of experience, skill and expertise can lead to more efficient and cohesive work teams. Inviting these voices from different backgrounds and experiences to group conversations may also result in improved decision-making and more insightful solutions to roadblocks. Businesses will be better equipped to understand the demographic of their employees and clients and improve operational standards internally and externally. Understanding and embracing differences can reveal a lot about an individual and how to unlock their greatest potential.
Managing a Multi-Generational Workforce in Today’s Workplace
While understanding the implications of having multiple generations in your office is important, you must take active steps to embrace and meet these needs. In doing so, you may open communication and collaboration in your multigenerational workplace leading to a happier team environment and limitless growth opportunity.
Try creating an office space that accommodates the needs and characteristics of the different generations. If you have an open concept office, try creating a separate cubicle or two for employees to use when they have a call to take or want to specifically focus on a task. This will meet the needs of several employees from different generations and lead to employee satisfaction. Recruit and retain talent by using different avenues and tactics to adhere to each generation. Using digital or in-person methods based on whether there may be an important meeting or a team building activity is important to generational preferences and team cohesiveness. Implementing training sessions to cater towards generation differences in learning styles is another effective strategy to meet all the needs of your multigenerational team.
However you may attempt to bridge the gap between generations in your workplace, remember to embrace differences and invite change. Understanding these generational variances can help create a more inclusive and effective workplace environment where diverse perspectives and strengths are valued. Proactively managing team dynamics and taking the necessary steps to promote and embrace these differences will lead to a cohesive team environment and productive results.
