Three Things Employers Should Know About Generations at Work
If you're looking for ways to improve your communication with the diverse generations in your workplace, consider reading Generations at Work by Zemke, Raines, and Filipczak. This book provides information about each generation, including their birth years, the critical events of their lives, and preferred ways to be managed. Veterans include the Greatest Generation, Loyalists, and Traditionalists. Some prominent Veterans include Warren Buffett, Jimmy Carter, and Gerald Ferraro.
Gen Z
To succeed in attracting and retaining young talent, companies should focus on the unique characteristics of Gen Z. They are different from other generations in several ways, including their values, working styles, and core values. Here are three things employers should know about the next generation at work. Regardless of age, employers should not assume that they are all the same, as every generation has different strengths and weaknesses. To make sure that you're attracting the best talent, focus on learning more about these differences between generations and working with them.
For example, Gen Z feels that their pay is fairly competitive, despite being 7 percentage points lower than the average generation. In addition, they feel that their company is emotionally and psychologically healthy. These results may sound surprising, but Gen Zers tend to work in part-time, frontline positions. This includes retail, hospitality, and aging services. The same study found that companies should focus on this group, as they are likely to be the future of the workforce.
The post-World War II generation is called Generation Z, and is made up of those born between 1995 and 2010. These young people are different from the Millennials, because they were born into a digital world and are familiar with dynamic communication. They are also more likely to be motivated by collaboration and teamwork than by competitive benefits. As a result, organizations should pay attention to these differences to keep employees happy. The benefits of understanding Generation Z will make your workplace a more dynamic and rewarding place to work.
The Zika virus has affected everyone's life. For Gen Z, this means environmental issues are becoming a crucial focus for organizations. Nearly half of Gen Zers are extremely or very concerned about environmental issues. The Authentic Activists show the greatest percentage increase. The Stressed Strivers and Authentic Activists personas are the ones to watch out for as they will have the best ideas and motivations.
Millennials
While the differences in the values and preferences between the two generations are largely intangible, there are some common ground. The differences in working styles and priorities may be even more pronounced than one would think, and Millennials are no exception. For example, while baby boomers may value a high paycheck, millennials may value work/life balance. These differences may create friction and perpetuate stereotypical beliefs.
Although generations do have significant differences, the difference between the two is small and inconsistent. Individuals may have different strengths and needs throughout their career, regardless of whether they are working in a startup or an established company. For this reason, it's crucial to understand what motivates each generation. By understanding the differences between the generations and their work habits, you can best cater to their needs. This is especially true when it comes to the preferences of each group.
Millennials are more likely to start a family later than their grandparents did. While 83% of Silent Generation members were married by age 25, the share among Gen Xers was only about 25%. For Millennials, the importance of family and flexible work schedules is a priority. The difference in working habits is largely a result of societal changes, not a particular generation's work style.
The differences between the two generations are rooted in the perception of their values. While older generations may perceive themselves as more traditional and more mature than younger ones, they are still the most technologically-inclined generation. They spend most of their school years learning how to use computers. While older generations may have less experience with technology, they are just as eager to learn, but with a lesser level of influence from mainstream pop-culture.
Creating multigenerational work teams is an effective way to integrate the two generations. These teams should be geared toward fostering cross-generational communication and avoid generational stereotyping. While such teams may not be possible in every workplace, there are some steps you can take to promote greater harmony amongst the generations. You can move workstations for younger employees to interact with older workers. And if you don't have teams yet, consider moving workstations so that they can communicate and learn more about each other.
Baby boomers
Millennials and baby boomers have different perspectives on work. Boomers, on the other hand, tend to be more interested in working on projects they enjoy, and may not have the patience to sit through long hours at the same job. Although they may take longer to start working on a project than younger employees, Baby Boomers can be an advantage to the company by sticking with it until it is completed. Millennials, on the other hand, often move on quickly to find more exciting work. Depending on how well you manage them, they may be a valuable asset to your company.
As a working adult, Baby Boomers may seem like a difficult demographic to relate to. After all, they grew up in a very different world than millennials. Boomer workers were raised in a time of stiff workplace systems, intense competition, and high expectations of success. In those days, being ambitious won the race and burning the midnight oil was important. The greatest divide between millennials and baby boomers, however, comes from the advancements in technology over the past four decades.
Baby boomers have experienced a time of change that has left them with a strong work ethic. They know that hard work pays off, and they are willing to compete for a job that offers them a good lifestyle. The boomers have a strong sense of responsibility, and they take pride in their positions and the company they work for. In addition to their stoicism, baby boomers have a sense of authority and are more likely to trust those who have more experience than those who are new to the company.
Despite the high demand for labor, the boomers are not likely to seek a job hopping lifestyle. They tend to prefer a more structured environment, such as group meetings. While they may have trouble adapting to flexible work hours, they can bring their knowledge and experience to the table. As a manager, you can use the opportunity to mentor younger employees. This will give you a valuable resource for your organization.
Gen X
The upcoming baby boomers are retiring, and members of Generation X are ready to take on the leadership role left open by the baby boomers. Understanding the tenets of Generation X and how to work with them will help you better understand and manage this new generation. This generation was raised by two working parents and is known as a latchkey kid, as they grew up doing basic tasks without constant supervision. This empowered them to become independent and developed their problem-solving abilities.
The biggest differences between the three generations at work are that Gen Xers are less likely to take pride in their appearance than the baby boomers. They are also more tolerant of people of different races and religious affiliations, and are less likely to hold grudges. Gen Xers also tend to be more technologically advanced and self-reliant than their boomer counterparts. Unlike Baby Boomers, Gen Xers are more likely to value balance, and are more open to new ways of doing things.
While each generation has differences, many people of the Gen X generation share common traits and values. Despite the differences between the baby boomers and Gen Xers, many of them share the same values and preferences in the workplace. Learning more about Generation X can make your work relationships better. Consider these traits when working with Gen X. And remember that they are not all the same! If you want to be successful at work, learning more about the generations at work is crucial.
The Gen X generation came of age between 1965 and 1980, and was shaped by the Baby Boomers, who focused on work. Their values are based on being self-reliant, goal-oriented, and civic-minded. They should not be expected to devote their entire lives to work and should never be given extended supervision. In other words, they should be paired with mentors who are supportive of work-life balance.
The Gen X generation has grown up with technology and expects to contribute to the evolution of the organization. Millennials may be the bosses of Gen X, but they need to be respectful of the experience of their younger colleagues. Gen Xers don't like micro-management. They are more likely to work with leaders who provide direct guidance rather than micro-management. If you want to avoid wasting their valuable time, don't forget about the benefits of recognizing Gen Xers as important members of the team.
Source: https://paramounttraining.com.au/training/generation-gap-training/