What does it mean to work with a generation? What is a generation? A generation is generally understood as people who were born in a similar time frame, who have experienced similar life situations, share similar views, attitudes and maybe values which differ from other generations. Great events, traumatic events and unique situations define our experiences and alter out thoughts, feelings and behaviors. Examples of such accounts can include WWI, Depression, bombing of Pearl Harbor, WWII, Korean War, Polio vaccination, assassinations of the Kennedys and King, Walk on the Moon, Vietnam War, computer revolution, Twin Towers, shootings in schools, Super bowls, Presidential elections, special New Years Eve parties and so on. My grandmother grew up in the depression and was concerned about such things as lights being on in a room that no one was in and running the water full blast – and to me, these seem inconsequential, even trivial. The events such as those listed above can influence us in positive and negative ways and in the way we think about other nationalities and religions, the workplace, values on how we parent, use of technologies, education, the value we place on others, and even how we try to protect ourselves.
I remember a time when a traveler could walk through an airport leisurely to get to the gate just in time to board a plane. I remember a time when teachers would hand out mimeograph paper tests, when typewriters had a ball, answering machines had tapes, Kodak cameras were used and children learned to write in cursive with a pencil. These are all the things today’s children will not likely experience. Change is occurring quickly and technology is replacing workers and those that remain are required to have new skill sets.
Definitions of The Five Generations
The following are the five generations in the workplace that overlap or will do so in the workplace.
Traditionalist Characteristics
(Also called the Silent Generation)
(1922-1945)
2% of the work force
Respect for rules/authority
Conformity
Loyal
Hard worker
Dedicated/disciplined
Frugal
Boomer Characteristics
(Parents primarily Traditionalists)
(1946-1964)
29% of the work force
Personal gratification
More conventional
Competitors/innovators
Silent generation/individualism
Optimism
Workaholics/achievement driven
Generation X Characteristics
(Parents primarily Boomers)
(1965-1980)
34% of the work force
Entrepreneurs/autonomy
Self-reliant/productive
Realist
Fun
Informal/adaptable
Results oriented
Generation Y Characteristics
(Also called the Millennial Generation)
(Parents primarily Boomers and Gen Y)
(1981-1997)
34% of the work force
Achievement oriented
Socially conscience
Optimistic
Confident/comfortable with change
Respect for Diversity
Tech Savvy
Generation Z Characteristics
(Parents primarily Gen Y and Gen X)
(1995 – present)
1% of the work force
Homeland generation
Tech savvy
Creative/Socially connected
Collaborative
Not in the workforce
(Labor Force Composition by Generation, Pew Research Center
May 11, 2015, pweresearch.org)
When we arrive at the year 2020, the above five generations will be working together. We will have an aging workforce with Gen Z arriving and wanting in to work with the other four generations. We need to understand each generation to better recruit, develop, and retain our multi-generational talent pool.
Who will be our leaders in 2020? Who will be running for office and how many companies will go the way of the Kodak Camera, typewriters, and encyclopedia? What can we do to prepare for the five generations in the workplace? First, we must know the style of leadership each group will have.
Generational styles of leadership:
Traditionalist:
Top-down management; follow the military chain of command
Motivated by quiet feedback and their experiences; save money
Statement: your experience is respected here
Boomers:
Census management and micromanage
Motivated by perks and titles; spend money
Statement: you are important to our success
Generation X:
Competence is very important
Motivated by control of time, individual recognition, challenge, and flexibility
Statement: Do it your way
Generation Y:
Inclusive
Motivated by hardworking coworkers; appreciate concrete and specific recognition
Statement: you will be working with other bright and creative people.
Generation Z
Discussing what they want and need
Motivated by: getting what they want and newest technology
Statement: Do you have everything you need?
“Each generation imagines itself to be more intelligent than the one that went before it, and wiser than the one that comes after it.”
George Orwell, 1903-1950
Are You Ready?
The leadership challenge for each of us is to be ready for what is coming. Are you ready? We can look at some predictions for the future and these can give us some ideas of the multiple changes ahead, not only in the workplace, but in our own lives as well. Equipped with the knowledge of what most likely be coming will allow you to prepare and be ready for change.
In the workplace, customers will continue to demand faster, quicker, and more innovative products, delivery modes, and services (i.e. cars that drive themselves, drone delivery, and phones that will store and compile all data and give medical/mental health reports to doctors miles away). This, in turn, will create continual change in the workplace: if workers are not able to constantly change, they will be passed by and not be able to compete. Each day will need a WOW factor, routine will be a way of the past and more people will work from home creating a virtual workplace. This will drive competition to new levels: innovation and technology will compel people to be flexible and communicative leaders, capable of dealing with constant change by being prepared for anything and realizing most of what has been learned is not enough to be successful.
Leaders will need to understand that followership is much more important. Followers will be the ones who drive the workplace and need to be served, recognized, and placated to achieve the results needed to compete (all while the employees themselves demonstrate loyalty to developing their own careers by hop-scotching from one job to another). Leaders and employees doing the right things will be on a sliding scale to achieve profitability and economic drivers.
Are you ready for all of this? If you want to be a part of the future, you best get ready and jump on board – the train is not stopping at the station for long!
Rex Gatto Ph.D. 