I did a presentation last week on the topic of the “Longevity Revolution” … a term that can be found in several places on my website. The term simply refers to the fact that we are living longer (by 30 years, on average, than those born 100 years ago). And related to that is the fact that the age-related milestones we became accustomed to during the 20th century are becoming less meaningful. An example would be work – not only are we living longer, we are working longer. And not necessarily because we have to (although that may play a small role in the decision), but because we want to.
So you may be asking – what does this have to do with respect – the title of this blog? There’s a link, I promise! While doing my presentation, one of the participants asked about the impact of the multiple generations currently existing in today’s work force as a result of the longevity revolution. While I was able to say that there certainly are differences that create challenges (such as expectations about technology, work schedules, and efficiency), a more thorough response was in order. And in researching to come up with that response, I hit on the word respect time and time again. Respect in the sense of acceptance of each individual for who he/she is, and giving credence to the factors that have contributed to the development of a particular generation of individuals.
The fact is, we now have five generations in today’s workplace (your workplace may not have all five yet, but in the very near future, it likely will). Regardless of what you label these generations, there are some characteristics that many of them have in common, and some that are unique. My intent here is not to stereotype any generation, but simply to highlight where there might be some points of challenge in the dynamics of the multi-generational work forces.
So let’s take a closer look …
Generation 9/11 – born after 1990
- Major life influencers – 9/11, unfriendly global economy, wars/threats of war
- Some likely traits – distrustful, cautious, wary of the future, technology dependent
- Labels often assigned to this group by others – obsessed with technology, flighty, just kids, unmotivated
- What this generation needs from others – positive and supportive communication, confidence in the future, understanding and acceptance of how technology fits into their lives, patience with their development
Millenials – born between the years of 1977 and 1990
- Major life influencers – grew up with advanced technology, started work in a strong economy
- Some likely traits – free thinking, opinionated, socially conscious, prefer creative, flexible workplaces, want to be challenged, value social lives
- Labels often assigned to this group by others – prefer “play” over work, overconfident
- What this generation needs from others – clear and specific communication regarding deadlines, flexible workplaces, consideration (rather than dismissal) of their opinions
Generation X – born between the years 1965 and 1976
- Major life influencers – grew up with baby boomer parents who worked long hours, many were raised by single parents and had to fend for themselves.
- Some likely traits – independent and confident, desire efficiency, strong sense of balance between work and personal
- Labels often assigned to this group by others – slackers, impersonal, rude
- What this generation needs from others – clear instructions and deadlines, work environments that allow them to work efficiently and quickly, openness to suggestions for changes in processes
Baby Boomers – born between the years 1946 and 1964
- Major life influencers – born in successful years of an active economy, parents wanted them to have a better life.
- Some likely traits – strong work ethic, belief that hard work and long hours lead to success
- Labels often assigned to this group by others – inefficient, unbalanced (work too much at the expense of personal life), inflexible
- What this generation needs from others – to know that they are valued and appreciated. They expect their hard work to be noticed.
Traditionals – born before 1946
- Major life influencers – Grew up in a time of war and the Great Depression.
- Some likely traits – fiscally and socially conservative, adaptable, able to do things in many different ways
- Labels often assigned to this group by others – too old to learn, can’t keep up with technology, distrust younger generations
- What this generation needs from others – respect and understanding of life experiences, patience and willingness to teach instead of being dismissive
While this is just a cursory review, it is easy to see how the meshing of these generations at work (and at home, for that matter) could create some real challenges. So what do we do, knowing that this dynamic is going to be the norm from here on out?
As they say with many things, awareness is the first step. Having some understanding of general characteristics, traits, and reasons as to why they may exist is a good start. Perhaps finding ways to educate your fellow employees and increase the overall company awareness of this very real phenomenon could become a part of your culture. And by doing so, you will likely find that people will be better able to work together – they will be less frustrated and more productive. Imagine that!
And yes, at the end of the day it all comes down to RESPECT. Respecting each person/ generation before automatically dismissing him, her, or them because they don’t say and do things the way you do. Think about it …
Respectfully,
Carolyn
www.transformingtransitions.com
PS – In the spirit of being multi-generational, I thought you would enjoy two different renditions of this song – the first sung by the Queen of Soul herself (from the Traditional generation), and the second sung by a 10 year old (from the 9/11 generation). Please be sure to watch both!
