We have all heard the terms Baby Boomers and Generation X that describe a certain age group. I have little time for the stereotyping of people, however, there is some value at looking at the differences in generations to fully appreciate the strengths each group bring to the workplace. I do caution you not to pigeon-hole every individual into a defined group. Obviously not every individual will fit into their stereotypic category. In fact, they have actually named people who sit on the border of two groups “cuspers” and suggest these individuals may have characteristics from both groups.

Today we have four different generations in the workplace. Each group approaches their work differently and has their own set of values, priorities and attitudes. The groups are defined as:

Traditionalist - born 1928-1945 and therefore aged 63-80 who are part of the radio age. Living through harder economic times has formed traditionalists into hard workers who may be more financially conservative. They tend to be more loyal to their companies and appreciate the value of job security.

Baby Boomer - born 1946-1964 and therefore aged 44-62 who are part of the TV age. Post-war boomers exhibit a strong work ethic and for some, work defines who they are. They have lived most of their lives to work and are now headed for retirement in large numbers. 

Gen X - born 1965-1980 and therefore aged 28-43 who are part of the computer age. This group is family-oriented and having lived through many of down-sizing exercises of corporations tend to be less loyal to their company. They have grown up in an era of highly publicized scandals which has left them more cynical. They value self-sufficiency and have a commitment to a balanced life, in which work is only one component.

Millennial (Gen Y) - born 1981-2000 and therefore aged 8-27 who are part of the internet and digital age. More globally aware and accepting of diverse cultures this group loves to solve today’s work problems using the latest technology. They generally rely on teaming with peers to get work done rather than working independently. Millennials are more likely to work to live, not live to work like the baby boomers.

NB: There appears to be some discrepancy in the age range depending on the source.

These defined groups are influenced by the period in history in which they grow up. All groups are committed to getting the job done, they just go about it differently.

Disconnects between the generations can lead to conflict in the workplace, but drawing on the diverse skill set of each group can add a great deal of value to teams and the decision-making process.

So how do we address generational diversity in the workplace? As I said earlier, don’t stereotype individuals, simply be aware of the differences in the generations and appreciate the strengths. We need to learn to manage the differences effectively. For example we need to use good communication skills, which may be different depending on the generation. Traditionalists and Baby Boomers may prefer face-to-face communication and Gen Xs and Millennials may prefer their communication tool of choice - email. To help bridge the generations convert directives into questions “What do you think about xxx?” It may be necessary to communicate the same message through a variety of means, on multiple levels.

With the demand for workers exceeding supply, more flexibility in the workplace will be required to help the boomers ease into retirement and help younger generations accomplish their important work-life balance. Younger generations may prefer to complete their work at 2 a.m. instead of staying late in the office. To older generations this may appear that their younger co-workers are less committed to the job because Gen X or Y’s leave the office at 4 p.m. Instead of measuring input we need to measure output. It is not about how many hours we spend in the office, but the quality of the work completed while you are at work.

On the other hand, the younger generations may not understand why their new ideas are not taken seriously and why the older generations are resistant to change.

Remember all generations share similar values - they want to grow, be listened to and feel valued. Building on the experience of the older generations combined with the tech-savvy newer generations will provide a more efficient and diverse workplace, as long as we understand and appreciate the strengths of each generation and show respect for one another.