5 Generations in the Workplace: Their Values
and Differences
By Jennifer Herrity
Updated May 18, 2022 | Published January 4, 2020
Jennifer Herrity is a seasoned career services professional with 12+ years of
experience in career coaching, recruiting and leadership roles with the purpose of
helping others to find their best-fit jobs. She helps people navigate the job search
process through one-on-one career coaching, webinars, workshops, articles and
career advice videos on Indeed's YouTube channel.
In most workplaces, there are a variety of employees who differ by age, values and skill sets. To
ensure a work environment is positive and functions efficiently, it’s helpful to understand the
common work habits and personalities of employees of different generations. This can also help
human resources executives and managers design strategies for recruiting, personnel
management and retention planning.
In this article, we explain the differences between the five generations that are active in the
workforce to help you understand them and their roles.
The 5 generations in the workplace
Workplaces often aim to be a diverse environment for employees by hiring professionals from
different backgrounds, including those from different generations. Here are some descriptions of
the five generations in workplaces, including their values, work habits, contributions to the
workforce and how managers often approach leading them:
1. Traditionalists
Traditionalists, also called the Silent Generation, are people born between 1928 and 1945. They
comprise a small portion of the current workforce. This generation has a lot of experience to
share and may act as mentors to the younger workforce. Here’s a list of some of the important
aspects of the Silent Generation and how managers help them to be more productive:


Values: Traditionalists often value loyalty and make an effort to help others.
Type of employee: They often have a strong work ethic and hold traditional
values in the workplace, meaning they might not be comfortable working
nontraditional days or hours. They may appreciate security in their positions
and are likely to be serious team members, so they may prefer formal attitudes
and work environments instead of more relaxed ones.

Their contribution: This generation often values and appreciates the
opportunities they have. They’re also likely to have strong fundamental
principles, such as loyalty to an organization or manager.

Managers’ role: Since this generation often is more comfortable with the
traditional way of working, managers may provide them with offline work
opportunities. This generation often enjoys human connections and may be
more productive if they have the opportunity to engage in person with peers.
All About the "Silent Generation" Demographic
Stereotype
By Indeed Editorial Team
Updated June 13, 2022 | Published December 12, 2019
The Indeed Editorial Team comprises a diverse and talented team of writers,
researchers and subject matter experts equipped with Indeed's data and insights to
deliver useful tips to help guide your career journey.
While most members of the Silent Generation have retired from the workforce, many still enjoy
the privilege of working and the feeling of accomplishment that accompanies a hard day’s work.
This generational stereotype is characterized by strong willpower and a commitment to working
hard, making them an asset in the workplace.
In this article, we explore the characteristics of the Silent Generation and identify several jobs
that align with this group's generalized traits. Finding the right job that fits your interests and
financial or retirement needs can take time and research.
What is the Silent Generation?
The Silent Generation includes people born between 1927 and 1947. They grew up during the
Great Depression and World War II and tend to believe that you earn your way through life
through hard work and long hours. They believe career advancement should be the result of
experience, tenure, proven productivity and results. In stark contrast to their Baby Boomer
children, members of this generation are characterized by their tendency to take a cautious, riskfree path.
Generations Snapshot
Silent Generation/Traditionalists


Born before 1948
Want comfort and financial security, patriotic, traditional family values, loyal
employees
Common characteristics of Silent Generation individuals
Here are some of the most common characteristics often associated with the Silent Generation
stereotype:
Hardworking
This generation grew up during World War II and the Great Depression, hard times in America’s
history that brought determination into their lives, as well as a belief that hard work, productivity
and commitment lead to an individual’s long-term success. With behaviors that are based on
experiences from the Depression, they strive for comfort and financial security and view work as
a privilege.
Strong willpower
As a consequence of growing up in challenging times, they aren’t intimidated by adversity. They
are willing to do what they feel they have to reach their goals. They are grateful for their work—
whatever it might be—even if it doesn’t necessarily appeal to them. They are determined to
achieve success in their positions, even if they have to dig down deep for the strength to do so.
Loyal in the workplace
This generation is highly patriotic, civic-minded and loyal to their country and employer. This
generation is the most likely to stay with a single employer throughout their entire career. That
said, they expect the same loyalty from their employer. They respect authority and value
conformity.
Traditional
They believe in security, consistency, safety and morals. They have respect for traditional brickand-mortar education and lecture formats and prefer that over online, web-based training.
Cautious
Members of this generation carefully navigated the post-war landscape, not wanting to disrupt
the system but instead working within it. They often married young and were mindful of
following the “rules” of society.
Read more: 11 Common Characteristics of the Silent Generation
11 Common Characteristics of the Silent
Generation
By Indeed Editorial Team
Updated June 7, 2022 | Published January 13, 2021
The Indeed Editorial Team comprises a diverse and talented team of writers,
researchers and subject matter experts equipped with Indeed's data and insights to
deliver useful tips to help guide your career journey.
Generational differences can help diversify the workplace and bring a variety of perspectives to
an employment roster. The demographic group known as the Silent Generation for those born
between 1928 and 1945, is one such example. Although each member of the Silent Generation is
unique, their shared experiences contribute to traits they often share.
In this article, we explain the definition of the Silent Generation and discuss common
characteristics that many share.
Related: Your Guide To Generations in the Workplace
Top job searches near you
Part time jobs
Full time jobs
Work from home jobs
Hiring immediately jobs
View more jobs on Indeed
Who is the Silent Generation?
The Silent Generation, also known as "Radio Babies" or "Traditionalists," includes people who
were born between 1928 and 1945 and lived through World War II and the Great Depression,
according to FamilySearch. These challenging experiences shaped many of the generation's
attitudes toward the workplace.
Many of the professionals in the Silent Generation are at least partly retired. If they are still
employed, they often do so for mental stimulation, public interaction or extra spending money
rather than for a primary source of earned income. Understanding these characteristics can help
facilitate agreeable workplace relationships.
Related: All About the "Silent" Generation
Are you looking for a job now?
YesNo
Silent Generation characteristics
If you want to know more about this generation in the workforce, here are
some characteristics many members of the Silent Generation share:
1. Traditional values
Cultural and social forces emphasized values such as hard work, loyalty and thriftiness when the
Silent Generation was coming of age. This upbringing instilled a sense of civic values in this
generation. Their firsthand perspective of WWII and the Great Depression contributed to a
general sense of patriotic loyalty and desire for economic comfort.
These qualities can be valuable to a team because they are likely to apply their traditional values
of hard work, which promotes productivity, quality work, loyalty and less turnover in the
workplace today.
Related: What You Should Know When Working With the Silent Generation
2. Financial prudence
Because of their experiences with the financial struggles of the Great Depression, the Silent
Generation often handles money matters with prudence and discretion. For example, they often
repair an item before replacing it, both at home and in the workplace. Their frugality can be an
asset to teams looking to optimize their budget or cut costs.
3. Interpersonal respect
Many people of the Silent Generation were taught to show respect to others by practicing
courtesy and deference to authority. They are often known for developing positive relationships
with colleagues and clients alike. These interpersonal skills can be valuable in the workplace
because they can provide balance and perspective to interpersonal relationships. For this reason,
members of the Silent Generation can also be valuable in public-facing roles, such as customer
service.
4. Determination
The hardships of WWII and the Great Depression instilled a sense of determination in many
members of the Silent Generation. They often still choose to persevere in the face of adversity,
large or small. This characteristic can be of significant benefit in the workplace because they are
unlikely to give up when challenges arise as part of their job functions.
5. Resilience
Members of the Silent Generation are also resilient when they experience challenges because
they often successfully rebound in ways that reflect growth and learning throughout life. This
quality builds on perseverance by providing valuable flexibility as well. Their resilience can be
of particular use in industries that fluctuate with market pressure, such as construction or fuels,
because they may be more likely to adapt to changing circumstances.
6. Work ethic
Part of the Silent Generation's characteristic determination is a strong work ethic that includes
pursuing tasks until they are completed well and working as hard as needed to get a job done. As
a result of the social circumstances of these individuals' upbringing, their work ethic can be
valuable to employers across many industries that value consistency, hard work and
dependability.
7. Analog sensibilities
The Silent Generation lived much of their lives before technology, such as before the advent of
computers and the internet. As a result, many prefer to communicate face-to-face and may enjoy
working in a physical location rather than remotely. Their analog-first experiences can benefit an
employer when they need traditional, physical expertise. These preferences can also provide a
pleasant balance to a tech-heavy workplace environment.
8. Self-sacrifice
Another result of the Silent Generation's formative experiences is their willingness to make
sacrifices for causes they believe in. Many members of this generation made great personal
sacrifices during WWII and the Great Depression, and these tendencies may carry over into their
work style today. This willingness to sacrifice for a worthy cause can be important in today's
work environment, especially in the nonprofit and health care sectors.
9. Sense of fairness
Many members of the Silent Generation fought for their principles early in life, especially in the
context of WWII, and the tendency to seek fairness and justice is often still a hallmark of this
generation in the workplace. This sense of fairness can be an asset in their careers, both in
matters of personnel and when employees of this generation work with clients and customers.
For example, a member of the Silent Generation may strive to provide the highest quality work
because they know a client paid a certain price expecting a certain level of quality.
10. Flexible scheduling
It is common for those in the Silent Generation to be completely or mostly retired. Many seek
employment for reasons other than a full-time wage. Matters of scheduling therefore can be more
flexible, which can be useful for employers with small gaps in their operations or room for only
part-time or temporary scheduling.
11. "Builder" traits
The Silent Generation is also sometimes referred to as "the builder generation" because of their
role in rebuilding the United States economy after the Great Depression. This generation is likely
to apply a mindset of growth to their job as well, which can be a benefit in any workplace that
values personal employee development.
2. Baby Boomers
Baby Boomers, born between 1946 and 1964, make up a large portion of the United States
population. The birth rate increased during these years as parents of Baby Boomers most likely
felt more optimistic about the economy in the post-World War II era. Here are some key
characteristics related to professionals from this generation:



Values: Baby Boomers often are hard-working individuals, and they may be
more willing to take risks to pursue their goals. They’re often dedicated to their
jobs and loyal to their companies.
Type of employee: These professionals may be more likely to have a
traditional mindset in the workplace, meaning they often value an established
hierarchy of responsibility and authority. They often don’t need constant
feedback about their work, but they might like insight into professional
development opportunities that may help them succeed in their role.
Their contribution: People from this general might be willing to take risks to
challenge the status quo to help create innovative workplaces and inspire
teams. They’re often motivated to serve in higher-level positions that allow
them to teach younger generations about relationship development and
communication, making them good mentors.

Managers' role: Many members of this generation are approaching retirement
age, so they often value flexible work schedules. Many experienced employees
may consider working longer if managers could provide them with reduced
schedules, the chance to work from home or flexible hours.
Related: 8 Characteristics of Baby Boomer Professionals (Plus Jobs)
8 Characteristics of Baby Boomer Professionals
(Plus Jobs)
By Indeed Editorial Team
Updated June 9, 2022 | Published December 12, 2019
The Indeed Editorial Team comprises a diverse and talented team of writers,
researchers and subject matter experts equipped with Indeed's data and insights to
deliver useful tips to help guide your career journey.
Image description
The baby boomer generation has been a part of the workforce for over 50 years. People in this
demographic share many characteristics that shape the way they work. If you’re a baby boomer,
learning more about common baby boomer traits may help you in your job search.
In this article, we will explore the baby boomer generation, including how the baby boomer
generation fits in with other generations in the workplace, their common characteristics and jobs
that align with baby boomer work habits.
What is the baby boomer generation?
The baby boomer generation refers to the demographic group of people born directly following
World War II. This return of war soldiers, paired with economic prosperity in the late 1940s and
1950s, led to a steep increase in births. The result is the generation known as the baby boomers,
or those born between 1946 and 1964.
Here’s how baby boomers compare to other generations:
The Silent Generation/Traditionalists


Born before 1946
Seek comfort and financial security, traditional, loyal
Baby Boomers


Born 1946-1964
Strong work ethic, disciplined, focused
Generation X


Born 1965-1980
Entrepreneurial, value work-life balance, independent
Generation Y/Millennials


Born 1981-1994
Value work-life balance, confident, tech-savvy
Generation Z


Born after 1994
Independent, entrepreneurial, competitive
Related: Character Traits: Definition and Examples
Baby boomer generation characteristics
With the impact that baby boomers have had on the economy, it is important to identify specific
characteristics of the group. Here are a few baby boomer generation characteristics:
1. Baby boomers aren’t retiring
The first wave of baby boomers turned 65 in 2011, meaning many of this generation have
reached full retirement age. However, just because these employees are reaching retirement age
doesn’t mean they’re retiring. Many boomers choose to continuing work past 65, even though
they can retire.
Baby boomers might continue to work after retirement age, but they may change how, when and
where they work. Some baby boomers are leaving the companies they worked for in favor of a
part-time position, volunteer work or creative pursuits. For example, they might leave a large
accounting firm to manage the books at a small nonprofit or offer their expertise to a political
organization.
Related: What Is the Average Retirement Age? (Plus When to Retire)
2. Baby boomers value workplace visibility
The baby boomer generation may be less likely to embrace remote work or work-from-home
options than younger people. For baby boomers, visibility is important. This generation wants
their manager to see them showing up to work on time every day and working hard until the
work day ends. This isn’t always possible in a remote environment.
This characteristic shows how a workplace geared toward younger people can isolate older
generations. Baby boomers may have higher morale when they’re able to meet and work
regularly with their managers. While they are independent, baby boomers do like to be seen and
acknowledged by those above them.
Similarly, this generation cares a lot about professional appearance. They may not immediately
adhere to a casual dress code, simply because they’ve dressed more formally for much of their
careers.
Related: 5 Types of Work Environments (And How To Find the One for You)
3. Baby boomers are self-sufficient
The baby boomer generation was raised on the idea that they needed to work hard to get to their
desired place. Baby boomers will continue moving forward with their projects as best as they
can. This group is incredibly self-sufficient, which is ideal for many workplaces.
While collaboration may be an element of workforces today, some older generation employees
may prefer working independently, staying focused on the task and continuing forward until the
job is done.
Additionally, some baby boomers may have trouble asking for help if they have a problem. This
generation was raised on the idea of solving problems independently, which may make some
baby boomers less likely to ask for help if there is an issue.
4. Baby boomers pride themselves on decision-making skills
The hard work and focus of the baby boomer generation means many boomers value objective
and rational decision-making. The right decision is rarely the easy one, but clear and objective
planning can help them make their choice. Baby boomers bring to the workplace some of the
stoicism of the silent generation, where they set aside emotions in favor of rational decisionmaking.
Read more: 15 Ways To Improve Your Decision-Making Skills
5. Baby boomers equate authority with experience
For many baby boomers, authority comes from experience in a situation. Because of this, some
baby boomers may be more likely to trust someone who’s older and has been in the field for
several years as opposed to someone younger and newer.
Unfortunately, this belief that older and more experienced individuals are respected authorities is
starting to be challenged in the modern workplace. The rise of digital communication and the
tech world means many “experts” are younger. Younger generations are born into technology,
while baby boomers have to adapt to it.
This said, Pew research back in 2010 when the first baby boomers were about to turn 65, found
that baby boomers were adjusting to technology at a clip that was higher than the younger
generations.
Related: Experience vs. Skills: What's the Difference?
6. Baby boomers are competitive
Since the baby boom was a steep rise in the population, this generation experienced competition
for jobs when they reached working age. Many of these people have carried their drive and
competitive nature well into their careers. Baby boomers willl work as long as it takes to reach
their goals and to stand out and get the promotion, raise or acknowledgment they want.
This generation has seen the benefits of hard work and dedication, which is something they
expect from their employer. Boomers are willing to work hard and compete to reach company
goals to prove that they are the best people for the job.
Related: Pros and Cons of Being a Competitive Leader
7. Baby boomers define themselves by their jobs
Baby boomers are deeply invested in their families and hobbies, but they also consider their jobs
to be a significant defining characteristic of who they are. Baby boomers take pride in the
companies they work for, the positions they hold and the duration with which they stayed at the
company. A large part of their identity is based on how companies value their work.
Related: What Is the Difference Between a Job and a Career?
8. Baby boomers are both optimistic and realistic
Baby boomers were raised on the American dream, but as Pew research found, the fact that this
generation grew up in the idealistic ‘60s, only to lag behind other generations in life satisfaction,
means many baby boomers have become realists. However, in the workplace, that can then
translate into a belief that nothing is gained without hard work and determination.
3. Generation X
Professionals in Generation X were born between 1965 and 1980, and they're a generation of
independent people who take pride in their entrepreneurial spirit. This generation often values
more relaxed, flexible environments. Here’s a list of some important aspects of Generation X:


Values: Generation X professionals often are more laid back and independent
people who value friendly, flexible workplaces and productivity over hours at
work. This generation often seeks efficiency and innovation in the workplace
and their personal lives while respecting the autonomy to make choices and
create relationships with mentors.
Type of employee: Independence and personal development are some common
traits of Generation X individuals. These professionals value a healthy worklife balance and prefer working for companies that offer monetary awards,
such as bonuses and company stock options.

Their contribution: Generation X professionals may be skeptical of current
procedures, which can make them take risks that can lead to progress and
innovation.

Managers' role: Professionals in this generation often prefer more autonomy
when fulfilling their job duties. Because people in this generation are of the age
where they have families and children who may be adults, managers may
provide them with a flexible structure to establish a good work-life balance.
Related: Gen Xers: A Guide to Generation X in the Workforce
Gen Xers: A Guide to Generation X in the
Workforce
By Jennifer Herrity
Updated June 9, 2022 | Published December 12, 2019
Jennifer Herrity is a seasoned career services professional with 12+ years of
experience in career coaching, recruiting and leadership roles with the purpose of
helping others to find their best-fit jobs. She helps people navigate the job search
process through one-on-one career coaching, webinars, workshops, articles and
career advice videos on Indeed's YouTube channel.
Image description
Generation X is a generation of professionals who are helping to shape the current workforce.
Many Gen Xers, as with other generational groups, share similar values and characteristics and
by learning more about Generation X and how they function in the workplace, it can help better
improve how you work with them.
In this article, we take a look at Generation X, specifically this generation’s shared
characteristics and the common jobs they often pursue.
Top job searches near you
Part time jobs
Full time jobs
Work from home jobs
Hiring immediately jobs
View more jobs on Indeed
What is Generation X?
The Generation X demographic ranges from 1965 to 1980. However, Gen Xers born in the 1960s
might share more values with baby boomers, while those of Generation X who grew up closer to
1980 sometimes connect more with millennials of Generation Y.
Members of Generation X play a critical role in the workplace today. Most Gen Xers have at
least 20 years of work experience and are ready to accept the challenge of leadership as baby
boomers retire. Gen Xers’ upbringing and values can shape the way they work and how they lead
others.
Related: Gen Z vs. Millennials in the Workplace: What Are the Differences?
Comparing the generations
Here's a general outline that compares the basic descriptions of each generation:
The Silent Generation/Traditionalists


Born before 1946
Traditional, loyal, seek comfort
Baby Boomers


Born 1946–1964
Focused, goal-oriented, disciplined
Generation X


Born 1965–1980
Independent, value work-life balance, entrepreneurial
Generation Y/Millennials


Born 1981–1994
Confident, results-oriented, collaborative
Generation Z


Born after 1994
Competitive, tech-savvy, independent
Read more: 5 Generations in the Workplace: Their Values and Differences
Common characteristics of Generation X individuals
There are a few personality traits and behaviors that people born in this generation share. While
not every Gen Xer may have these characteristics or values, it’s not uncommon to find them
identifying with the following:
1. Gen X values autonomy
Per the Pew Research Center, Generation X is known for being self-reliant. As a result, many
Gen Xers value independence in their work, with many of this generation preferring to receive a
basic objective and then finding their own way to achieve it. Since Gen Xers often hold
leadership roles within an organization, they offer the same autonomy to their team members as
well.
2. Gen X expects flexibility
For Generation X, flexibility means being able to complete tasks how and when they want.
According to FamilySearch.org, because of what Gen Xers have lived through, they’ve become
flexible in all aspects of life, including work. These employees will work hard to meet their
deadlines and complete their work as long as they have the freedom to decide the processes and
time required to reach their goals.
Many members of Generation X have thrived as workplaces become more flexible and remote.
The ability to come in early and leave early, or come in late and stay late, gives them the
flexibility they seek. Similarly, members of Generation X often get excited at the prospect of
working from home or remotely to spend more time on personal pursuits.
3. Gen X expects clear goals and deliverables
Gen Xers like working toward a clear goal and with clear expectations. Meeting a specified
objective can make them feel accomplished and help them stay motivated in the workplace.
When beginning a project, they may ask several questions to gather all of the requirements, then
develop their own plan to complete it. When working as managers, Gen Xers often offer basic
requirements for their team members and are comfortable offering guidance as needed.
4. Gen X pursues education
For many Gen Xers, a college education was a necessity rather than a luxury. The rise of
Generation X leaving for college coincided with a decline of manufacturing jobs in the
workforce. This generation used college as a means for professional advancement. Pew Research
Center data shows that the number of Gen X men and women with college degrees was 1% and
6% higher respectively, when compared to the previous generation.
In the workplace, this emphasis on education may Gen Xers to continue seeking additional
training in order to advance their careers. As managers and leaders, they may invest more in
training programs for employees.
5. Gen X is comfortable with technology
This generation is directly responsible for the rise of modern technology. With this said, many
Gen Xers are very comfortable with technology like computers or smartphones, along with
learning new software or programs. They can use technology to assist in making their jobs
easier, and many pursue jobs in the IT industry.
4. Generation Y (Millennials)
Generation Y, or Millennials, are the first generations to grow up in the age of technological
advances. They were born between 1981 and 1996 and represent the fastest-growing segment of
the workforce. Here are some points to understand them better:




Values: Millennials may seek meaningful work to grow and use their creative
skills. They're technologically savvy and use technology to make their work
more efficient and generate a long-lasting impact for their team.
Type of employee: Millennials often are results-oriented and may help older
generations integrate new technology at the workplace to improve efficiency.
Their contribution: Generation Y employees often are passionate about
creating relaxed work environments, and they’re not afraid to challenge
authority or the status quo to devise innovative solutions to workplace
challenges.
Managers' role: Millennials often value quality performance and may expect
the same level of value addition from the managers. Skills mentorship and
consistent feedback are helpful for this generation to achieve longevity at a
company, and this might help managers make strategies to improve the skills of
their team.
Related: 8 Characteristics of Generation Y in the Workplace
8 Characteristics of Generation Y in the
Workplace
By Jennifer Herrity
Updated June 7, 2022 | Published December 12, 2019
Jennifer Herrity is a seasoned career services professional with 12+ years of
experience in career coaching, recruiting and leadership roles with the purpose of
helping others to find their best-fit jobs. She helps people navigate the job search
process through one-on-one career coaching, webinars, workshops, articles and
career advice videos on Indeed's YouTube channel.
Generation Y, also known as millennials or the Millennial Generation, often have certain skills
and behaviors that make them unique and valuable employees. Knowing the strengths of this
tech-savvy and ambitious generation can help you form successful office collaborations.
In this article, we explore eight common characteristics of Generation Y in the workplace.
Top job searches near you
Part time jobs
Full time jobs
Work from home jobs
Hiring immediately jobs
View more jobs on Indeed
What is Generation Y?
Generation Y is a demographic that is characterized by people who were born between 1981 to
1996. A few people born outside of the generational range might have millennial characteristics
of the millennial generation, even though they may technically be Generation X or Generation Z.
Generations defined
It may be helpful to know where one generation ends and the next begins. Below is a breakdown
of each generation's timeline with common traits.
Silent Generation/Traditionalists


Born before 1946
Seek comfort and financial security, traditional, loyal
Baby Boomers


Born 1946-1964
Strong work ethic, disciplined, focused
Generation X


Born 1965-1980
Entrepreneurial, value work-life balance, independent
Generation Y/Millennials


Born 1981-1996
Value work-life balance, confident, tech-savvy
Generation Z


Born 1997-2015
Independent, entrepreneurial, competitive
Related: Your Guide to Generations in the Workplace
Common characteristics of Generation Y
While each individual has a unique personality, many people within the same generation share
common characteristics. Here are some of the traits you could expect from millennials as
recognized by FamilySearch.org.
Please note that no company mentioned in this article is affiliated with Indeed.
1. Gen Y is tech-savvy
Generation Y is the first generation to grow up with the internet, cell phones and digital
communication. “Digital natives'' is a term often used to describe people who grew up techsavvy. These professionals are comfortable learning and using the latest software releases in the
workplace. They may find it easier to learn new software, such as shared chat platforms.
2. Gen Y values flexibility
Many millennials prefer a flexible work schedule and workplace. Since many millennials hold
computer-based jobs, they may seek positions that are at least partly remote and allow them to
work outside of a traditional 9-to-5 schedule.
Related: 11 Online Jobs for Work Flexibility
3. Gen Y seeks work-life balance
Gen Ys usually seek positions in which they can have a solid work-life balance. They prefer jobs
that allow them to spend more time with their family and/or pursue personal goals. In some
cases, they may prefer a job with more flexible hours over one that offers higher pay.
4. Gen Y is results-oriented
Another reason why millennials value flexibility is that they are results-oriented. They would
rather tell you what they accomplished instead of telling you how long they worked. If they can
complete a project faster than the allotted amount of time, they can achieve more. The ability to
list more achievements can make them feel accomplished in the workplace.
Related: What Is the Average Millennial Income? (And How To Increase It)
5. Gen Y seeks rewards and praise
Millennials grew up in a world of digital communication and social media, which could make
them more dependent on praise than other generations. Sometimes, receiving praise during a
team meeting from a manager can help a Gen Y employee stay motivated and productive.
Attention and praise let a millennial know when they’ve exceeded expectations.
6. Gen Y are innovators
Many Gen Ys are innovative and look for new ways to be more efficient. They often ask
questions about a rule or established process so they can better understand ways to make
improvements. The ability to apply their knowledge of new software and technology to automate
and improve processes is an invaluable asset in any office.
7. Gen Y enjoys collaboration
Instead of working individually and focusing on a specific set of tasks, members of Generation Y
often try to find ways to work together to complete projects. Gen Ys won’t hesitate to step
outside their departments to find solutions, whether that means consulting with someone in IT
for better software or checking profitability charts with someone from accounting. This also
helps foster a results-oriented workplace with everyone working toward a shared goal.
Related:10 Benefits of Collaborative Learning
8. Gen Y is ambitious
Generation Y challenges how things are done so they can reach their goals. This is an ambitious
generation that wants to do something new or break a record that was previously out of reach.
They’re not afraid to work hard to overcome challenges and obstacles.
Members of Generation Y try to follow the “work smarter, not harder” motto. They would rather
develop a strategic solution to a problem that saves time, money and effort so they can apply that
savings to other problems.
5. Generation Z
Generation Z individuals, born between 1997 to 2015, are just beginning to enter the workforce.
Their broad and innovative thinking may benefit many organizations. They’re typically adapted
to the rising technological shifts and often have a global mindset. Here are some other notable
characteristics of professionals this age:




Values: Generation Z generally prioritizes authenticity, truth and connectivity
in their relationships, and they may expect it from managers. Generation Z
employees grew up when many things used or relied on technology, making
them more adaptive to change.
Type of employee: Generation Z is only starting to enter the workforce, but
they often prefer flexible work environments, clear directions and transparency
about their work.
Their contribution: These young professionals typically seek job security and
may want to stay with the same employer for several years. They often like
flexible working hours and workplaces that value diversity and social
responsibility.
Managers' role: Managers often who work with professionals from
Generation Z might be able to invest in their growth and offer them
mentorship, coaching and training opportunities.
5 Generations in the Workplace to know
There are five generations currently integrated into the workplace for the first time in history.
Traditionalists were born before 1945 and Baby Boomers were born between 1946 and 1964.
Generation X was born between 1965 and 1980 while Millennials were born between 1981 and
2000. Lastly, Generation Z was born between 2001 to 2020(1).
In any work setting, there are challenges presented to employers and co-workers alike. The
ability to manage people has changed with so many different character traits, beliefs, experiences
and mindsets together in one setting. Each generation brings new ways of working,
communicating and responding to different situations.
These new changes can either bring a team closer together or tear it apart. With new challenges
brings new benefits to a team with multiple generational mindsets within it.
Summarizing Generations in the Workplace
1. Traditionalists
Born between 1925 and 1945, traditionalists carry reliable and loyal traits. They are
motivated by respect and recognition. With the most experience out of any generation, their
main goal is to provide as much long-term value to their company as possible. With the
sincerest touch, they prefer to communicate offline and with a personal touch. Don’t be
surprised to receive handwritten notes or spoken word praise.
They will view their age with seniority and will always make sure they are advancing
through the corporate hierarchy. They work well in teams because they believe in obedience
and loyalty over individualism. They know that one person is not above the team.
Employers should make sure traditionalists are provided with satisfying opportunities to
contribute to the team so that they can maintain stable team balance and provide
straightforward feedback.
2. Baby Boomers
Born after traditionalists and before 1964, this generation is known for their very strong
work ethic. Typically, they are competitive and very team-orientated. They prioritize
professional accomplishments in the workplace, so don’t be afraid to see their awards on
their desks. In order to achieve these accolades, they often set goals for themselves and use
their competitive nature to achieve them.
Boomers are typically more reserved from the social aspect of the workplace as they are
instead looking for the quickest yet most efficient way of completing their tasks. As long as
they are working efficiently, it won’t matter if they are taking more phone calls, more face
to face meetings or sending more emails than everyone else. They will continue to work
hard until the job is done.
One to one communication is typically their preferred method of messaging anyways, so
they’ll write letters to individuals if they have to. 65% of Baby Boomers plan their lives
around working past the age of 65, which speaks volumes to their desire to work and
provide value for their teams. To put it into perspective, around 10,000 Baby Boomers
reach the retirement age every day.
When working with Baby Boomers, providing them specific goals and deadlines will give
them the best pathway to success as they know where they need to end up. Baby Boomers
are not afraid to do what it takes to reach their end objective. When put in managerial or
mentor roles, they offer incredible work ethic advice. Baby Boomers work well as coaches
in the workplace as well because of their feedback style.
3. Generation X
Born between Baby Boomers and Millennials, Generation X brings a different mindset to
the workplace. Typically, Generation X brings balance to their teams. They fill roles and
are independent when given tasks.
Between the two competitive natures between Baby Boomers and Millennials, Generation
X values freedom and flow into their workplace. Favoring diversity and work-life balance,
they are looking for more informal ways of improving their teams and companies. They
enjoy working with others and diversifying their routines to provide a more personal touch
in their lives. With this independent mindset, Generation X finds ways to be efficient in
their workplace so that they can also focus on their personal-professional relationship in
their life.
If this work-life balance is compromised by changes in the workplace, they are quick to
move onto another employer or team so as to not change their life’s daily flow. Typically,
they are resistant to changes in their workplace life if it jeopardizes their personal life. If
values that embody Generation X are valued in a company, it’s best to keep them around as
by 2028 the number of employees born between 1965 and 1980 will outnumber Baby
Boomers.
When working with Generation X, the best option is to provide flexible ways for the
employee to work. These adaptable arrangements help give Gen-Xers a piece of mind as
well as a better relationship in their professional words. Any personal development
opportunities should always be offered here to maximize the value of Generation X.
4. Millennials (Generation Y)
Perhaps the most tech-savvy generation, Millennials are the largest in terms of sheer
numbers in the workspace. Approximately 3/4 of the global workforce will be made up of
millennials by the year 2025.With their technological knowledge, most millennials have a
competitive and independent “start-up” mentality.
Typically managed by Generation X, Millennials will look for the same work-life balance
and flexible arrangements in order to develop the best relationships and mindsets on their
team. Their strong work-ethic is different from their managers, however. Millennials seek
smarter and efficient means of working. This often sparks new and innovative ways of
completing tasks, which can ultimately lead to a “start-up” mentality. This mindset relates
to a sense of spearheading projects and finding the best way to achieve goals.
Generation Y grew up with the rise of technology at their side. They typically communicate
electronically with texts, instant messengers and email. It’s not that they dread face to face
conversations, letters or phone calls. It’s because these are the most efficient forms of
communication to them. However, sometimes they can get caught up in their gadgets.
The best way to integrate them into the team is to get them to look up from their device.
They work best when you get to know them personally. Once this relationship is developed,
they can provide excellent growth to a team. Millennials are driven by results, usually from
their new efficient method, and if this isn’t achieved, they are likely to seek change
elsewhere instead. Keep flexibility in mind and provide them with immediate feedback so
they can continue to bring value.
5. Generation Z
The new kids on the block, their global and progressive mindset is incredibly valuable to
any team. They grew up during the rise of technology similar to Millennials, however they
have a new way of thinking.
Using Generation Y’s momentum, Generation Z develops a form of efficiency similar to
entrepreneurship. The same start up mentality is brought in as they come in as the most
connected to technology than any other generation. With the rise of social media, it’s easier
for Generation Z to find opportunities to learn and grow and showcase it in the workplace.
Knowing that they are connected to their tech, they value the time spent with their
managers. Typically, Generation Z wants to interact with their leadership daily or even
multiple times a day. Around 40% of them prefer this when working in a team. They also
prefer working with Millennials as managers or teammates as they are the most relatable to
each other. This relationship paired with their independent and individual ambitions
strengthens their value on a team and gives them an opportunity to provide balance in their
lives.
While implementing various new strategies and methods, Generation Z is great at
multitasking and employing efficient ways of achieving their goals. Giving Generation Z
their independence and freedom is key for their development in the workplace as well as
personally. With their worlds newer than any other generation, they are concerned about
their career stability and aren’t afraid to do what it takes to make sure they are valuable to
teams.
(Download Whitepaper: Secrets of a Connected Workplace)
Issues with Generational Diversity

The biggest issue right off the bat is the risk of conflicting interests and mindsets within the
work area. Teams made up of more traditionalists and baby boomers may be less
susceptible to changes while younger generations will always look to adapt and change to
do what’s best for the team.

Change will always bring its challenges to any team, however when those changes begin to
affect work-life balance, that will be seen as a negative to younger generations. In the same
way, these changes can be seen as new and less efficient to older generations in the
workplace as they want to stick to what was working and what they know.

In addition to changes in methodology and workflow, conflicting interests and interpersonal
issues can also cause disputes. With different mindsets of work-life balance as well as
personal development at work, this can cause teams to not get along. Whether this relates to
communication or new methods of work, there will always be these types of differences.

It’s up to one side to adapt in order to maintain a stable work balance. With these
differences on teams, this can cause a reduction in employee engagement as well as a
decrease in overall productivity.
(Also Read: Effective Communication in the Workplace)
Benefits of Generational Diversity

These differences can bring a lot of productivity and benefits to a team. When there are any
issues in the office, whether it’s outside of work or within a team, a diverse team can come
in handy for coming up with new solutions. Having different mindsets and experiences can
help identify the answers to many difficult questions and updating day-to-day issues.

Along with the different experiences and personal relationships, different generations easily
connect with different audiences. By sharing these experiences, each generation can learn
from each other and adapt to best forms of communication and verbiage for certain
audiences.

All generations have their skill sets and preferred methods of completing tasks at work.
Younger generations have a better connection with technology and older generations have
experience working with many people.

Generation Y and Generation Z have the best skills to help teach technology and other
newer, modern techniques to Baby Boomers and even Traditionalists. The best ways to
learn the foundations to most techniques are from Traditionalists and Baby Boomers as they
have the most experience in their field. Having them as managers and in leadership
positions can help mentor younger employees into their roles.

These are all opportunities for personal development and learning technology to help
improve the balance in the workplace. It’s better to have employees that are well-versed in
all types of skills so that the work balance is distributed evenly. This can lead to a better
work-life balance for all involved, which can create a comfortable workplace.
Understand which employee benefits to offer different generations in the workplace.
(Also Read: 5 Modern Ways of Using Technology to Improve Safety in the Workplace)
Final Thoughts
There is not a true way to determine the best makeup of a team in terms of generational diversity.
However, typically there are recommended ways of recruiting the right team. The best way to
recruit the right team is to make sure hiring is done by need. By being specific in job postings
and requirements for a position, this can filter the best candidate to your team. When looking
through their skills, be sure that their skillset fills the gap in your time as well as has room to
improve by someone already on the team.
When pairing teams together, it is best to pair senior leaders with the youngest employees,
typically Generation Y and Z. The experience that can be shared is invaluable to a team. In
addition, pairing experienced members of your team in Generation X with Generation Y can help
give a company a competitive edge in the workplace. Combining the flexible nature of Gen-X
and the open-minded mentality of Gen-Y will bring a unique edge.
Be sure to understand the audience the company is looking to communicate with. A diverse
generational team can help bring different experiences to the table and help with solving any
solutions that cannot be solved otherwise.
In addition to this thinking of generational diversity fixing solutions, it is not appropriate to make
age-based assumptions and stereotypes. By doing so, a disadvantage is already being placed on
the team. No one person is the same and not everyone relates directly to their generation, so it’s
best to learn the person and then understand their generation to see their fit and role on a team.
With generational diversity becoming a popular subject, it is important to understand all the
advantages and disadvantages of having multiple generations in the workplace to work together.
By creating a workplace that is comfortable, flexible and collaborative a team with many
interests and mindsets can perform their best work together.
The Strengths and Weaknesses of Every
Generation in your Workforce
The term ‘generation’ is traditionally used to refer to a group of people born and living during
the same period of time, which usually spans 15 years. With four different generations making
up today’s workforce, it can be difficult understanding what they all need and where they are
best utilised. Each group brings a different dynamic to the table, but the only way to truly
harness their potential is to understand their generational characteristics.
That said, the supposed differences between generations in the workplace are more complex than
many people realise. While we can see typical generational strengths and weaknesses coming
through, prioritising continuous learning in your company can help you build a network of
valuable, connected professionals – no matter their age.
The different generations and how they work
The generations that are likely to be present in your office can be segmented into four distinct
groups:
There are a number of strengths and weaknesses that can generally be found in each working
generation:
The Traditionalists (1927 and 1945)
The Traditionalists come from a generation of respect and loyalty and that
reflects into their workplace values and ethics. They are hard workers, and as
they grew up in lean times, most consider working a privilege. Yet, as they are
the oldest generation, they are less technologically adept than the younger
generations and they tend to favour the traditional working means.
Strenghts:
Cultural and social forces emphasized values such as hard work, loyalty and thriftiness
Their frugality can be an asset to teams looking to optimize their budget or cut costs
They are often known for developing positive relationships with colleagues and clients alike
they are unlikely to give up when challenges arise as part of their job functions.
strong work ethic that includes pursuing tasks until they are completed well and working as hard as needed
to get a job done.
Weaknesses:
lived much of their lives before technology, which reduce their ability to adapt to technology aspects changes
in workplace.
many prefer to communicate face-to-face and may enjoy working in a physical location rather than remotely
preferred to spend time in work rather than family.
Baby Boomers
Strengths
 Boomers are characterised as being workaholics who relish long weeks and overtime. They are
more committed to their roles than any other generation1
 Baby boomers are considered good team players, with 53 per cent of organisations saying they
work well with others2
 The professionals in this generation are regarded as making excellent mentors to their colleagues
and juniors in the organisation
Weaknesses
 This generation has a preference for structure and discipline, and are less inclined to welcome
change
 Boomers are competitive, so they need recognition and rewards to keep them motivated to
achieve more
 Baby boomers are regarded as the least tech savvy of all generations, prohibiting their ability to
keep up with developments
Gen X
Strengths
 The majority of organisations (70 per cent) believe Gen X are the best overall workers 3
 These professionals are committed to juggling work with family time, and favour work-life
balance in an organisation4
 Gen X is considered to be the biggest revenue generators overall
Weaknesses
 Less than 40 per cent of Gen X are satisfied with the senior management in their organisation5
 This generation is less inclined to say something if they disagree with management than their
successive generations
 Gen X value being able to do things quickly and are less inclined to spend hours of overtime
completing something perfectly
Millenials / Gen Y
Strengths
 Of all generations currently featuring in the workforce, Millennials are considered the most
independent workers6
 Millennials are concerned with ethics and the social responsibility of the organisation they work
for7
 Millennials have grown up sourcing information, they need to be left to create their own
processes rather than being told exactly what to do
Weaknesses
 Due to their independent nature, Millenials are not as interested in teamwork as other generations
 Millennials do not have as strong a work ethic, with an average of 38.8 hours spent at work a
week compared to previous generations who both average above 40 hours8
 This generation is impatient when it comes to career growth – 49 per cent are likely to leave
before two years if they feel their skills are not being developed9
Gen Z
Strengths
 The most tech competent of any generation, members of Gen Z are able to pick up new
developments quicker than other employees10
 This generation is particularly ambitious, with two-thirds of Gen Z saying their goal in life is to
make it to the top of their profession11
 Gen Z are natural entrepreneurs, with 72 per cent wanting to start their own business and hire
people12
 Described as the ‘always on’ generation, Gen Z are able to multitask unlike any other generation,
using up to five screens at once
Weaknesses
 Gen Z are regarded as more cynical than their predecessors, favouring a realistic outlook over the
idealism of Gen Y
 Gen Z don’t know much about a time before social media and easily accessible tech. This can
make them very reliant on technology to solve problems
Developing your workforce
Each generation brings something uniquely valuable to the workforce. By understanding what
they have to offer, you can identify key training and development opportunities that will align
with their unique strengths. It will also help you gauge where skills gaps may lie so that you can
prioritise filling them. Read more about the ways in which you can assess employee needs and
implement development strategies in your organisation in the article below.
5. Generation Alpha (2005-Onwards)
As Millennials and Generation Z pass adulthood, their kids will make their way to the workplace.
They are known as Generation Alpha or iGeneration. With more than 2.5 million generation alpha
members born each week and higher life expectancy than their predecessors, Generation Alpha is all
set to take over our workplace in the future. Brought up around connected devices and screens, you
can see its shades in their personality too. This new breed of individuals borrows similar
characteristics as their predecessors.
To wrap it up
Successful companies understand the needs of every generation and fulfill them too. They realize that
if there are conflicts in the workplace or friction between different generations, it will have a negative
impact on team cohesion, which will hamper their business growth. I hope that this article might
have helped you in understanding the differences between generations at work and enable you to
manage them more efficiently.
Which generation do you hail from and how do you juggle different generations at work? Let us
know in the comments section below.
Generations in the Workplace |
Working Together
September 17, 2022
Workplaces are changing. The traditional setup of baby boomers working their
entire careers for one company and then retiring is becoming less common.
Now, there are multiple generations in the workplace, each with different
values and expectations. This can be a challenge for managers, who need to
learn how to manage and motivate them. Luckily, there are plenty of tips that
can help.
How Many Generations Are in the Workplace?
There are typically four different active generations in the workforce: currently,
these are Baby Boomers, Generation X, Generation Y (also known as
Millennials), and Generation Z. Each has its unique set of values, work ethic,
and outlook on life. However, despite their differences, each has something
unique and valuable to bring to the workplace.
1. Baby Boomers (born between 1946 and 1964) are commonly seen as
hard-working and loyal employees. They have a strong work ethic and
are often committed to their jobs. Additionally, they tend to be lifelong
learners who are always looking to improve their skills.
2. Generation X (born between 1965 and 1980) are known for being
independent and resourceful. They are often self-motivated and
comfortable working independently. Additionally, they are considered
adaptable and able to learn new things quickly.
3. Generation Y (born between 1981 and 1996), the largest generation in
the workforce, are usually characterized as tech-savvy and socially
conscious. This is because they grew up with technology and are
comfortable using it at work. Additionally, they tend to be more aware
of social issues and diversity.
4. Generation Z (born between 1997 and 2012) are often known for being
entrepreneurial and innovative. They are comfortable in workplaces that
offer a sense of stability and value work-life balance more than brand
reputation and salary. They are the most diverse generation currently
and naturally tend to promote diversity at work.
However, some consider there are five generations in the workplace and
include Traditionalists, also known as the Silent Generation. They were born
between 1928 and 1945 and are currently retiring.
Generational Workforce Differences
There are a few key differences between generations in the workplace. For
starters, younger generations are generally more comfortable with change
than older ones. They’re also better equipped to deal with ambiguity and
multitask effectively. Moreover, younger generations are used to working in a
more globalized and connected world, thanks to millennial-driven
technological changes.
However, this isn’t to say that older generations don’t have anything to offer
— they tend to be more detail-oriented and have a deeper understanding of
institutional history. Still, younger generations are often better equipped to
adapt to the ever-changing workplace landscape.
What Challenges Does Each Generation Present
in the Workplace?
Baby Boomers are often considered the most challenging in the workplace.
They are often resistant to change and can be difficult to manage. Baby
Boomers are also known for being workaholics and can be uncompromising
regarding their career goals.
Generation X is also among the challenging workplace generations. Gen Xers
are often more independent and less loyal to their employer than others.
Moreover, they are often highly skilled and adaptable but can also be
uncooperative and quick to job-hop.
Gen Yers or Millennials have been dubbed the “entitlement generation”
because of their sense of privilege and need for instant gratification. In
addition, they are known for being tech-savvy and highly competitive and
tend to change jobs often.
Finally, Generation Z are just starting to enter the workforce, but they are
already making waves. They are considered digital natives and have a strong
preference for online communication. In addition, they are also very
entrepreneurial, so many are already starting their businesses.
How to Manage Different Generations in the
Workplace
By following these tips, you can become skilled in managing and motivating
different generations in the workplace.
Understand their values. One of the most important things you can do as a
manager is understand your employees’ values. What motivates them? What
are they looking for in a job? This can help you manage and motivate them
better.
Communicate effectively. It’s essential to be clear and concise in
communication with employees from all generations. Additionally, it’s vital to
use the communication method that is most effective for the person you’re
talking with. For example, if you’re communicating with a Millennial, you may
want to use text or social media.
Be mindful of generational differences at work. In the workplace, there will
inevitably be times when generational differences come into play. It’s
important to be aware of them to ensure managing generations in the
workplace respectfully and effectively.
Offer training and development opportunities. One way to engage and
motivate all generations in the workplace is to offer suitable training and
development opportunities. This can help employees feel like they are
constantly learning and growing in their careers.
Create a positive work environment. Finally, employers should create an
environment where each generation can work comfortably. This means having
an open-door policy, providing feedback, and offering support.
Employee Standpoint About Working With
Different Generations
It can be challenging to adjust to working with various generations, especially
if you’re used to working with your peers. One way to overcome this challenge
is to seek out training on effective communication with people from other
generations. This can help you avoid misunderstandings and build respect for
your coworkers.
Additionally, try to be open-minded and flexible in your interactions with
others. Be willing to learn from those with more experience, and share your
knowledge with those new to the workforce. You can create a positive and
productive workplace for all by working together.
How Does Each Generation View Work-Life
Balance?
Work-life balance is an ever-evolving concept with different meanings for
different work generations.
Work was the priority for baby boomers, and balancing work with their
personal lives was secondary. This generation valued hard work and face-time,
and they were more likely to sacrifice their personal lives to advance their
careers.
In contrast, Gen Xers place higher importance on work-life balance. They saw
the detrimental effects of workaholism on one’s health and well-being
firsthand, and they vowed to make a change. As a result, this generation is
more likely to take advantage of flexible work arrangements and make time
for their families and hobbies outside work.
Millennials are the most vocal about work-life balance among workforce
generations. They prioritize their mental and physical health and are unafraid
to speak up when they feel their employer is crossing the line. This generation
is also more likely to start their own businesses to have greater control over
their schedules.
Learn more: Millennials in the Workplace
Gen Zers are not much different in this respect — they’re the most
entrepreneurial of the four, and most value their well-being and hobbies as
much as their work. As a result, they tend to look for flexible jobs with enough
PTO and mental health days and will easily turn away from companies that
don’t offer these benefits.
Ultimately, each generation has a unique perspective on work-life balance, but
the one constant is that the concept will continue to evolve as our needs and
values change over time.
Is There a Generational Gap Regarding
Technology Use in the Workplace?
There’s no denying that technology has drastically changed the workplace
over the past few decades. From the way we communicate with colleagues to
the tools we use, technology has profoundly impacted how we do business.
However, there is usually a generational gap in technology use at work.
Younger workers are often more comfortable using newer technologies, while
older ones may be more resistant to change. This can lead to tension and
generational issues in the workplace.
How Can This Be Addressed?
Leaders can address this generational distinction in a couple of ways. One
approach is supporting and training different generations in the workplace in
technology use. This can help them feel comfortable using new technologies
and ensure everyone is on the same page.
Another way to address the issue is to encourage open communication
between workers of all ages. This way, employers and employees can identify
any misunderstandings or disagreements.
Finally, businesses should be open to feedback from all employees. By
understanding the needs and concerns of all workers, companies can make
sure that everyone can use technology in a way that benefits them.
How Can We Learn From Each Other to Further
Our Careers and Lives?
There are many benefits to intergenerational learning, both for individuals and
for society as a whole. For example, when different generations at work come
together to share knowledge and ideas, they can learn from each other’s
experiences and expand their perspectives.
Intergenerational learning can also help break down stereotypes and
prejudices, promoting understanding and respect between different age
groups. By bringing people of various ages together, we can create a more
cohesive and connected society.
Generations in the Workplace | The Takeaway
There is no one-size-fits-all approach to managing generational diversity —
what works for one person or team might not work for another. However, you
can maximize everyone’s potential contribution by being aware of the
characteristics of different generations in the workplace and using that
knowledge to create an inclusive workplace culture.
“Knowledge speaks, but wisdom listens,” said the legend that was Jimi
Hendrix. Sadly, he didn’t live to a ripe old age – but today’s workforce is.
For the first time ever, today’s workforce comprises five different
generations – aged from 17 to 70 – all under one proverbial roof, and they
have a lot to learn from listening to each other.
Multi-generational workforces are not a new phenomena but the gaps
between the generations have never been so wide.
Ageing baby boomers are staying in employment longer and millennials now
make up the largest proportion of the workforce.
HR and People teams can do a lot to support and get the most from a multigenerational workforce, but what can the workforce itself learn from each
other? And how can HR teams facilitate this?
Harnessing skills and experience
When Baby Boomers retire, they’ll take with them all the institutional
knowledge they have spent their entire career amassing. Make sure their
experience and knowledge is shared with others.
Equally, as entry-level employees join, encourage them to impart their
knowledge and skills. They have grown up in a very different era to their
older counterparts.
As the barrier to entry into the workforce becomes more competitive, many
school leavers pursue extracurricular activities and often start their new jobs
having set up student societies, worked abroad, established social
enterprises and much more.
They bring with them a wealth of experiences and talents amassed at school
and beyond and should be encouraged to add these into the mix in the
workplace.
Social learning
What better way to encourage collaboration and skills sharing than
through social learning?
Social learning is not about the traditional way of documenting knowledge
and handing it down or teaching it in a formal way. It’s all about learning
from those around us in the workplace.
It’s far more fluid and requires an environment where employees of all
generations are willing to listen to each other.
Social learning moves people from recalling well-defined methods to
figuring out what works and doesn’t, tweaking their approach as they go
along.
It also means developing relationships across the team, teaching and
learning from each other.
Older generations can offer institutional knowledge as well as experience in
terms of how to deal with stress, how to manage people, how to progress a
career as well as interpersonal skills. They can use their influence to help
rising young talent in the company.
The younger generation can help with fresh ideas and energy, as well as
practical advice on how to use new technologies.
By creating multi-generational partnerships, everyone has an equal
opportunity to bring their own life experiences and talents to the team.
Cross-generational mentoring
Generation Z are praised for their mastering of all things digital, but some
lack the social skills needed to build relationships with business partners
internally and externally.
In addition, the more experienced employee can also share institutional
knowledge with the younger worker.
Create a reciprocal mentoring programme where younger employees can
teach older ones how to use social media to drive business results, and older
generations can provide mentoring regarding interpersonal skills and
communication.
Inspiring collaborative working
Generation X like to make their own imprint on their work and are pretty
self sufficient, whereas Generation Y and Z, while being extremely
ambitious, need regular feedback from their managers and like to work in
teams.
It doesn’t mean that these generations are incompatible. On the contrary,
they have much to learn from each other and to offer each other.
By shifting the collective mindset at work so the different generations see
each other as partners rather than subjects of a rigid hierarchical system,
they can all benefit from new ideas coupled with experience and wisdom.
Making it happen
Getting your multi-generational workforce to work collaboratively will not
happen on its own.
You can give them tools to help, but you won’t be successful unless you
change the mindset of your employees to be much more open to learning
and to sharing knowledge.
This requires a more conducive environment for knowledge sharing.
To create this, HR and People teams should actively look at their talent
pipelines and consider the balance when hiring younger and older workers,
as well as rewarding teams and departments for working collaboratively
rather that the traditional focus of rewarding the individual only.
Today’s workforce need to be more collaborative, agile and flexible in order
to meet market demands, recruit and retain high caliber talent.
If you want the best, then you need to obtain it from a wide
multigenerational pool.
How to Navigate and Embrace the 5 Generations in
the Workplace
Now more than ever, corporations must embrace the five different generations if they are to
exist and thrive. Companies will foster better communication amongst team members,
benefit from unique perspectives working together to problem solve and create new
opportunities for mentorships and knowledge sharing. Leading a multi-generational
workforce isn’t easy, but fortunately, it is simpler than you think and begins by focusing on a
few fundamental principles.
1. Understand What Your Team Needs
Providing and fulfilling your team’s needs can help make people feel satisfied and fulfilled in
their job and feel connected to each other. Leaders need to put the needs of their team
above their own and have to start to understand what these needs are. This ties in very
closely with the need to communicate. After all, without open lines of communication, how
can you identify what your team needs?
The value of this understanding is immeasurable. Oftentimes, the needs and motivators of
different departments and individuals vary greatly and need to be catered to. One employee
may be motivated by learning, while another may be motivated by verbal recognition.
Tailoring management styles to fit these individual needs will help to avoid employees
feeling unmotivated, not appreciated, or burnt out.
2. Make an Effort to Learn from Each Other
“Have a culture of being inquisitive,” says Mary. While managing a multi-generational
workforce is not without its challenges, it can help you grow as an individual and leader. But
only if you make an effort. This can be utilized by encouraging older employees to take
younger employees to a company lunch, setting up mentorship programs, or implementing
one-on-one meetings between multi-generational workers.
Older generations can also learn from younger generations. From their path to success to
what apps they use, the opportunities to learn and grow are endless. All you have to do is
ask the right questions.
Learning from each other’s differences and experiences can be very illuminating and helpful
not just for you as an individual or leader, but also for the organization’s culture.
3. Improve Your Emotional Intelligence
Emotions drive people. Simply put, emotional intelligence is the ability to recognize the
emotional footprint of an interaction and respond accordingly. Unsurprisingly, high levels of
emotional intelligence put any team in an excellent position to succeed, particularly as they
come back together after the pandemic.
Developing emotional intelligence begins with self-reflection and a willingness to understand
who is part of a problem and how you are involved. Team members, in particular leaders,
must recognize when they are part of the problem. This requires them to focus inwards. To
do this, Mary Erlain recommends asking reflective questions such as, “What subtleties or
maybe not so subtle things are employees bringing to us?” Team members can also ask
themselves “How is this person motivated and what could I have done better to cater to
that?” It is also important to consider the employee’s communication style. When a person
is not communicated to in a way that they are comfortable with, it can lead to a
communication breakdown.
Additionally, team leaders must understand that even though a problem may be the same in
two different situations, the solution doesn’t have to be. As Mary eloquently states, “You’re
bringing a group of people, different names, faces, and social security numbers together.
There’s no way you can have some blanket, off-the-shelf kind of solution.” Each situation
requires specific thought and consideration to fit the needs of the person raising this
problem.
4. Communication
Clear and open communication can help bring a workplace together. Instead of shying away
when issues arise, it’s important to begin conversations about them. Create an environment
of open communication and problem-solving to prevent a disjointed or inefficient workforce.
“You have people perhaps as islands. And they’re each doing their own thing, their own
way. They may be getting the result, but you haven’t created a culture. You’ve created a
bunch of islands,” Mary points out.
Adopting a bottom-up approach and communicating to understand where people are
coming from is essential to create bridges between people. This can be achieved by having
in-depth conversations with each member of the workforce to get a better understanding of
who they are, how they function, and how they fit into the workforce. By asking cultural and
behavioral questions, the underlying motivations, needs, and drivers of each employee will
come to light.
Once you have established a baseline level of understanding, you can leverage this
information to bring people and groups together in unique and innovative ways. The key is
not to lead by assumptions but rather to play to the strengths of each individual.
The Five Generations: An Overview
Each generation has its own unique set of traits, characteristics and values
that they bring to the workplace. This is important to recognize because those
differences impact the way people communicate and how they want to be
managed.
There are five generations in today’s workforce:

Generation Z: born between 2001 and 2020

Millennials: born between 1981 and 2000

Generation X: born between 1965 and 1980

Baby Boomers: born between 1946 and 1964

Silent Generation: born between 1925 and 1945
Common Generational Issues in the
Workplace
In the past few years, it has been harder than ever to avoid generational
conflict in the workplace. It has become a popular topic on social media as
well as in print and digital media.
While every individual is different, there are some common differences in how
people born at different times perceive their work and their workplace.
Understanding these differences can help you identify what’s causing the
conflict, and find ways to resolve it.
Stereotyping
In a workplace where people of different generations work together, there is a
chance for conflict due to the attitudes, values and beliefs of the different age
groups. As a result, stereotypes are common. For example, older workers
may label younger workers as lazy or lacking in respect for authority. Younger
workers may label older workers as out-of-date and unwilling to try new ideas.
In the workplace, different generations can have vastly different work styles.
This could stem from a variety of reasons, such as technology and education.
As the workforce becomes more diverse, it is important to acknowledge and
understand these differences, especially when managing employees across
generations.
Working Styles
The gap in access to technology is one of the key differences between
generations in the workplace. Millennials are digital natives, while baby
boomers are digital immigrants who may not be tech-savvy. Younger
generations are also more likely to accept new technologies than their older
counterparts, which can cause friction between generations in the workplace.
Another generational issue in the workplace is how different generations
define success at work. Baby boomers tend to believe that working long hours
is what defines success and value face-to-face interactions with co-workers.
In contrast, millennials believe that innovation and flexibility are key
ingredients for success at work.
Finally, each generation has its own educational background, which leads to a
different approach to problem-solving and decision-making in the workplace.
Most baby boomers were educated before computers became part of
everyday life, while millennials grew up with computers and received a very
different education than their predecessors did.
Communication Problems
Each generation has its own distinct characteristics and ways they like to
communicate.
When you have up to five different generations in the workforce, there can be
some communication issues between employees. For example, if an
employee likes to send emails to make sure everything is documented, but
the person they are communicating with prefers a more casual text message
or phone call, there could be some miscommunication.
Older generations tend to prefer face-to-face communication and are
frustrated when attempts at communication are ignored or misconstrued
because of technology overuse. Younger generations rely on technology for
communication, which can be difficult for older generations to understand.
Tips for Managing and Motivating Each
Generation
Managers are faced with the task of keeping their employees motivated and
engaged. This is no easy feat, especially when you consider that up to five
generations may be working side by side in one workplace.
Here are some strategies you can use to get the best out of each generation
in your workforce:
Include Older Generations’ Knowledge in Training
This will give them an opportunity to pass on their expertise while also helping
younger employees learn valuable skills they otherwise might not have access
to. You can also encourage knowledge sharing by setting up mentorship
programs within your organization or simply asking senior staff to take junior
staff under their wings and teach them what they know.
Benefits Should Reflect Each Generation’s Needs
Generations come with different needs and expectations. If you don’t tailor
your benefits to the needs of each generation, you run the risk of alienating or
losing them.
If you have a younger employee, you might want to offer them a flexible work
schedule, part-time hours, or lower pay for a few days per week so they can
balance their job and other responsibilities.
If older employees are particularly sensitive about their age, make sure to
consider your company’s pension plans and retirement benefits as part of
their overall compensation package.
It’s important to remember that boomers will retire soon, and Gen Xers will be
retiring in the next decade or so. It is critical that employers adequately plan
for these retirements so they can attract quality replacements with whom they
can do business for many years to come.
Management Styles Should Accommodate Each
Generation
The most effective leaders and managers understand that different
generations bring unique strengths to the workplace. That’s why it’s important
for supervisors to adapt their management styles and learn how to motivate
each generation.
The first thing millennials look for in a job is how well they will get along with a
manager. If they don’t like their boss, they are less likely to stay in their
current position. This can result in high turnover rates for companies that
haven’t learned how to manage different generations effectively.
References:
5 Generations in the Workplace: Their Values and Differences | Indeed.com
The Strengths and Weaknesses of Every Generation in your Workforce - GetSmarter Blog
5 Generations in the Workplace to Know | Techfunnel
Generations in the Workplace: Working Together - What To Become
How a multi-generational workforce can learn from each other - Sage Advice Ireland
(2) New Messages! (teambonding.com)
Generational Differences in the Workplace: A 2022 Guide (knowledgecity.com)