July 2008

PARADING THROUGH TIME

GENERATIONS AT WORK

There's an old saying that we each march to the beat of our own drummers ... with the fourth of July just around the corner let's think a little about the drumbeats around us!

GENERATIONS AT WORK

Four generations of workers now occupy the workplace. Has your organization encountered any challenges in bringing these diverse workers together? Differences can either strengthen team performance when we capitalize on our diversity to identify new opportunities or it can be a source of irritation and unrelenting conflict. Understanding a danger exists in stereotyping, there is still high value in understanding influences that shape your workforce.

Who makes up your workforce?

The Veterans compromise approximately 50-million people, born between 1922-1945. These are the individuals born prior to World War II and whose earliest memories and influences are associated with that world-shaping event.
Baby Boomers compromise just over 70-million individuals, born between 1945-1960. Those in this group were born during or post World War II and were raised in an era of extreme optimism, opportunity, and American progress and pride.
Gen Xers were born between 1960-1980. They are just slightly smaller in number than boomers. These individuals came of age deep in the shadow of the Boomers and the rise of the Asian tiger.
Gen Nexters number just under 70-million, born between 1980-2000. People in this category were born into a high-tech, neo-optimistic time.

FORMATION GOAL

The goal in exploring diverse generations in the workplace is to move beyond the behind-the-back sniping, resentment, and complaining to realizing the positive potential of a diverse generational workforce that effectively harnesses the power of differing viewpoints, passions, and motivators.

ROCKETS RED GLARE

One can become a bit ‘blinded’ by the ‘glaring’ diversity and challenges faced when contemplating how to best meld together, into one strong team, the four generations now occupying the workplace. However, key principles apply across generations in building strong teams. You’ve got to know your players – their outlook, work ethic, and views of authority – if you’re going to get the best out of them.

Veterans -

Outlook: Practical.

Work ethic: Dedicated.

View of Authority: Respectful.

Leadership by: Hierarchy.

Relationships: Personal sacrifice.

Boomers -

Outlook: Optimistic.

Work ethic: Driven.

View of Authority: Love/Hate.

Leadership by: Consensus.

Relationships: Personal gratification.

Gen Xers -

Outlook: Skeptical.

Work Ethic: Balanced.

View of Authority: Unimpressed.

Leadership by: Competence.

Relationships: Reluctant to commit.

Gen Nexters -

Outlook: Hopeful.

Work ethic: Determined.

View of Authority: Polite.

Leadership by: Pulling together.

Relationships: Inclusive.

WHAT DRUM DO YOU MARCH TO?

Which group do you most identify with? What do you find frustrating about working with differing perspectives? What do you appreciate about the other perspectives?

Are you a Boomers who tends to see Xers as somewhat greedy and lazy, resistant of team groupings and self-serving, loners and cynical? Perhaps you’re an Xer who sees Boomers as dictatorial, obsessive, a little soft. Both of these views are stereotypical overgeneralizations, but nonetheless existent perceptions.