Considering what economic, historical, social and cultural experiences influenced your career choices and how they differ from both your older and younger colleagues could be critical in communicating with co-workers.
"Individuals are born into an existing social structure. As individuals age within this structure, they share with others their age group-specific historic, economic, social and cultural experiences that subsequently shape their values and norms. As individuals become adults and enter the workplace they bring with them these shared values and norms around work, such as their work ethic, style and leadership preferences," said Robynn Pease, Ph.D., University Ombuds Office at Oregon State University during the Egg Industry Issues Forum Virtual Presentations, "Strategies for Communicating Across the Generations in the Workplace."
It's important to remember and understand this because it creates a rather dynamic atmosphere for employees.
Pease explained there are five generations in the workplace. They are as follows:
- The Traditionalist, born between 1922 and 1945
- The Baby Boomers, born between 1946 and 1964
- Generation X, born between 1965 and 1980
- Millennials, born between 1981 and 1994
- Generation Z, born between 1995 and 2015
She noted that people born within five years of another generation may share some of the same traits.
"Right now across the U.S., our workplace is comprised of 2% Traditionalist, 25% Baby Boomers, 33% Generation X, 35% Millennials and 5% Generation Z," she explained. Pease added that by 2025, approximately 44% of employees in the U.S. will be members of the Millennial generation.
Multi-generational workplaces are here to stay, as Americans are living and working longer. "On average, Americans that live to age 65 can expect to live an additional 19 years to age 84. Many older Americans are living robust, active lives and managing chronic illnesses in ways that make it possible to remain in the workplace longer," she said.
Older adults are staying employed to meet their economic needs or to maintain social interaction and/or self-fulfillment. "Currently, 20% of people 65 or older are in the workplace today and among them, two-thirds are working full-time, with indications that greater numbers of older adults will continue to remain in the workforce as long as possible.
Characteristics of each generation
The Traditionalist has been shaped by major events like The Great Depression, the rise of manufacturing, labor unions and many other actions. "As a result, Traditionalists tend to value conformity, stability and security. They respect authority, the chain of command and company loyalty," she said. She added that they generally do not like change and find reward in doing a good job.
Baby Boomers were influenced by the fact that they were born into a large demographic group making them "highly competitive," she said. Boomers entering high school in the '60s entered the workplace during economic growth, while Boomers entering high school in the '70s came of age during the great inflation and the decline of manufacturing.
"Boomers were profoundly shaped by social movements such as the Vietnam War, the Civil Rights movement and feminism," she said.
They value personal and social expression, health and wellness and idealism. They strive for "stellar careers," she said.
She said to engage Boomers at the workplace, one should recognize and reward a job well done with high pay, high status, or corner offices.
"Members of Generation X came of age during the great inflation when prices for consumers good increased along with national unemployment rates as high as 10%," she explained. Corporations were downsizing and computers were altering how work was achieved. As a result, members of this generation value independence and have a more informal work style. They are resourceful and result-focused. They see change as an opportunity, unlike the two generations before them.
To engage Generation X in the workplace, companies should provide work environments that allow for a great deal of individual control, challenge and rewards for meeting or exceeding expectations, she noted. Professional development goals should be incorporated when managing a Gen X employee.
Millennials have been shaped by the invention and use of smartphones, the rise of global corporations and social movements that have focused on multiculturalism and diversity, she explained. "As a result, Millennials value collaboration, social activism and diversity," Pease said.
This generation is expressive, confident, highly collaborative, savvy students and have adaptive learning styles. "Millennials can maintain and uphold several jobs at once in contrast to our previous generations," she said.
She noted that this group of people enjoys work that connects them to the greater good and they embrace multiple parallel careers.
If you want to engage Millennials in the workplace, Pease explained employers should provide opportunities for employee connection, collaboration, the idea of working together through consensus-driven decision making and problem-solving. Management should provide professional learning and development and connect the Millennials' work to the mission and the vision of the work unit and corporation. She also added that one should support the integration of work-life needs to accommodate multiple careers and multiple lifestyle preferences.
The newest and youngest workers are members of Generation Z. They have been influenced by the Great Recession – characterized by a decline in economic activity, high unemployment rates of 5-10%, a decline in homeownership, and – like Millennials – a rise in global corporations, collaboration and smartphones/technology.
This generation tends to be hard-working, pragmatic and entrepreneur-like. They are technological multi-taskers that value meaningful work.
To engage this generation companies should provide opportunities with job security, benefits and clear job expectations, she explained. "Mold or shape the work around the individual instead," Pease said.
Each of these generations presents a difference in communication, problem-solving, decision making, leadership style, feedback, learning style, technology and flexibility to job changes. Understanding each generation's needs or work style will help maintain an efficient flow in the workplace.
