Bridging Generational Gaps in the Workforce

Four generations are now in the work force — traditionalists, baby boomers, gen Xers and millenials - and each group has an opinion about whose communications approach is the best. Addressing these generational differences in the workforce is critical to a company's long term success, but how do companies manage the needs of a multi-generational workforce without alienating some employees? Granted, not all traditionalists, boomers, Xers, or millenials are cut from a cookie-cutter mold, but enough similar values and perspectives exist within each generation to address them generally. Knowing what those values are and leveraging that knowledge is the key, especially when you look at the differences:

• Traditionalists: Structure/consistency, strong work ethic, loyalty, patience, mission and respect
• Baby Boomers: Teamwork, long hours, hard work, recognition and respect
• Generation X: Autonomy, informality, competence, ongoing learning, feedback, balance and respect
• Millenials: Achievement, structure, collaboration, mission and respect

*Source: Federal Mediation and Conciliation Service

When you stop to think about the era in which someone was born you get a better sense of who they are. For example, baby boomers grew up at a time of dramatic social change where music was a true expression of their generational identity. Words like experimental, individualistic and free spirited resonate with boomers. Millennial ‘s, often referred to as the "Trophy Generation," due to their reputation for being peer-oriented and for seeking instant gratification, grew up with technology and are often seen as the social network pioneers.

Employers need to recognize these and other traits in trying to train and retain employees in today’s increasingly complex and competitive corporate landscape. They should also work hard not to stereotype different generations, but there are some differences and shared values in the workplace between the generations. For example, in their relationships with work, Traditionalists view it as "personal sacrifice," and Millennials view the relationship as "loyal." In contrast, Baby Boomers view it as "personal gratification" and Generation Xers as "reluctant to commit.”

Here are a few characteristics to help illustrate key differences in each generation’s workforce traits:

• Traditionalists: Listen to their war stories; respect their experience; use them as mentors and in technology training, flexible work options and opportunities to learn and develop
• Baby Boomers: Seek recognition and credit; respect hard work; they prefer working in teams; they build consensus, like professional development; use to tap into experience
• Generation X: Prefer autonomy; like frequent feedback and learning opportunities; are flexible; like access to decision-makers; are fun and exciting; prefer results over process
• Millennials: Prefer structure and guidance; seek input; are team oriented; they maintain technology and manage projects; aren't time sensitive; prefer challenges and stress mission and values

*Source: Federal Mediation and Conciliation Service

Bridging the generational gap in the workforce can be tricky but when it’s done right employees feel empowered and productivity levels go up substantially. It’s an important lesson to learn for any company but once you understand any one generation's formative years, you can make sense of that generation's workplace values and beliefs, and the gaps between the generations then tend to shrink. We all grew up in different worlds but at the end of the day, we all want the same things -- to feel respected and valued.