Welcome To The New Work Environment! – Managing Across The Generations

Have you noticed lately how different our workplace is, compared to even 5 years ago? One thing is certain, each time I walk into a client organization, there are at least four unique generations represented. Each one has been shaped by the events of their times, as well as their own life experiences. My previous blog titled, “Who Are You: From the Words of a King,” focused on identity, who we think we are and who we want to be. This particular story expands on one’s identity through the lens of what each generation wants or is looking for. These generations bring unique perspectives, work ethics, communications styles, and different priorities to the workplace. This being the case, working and managing across generations has become essential for anyone wanting to build a cohesive, productive, and high performing organization.

I had a recent speaking engagement that I gave at a college institution that represented undergraduate and graduate students, as well as recent alumni. I took some advice from my niece who is in the Y Generation and decided to poll the audience. I didn’t ask for a raising of hands but rather asked the audience to send me a text message. The level of digital responsiveness and electronic engagement was extraordinary! In contrast, I recently spoke at a senior executive forum that was primarily represented by the Boomer Generation. The format was face-to-face communications with back and forth sharing of ideas and perspectives, which also created a high level of engagement for that generation.

No question that today, we have a unique chasm between “old school” communication and new. Neither is right or wrong, and each has its advantages and disadvantages. Yet organizations that tailor their communications to these various constituencies, have a better chance to attract and retain top talent, increase engagement levels and productivity, enhance communications, and maximize overall contributions and performance.

 If you haven’t seen the recent statistics that breakdown the workforce, here they are:

Generation	Birth Years	2012 Workforce (Projection)
Silent	1933 – 1945	3%
Boomers	1946 – 1964	27%
Gen X	1965 – 1976	33%
Gen Y (Millennials)	1977 – 1998	37%

 

As you can see, the current and future workforce will continue to represent cross generations, with an increase of the younger generation filling the seats of our future workers. That leads to a big question: How do you keep workers of all generations engaged and productive? The secret in the sauce is realizing that one size does not fit all. Here are some examples of key differentiators in relating to each generation:

Addressing Generation Strategies

Generations	Preferred Approach
Boomer’s	External Equity, Retirement, and Health Benefits
Gen Xer’s	Focus on Becoming an “Expert” in What They are Doing, Adequate and Flexible Vacation Time
Gen Y’s	A Variety of Career Opportunities and Work/Life Balance

 

Communications

Generations	Preferred Approach
Boomer’s	Person to Person, Clear Communications of Expectations
Gen Xer’s	On-going Feedback, Direct and Through Technology
Gen Y’s	Instantaneous Feedback through Technology, Acknowledge the Importance to Debate and Challenge

 

Development

Generations	Preferred Approach
Boomer’s	Relationships Based Learning Through Coach and/or Mentor
Gen Xer’s	Self-directed Career, Autonomy, and Freedom
Gen Y’s	Speak to Multiple Career Path Opportunities, Need for Speed – Rotational Opportunities

 

These examples above summarize the differences of each generation’s intrinsic motivations and work preferences. Yet with this diversity, I believe there is a set of common assumptions across all generations, which is: everyone wants to succeed, everyone wants to feel valued, and everyone wants to feel included. However, the challenge is that success, value, and inclusion may look different for each individual. 

What can you do to create inclusion? It starts with self-awareness. The ability to interact and manage effectively across a diverse spectrum of generations starts with us. Here are a few questions to get started:

• Are you aware of your own assumptions, beliefs, and behaviors that support or limit an inclusive environment?
• Are people on your team or in your organization engaged and energized after spending time with you?
• Do you take the time to learn the generational differences and adapt your style or approach with what best works for them?

At the next level, assess your own leadership and communication style by considering the following:

• Identify your own style on how you give direction, problem solve, deliver messages and provide feedback to others, and how you prefer to work with them.
• When recruiting, expand your own lens and be open to the generation’s diverse values and mindsets, versus only seeking someone who is like you!
• Know when to use different forms of communication.  The most successful organizations will blend electronic and in-person interaction. Financial conditions will require less travel; more technology. Utilize these tools when it makes the most sense – when a meeting is more pragmatic, for example. When conveying visionary messages or those that might be more sensitive or emotional in nature, turn off the technology and place the priority on in-person interaction. 
• Be open and curious. Remember, the more we embrace diversity of thoughts, experiences, and views, the greater levels of engagement, cross collaboration, and innovative ideas will be realized, which positively impacts teaming.

Leadership is not what one DOES TO someone else. Rather it is something one DOES WITH someone else. Know that wherever and whomever you happen to be leading, there is a relationship that could prosper to even greater levels, if YOU are curious, open, and take time to invest in getting to know the people that work for and with you.

Learn more about how you can manage across the generations, by attending SHAMBAUGH’s May 20th Executive Forum

To find out how SHAMBAUGH can help shape your leadership and identity, please visit www.shambaughleadership.com to learn more about SHAMBAUGH’s leadership and organizational development, employee engagement, and coaching services.

 

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