Multi generations At Work 8211 Where The Sum Is Greater Than Its Parts

Author : Ruth KustoffDo you find the workplace environment of Baby Boomers, Generation X and Generation Y, difficult to manage or work in? It’s true, it is a diverse mix of individuals born across a span of over 50 years, whose values and experiences were shaped differently; but shouldn’t we be looking at this as another kind of diversity between us? Although there are differences in how Gen X relates to Baby Boomers and Gen Y perceives either of them, it isn’t good judgment or management skills to put parameters around groups of individuals with the premise that each of us within any of the generations is the same As individuals, we each have specific needs, strengths, and weaknesses

Let’s recognize the diversity of workplace generations as an opportunity, by accepting that the sum of all the generations is greater than each of its parts

So, how can we harness the skills, experience, and diversity of each of these demographic groups? By creating multi generational teams, we can cross the boundaries of time – in knowledge, experience, and skill – and recognize the value of each individual and what their perspective brings
Who’s Who in the Multi-generation Mix?
Let’s look at the general breakdown of the generations for a quick review
• Baby Boomers, born early 1940s to early 1960s, aged between mid 40s and 60
• Gen X’ers between 20 and 40 years old, born early 1960s to early 1980s,
• Gen Y, or the Millennials, born early 1980s to early 2000s, with the majority of them coming of working age now
The table below, published in 1999 in Canada One magazine, in an article entitled, The Wounded Healer, Generation Gaps in the New Workplace Gen-Xers and Boomers Working Together, by Michael E Rock, Ed D, shows the general beliefs of how boomers and X’ers differ in their approach to work

Take a look at the table – do you recognize yourself, your direct reports, or your co-workers? Think about how knowing and understanding the different ways in which we each respond and act, can be helpful when planning teams, or assigning tasks
The Cross-Generational Management Grid
Generation-Xers Boomers
Constantly question decisions Work long hours
Gripe about senior managers Do what they're told
Complain that Boomers
• are promoted based on tenure v performance
• are too slow in making decisions
• just can't "get on with it" Complain that Generation Xers
• are not loyal
• just "do their own thing"
• won't stick to something long enough, go into it deeply enough
Bring flexibility Want things "in order"
Bring comfort and an ease with change Struggle with change
Seize opportunities Wait for opportunities
Like immediate gratification Has learned to wait
Ask, "What's the deal?" Ask, "Who's in charge?"
See the evolving workplace as the workplace of the future, where knowing the rewards for a job well done ahead of time is a priority, where directness, boldness and cutting to the chase are integral to who they are Tend to believe that things will get back to "normal," that the current situation is a short-term problem and that the "kids" will grow up and settle down

So far, we’ve identified differences between us because of our generation, while recognizing how these differences can provide an opportunity for a dynamic team Let's now take a closer look specifically at what Gen Y does differently, how their differences can be an organizational advantage, and what steps can be taken to cohere these groups

The Millennials (Gen Y) grew up differently than either of their predecessors:
• They had more opportunities in all aspects of growing up,
• More knowledge readily available to them and their parents,
• They’ve been told their whole life they’ve done a “good job”
• Their stereotype is around entitlement and, ungratefulness and a fear of hard work
In reality though, Gen Y is poised to take on the world As a group, Gen Y:
• is motivated, and desire upward mobility,
• likes to see where they are going and know what’s available to them,
• are quick learners and want the opportunity to grow and to show what they can do,
• want to have an impact and make a difference
Actually, all good qualities, even though managing them may require some adjustment in style and use of new skills for Gen X’ers or Baby Boomers

Solutions for Working Across the Generations
Don’t waste time with a Gen Y This generation moves quickly, is accustom to multi-tasking and doesn’t get overloaded easily Capitalize on this by providing them with early opportunities that include:
1 Training programs about the company, specifically a comprehensive on-boarding course
2 Creation of work teams around Gen Ys and Boomers, to facilitate a natural rapport so they begin to coach one another in their respective areas of knowledge and expertise
3 Communication with everyone they know, in a way they are accustom — online, IM, text messaging Gen Y are accustom to sharing personal information and updating their personal pages on their network Use this extended community to your advantage - give them good things to say about their job, their work and the company
An area of appeal to both Gen Y and Boomers is a flexible or alternative work environment As Boomers age and start to think about retiring, or need to meet the demands of caring for aging parents, the availability of telecommuting, working from home or participating in a job share is huge This same flexibility appeals to the Millennial – though for different reasons Think out of the box in how to create opportunities for these groups to work together by changing the current culture and accepted norms of the work environment
Since many senior manager positions are currently filled by Boomers, it is important to identify the ways in which Gen X and Y can move into these roles
Appealing to Gen Y
With so much discourse around a talent shortage and how best to recruit and retain talent, one opportunity is to identify and recognize rising stars earlier in their career This can be accomplished by attracting young Gen Y recruits by being an employer of choice Appeal to the Gen Y mentality by providing early career growth opportunities and easy access to company information and job performance success Companies that know the value of training and know how to help staff resources be successful will be successful too in this changing work environment
Summary
Recognizing our differences as opportunities can provide new ways of working that create new ideas, increase productivity, and allow for creativity to flourish Remember the insights below as the workplace demographic changes, and you’ll encourage cohesion and a new kind of teamwork
• Recognize the differences in how we work due to generational experiences as an opportunity
• Identify what motivates each of us, as individuals, and within a generation, and capitalize on it for new ways of thinking and working
• Be open to working differently, in changing the status quo, and new ways of working side-by-side and across three generations will evolve
• And most importantly, remember that diversity between us can have creative results
With 20 years experience as a business and learning needs analyst, Ruth offers a strategic business approach to learning. Ruth’s knowledge of adult learning methodologies, and strong analytical skills, ensures she quickly understands the “big picture” of how business goals align to learning.
With 20 years experience as a business and learning needs analyst, Ruth offers a strategic business approach to learning. Ruth’s knowledge of adult learning methodologies, and strong analytical skills, ensures she quickly understands the “big picture” of how business goals align to learning.
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