Navigating the Generations at Work

A generation is a group of people who share birth years and similar experiences of major external events during their adolescent and early adult years. The generation gap has become an undeniable tension in the U.S. workplace and can result in cracks in engagement, productivity and even turnover if not addressed.

Let’s learn more about the generations in the workplace and how we can work towards leveraging these differences as a strategic advantage.

Generation Z (1996 to 2015)

Defining Events/Experiences	Key Influences	Values and Traits	At Work
Barack Obama Cyberbullying Financial crisis Reality TV Terrorism Globalization YouTube Rise of technology COVID	Gaming Technology and social media Recession, financial crises, war, terror threats, school shootings, pandemic and political polarization Most racially diverse generation in history	Very tolerant Fluid (identities, gender preferences, etc.) Mental health issues Cautious and hardened by economic and social turbulence Reinvention Entrepreneurial Independent Connected 24/7	Welcome diversity Like remote work Shorter attention spans Limited interpersonal skills Creative Want career growth/frequent feedback/purpose Want a flexible lifestyle Committed to social responsibility Want coaches, not bosses

Millennials (1981 to 1995)

Defining Events/Experiences	Key Influences	Values and Traits		At Work
New Millennium Healthy economy Oklahoma City School shootings Technology Clinton/Lewinsky Protective parents 9/11	Grew up with technology Busiest generation of children ever Grew up seeing the world as global, connected and 24/7 Parents put children first Lots of exposure to multiculturalism Constantly coached and praised for participation		Confident Respect for diversity Change masters Achievement oriented High levels of social concern Need a purpose Technical		High expectations of job Great multi-taskers and team players Like electronic communication/social media Used to meeting high expectations Appreciate flexibility/freedom/career growth/feedback Want immediate gratification Will change jobs easily Welcome diversity Want meaningful work Want coaches, not bosses

Generation X (1965 to 1980)

Defining Events/Experiences	Key Influences	Values and Traits	At Work
Fall of Berlin Wall Women’s Liberation Watergate AIDS Persian Gulf War Energy crisis Massive layoffs Invention of PC MTV	National leaders lied to public Uncertain economy Grew up guarded Many mothers worked outside the home Many affected by divorce Latchkey kids	Value diversity Adaptable Balance Techno Literacy Guarded in relationships Self-reliance/autonomy Cynical Education is key Embrace change	Tend to change jobs frequently Independent approach to work Don’t offer “blind” loyalty to a company Want work/life balance Task-oriented Enjoy achieving measurable results and streamlining processes

Baby Boomers (1946 to 1964)

Defining Events/Experiences	Key Influences	Values and Traits	At Work
Civil rights movement Space travel Cold War Vietnam War Sexual revolution Assassinations TV Rock ‘n’ roll	Hopeful mood after war Raised under Dr. Spock’s views to let children express ideas Information was more accessible Grew up with TV First generation to be graded on “works well with others”	Optimism Personal gratification Team orientation High expectations Competitive Question authority Independent	Competitive and hardworking Team players, love to have meetings Focused on personal achievement Focused on money/title/recognition “Get it done at all costs” attitude Strong work ethic

Defining Events/Experiences

Key Influences

Values and Traits

At Work

- Civil rights movement
- Space travel
- Cold War
Vietnam War

- Sexual revolution
- Assassinations
- TV
Rock ‘n’ roll

Hopeful mood after war
Raised under Dr. Spock’s views to let children express ideas
Information was more accessible
Grew up with TV
First generation to be graded on “works well with others”

Optimism
Personal gratification
Team orientation
High expectations
Competitive
Question authority
Independent

Competitive and hardworking
Team players, love to have meetings
Focused on personal achievement
Focused on money/title/recognition
“Get it done at all costs” attitude
Strong work ethic

Three Things You Can Do to Bridge the Gap

Be Humble – Be open to input from others and listen to them. Recognize that you don’t know it all and that we are all human and flawed.
Show Respect – Demonstrate that you esteem others and feel that they add value.
Be Curious – Enter conversations with an open mind and be curious about others’ perspectives.

Five Things Organizations Can Do to Bridge the Gap

Develop bosses to be coaches by giving positive and developmental feedback effectively, listening well and guiding others towards solutions.
Help younger generations develop the soft skills to be most successful.
Provide education on generational differences and have conversations about them in your organization.
Develop mentoring programs to help members of each generation coach and support one another.
See people as individuals and don’t categorize by stereotypes – leverage the strengths of each person!

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Leslie Speas

Leslie Speas is a local author who has written two books – Confessions of a Hot Mess: From Mess to MESSage and From Hot Mess to God’s Best. She shares her “hot mess” through her books and blog to help others with theirs. Leslie has had a long career as a Human Resources leader working in the manufacturing, healthcare, service, and technology industries. She is currently Managing Partner of InfluencHeR Consulting, an HR and Organizational Development Consulting Firm based in Winston-Salem. You can follow Leslie on her “hot mess” website – www.lesliespeas.com. – or her business website www.influencherconsulting.com.

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