Generations at Work

Who Are We Talking About?
Recruiting for the Generations
Retention of the Generations
Giving Feedback to the Generations
Time Off
Collaboration

Rarely in history have we seen four socio -demographic generations in the workplace. A majority of organizations today include both genders from 18 to 65+ years of age—with some using stenography and other using voice recognition software, some a paper calendar and others hand-held devices.

This diversity creates a gap in terms of personal and career expectations, points of reference, technology and work habits, and more. Read on to get a glimpse of how these generations may be impacting your workplace.

WHO ARE WE TALKING ABOUT?

Traditionalists
(Born 1900 - 1945, CAN population: 4.3 M, USA population: 75 M)

Traditionalists saw the Great Depression first hand, and know the value of a dollar. Traditionalists believe in being loyal to a company for their entire career. Sometimes resistant to change, they were raised in a top-down approach to management and disseminating information on a “need-to- know” basis. Their reward is the satisfaction of a job well done. Many Traditionalists retire at 65 believing that retirement is a well- deserved reward for their dedicated service.

Baby Boomers
(Born 1946 to 1964, CAN population: 9.8 M, USA population: 80 M)

Baby Boomers are one of the largest population groups. Boomers are categorized as optimistic and productive - in the post-war booming economy, anything was possible. Boomers have a competitive side, as they have been competing for jobs and promotions given the sheer volume of individuals in this population group. At work they tend to challenge authority, seeking to change the establishment. Motivated by the corner office and a good title—many Boomers do not plan to retire in full.

Gen Xers
(Born 1965 - 1980, CAN population: 5.3 M, USA population: 46 M)

Generation X called many leaders and institutions into question and as a result, are skeptical of the “establishment”. Gen Xer’s are resourceful and independent, relying on themselves to get the job done, and do not like to be micromanaged. And if their job is not getting them where they need to go career-wise, they will move on to another opportunity. Gen Xers look for flexibility in the workplace and place a high value on work-life balance.

Millennials
(Born 1981 - 1999, CAN population: 6 M, USA population: 76 M)

Millennials can also be known as Generation Y, The Echo Boom or Baby Busters. They were raised on computers, cell phones and 100’s of TV channels. While this generation is just entering the workforce, they will impact the workplace dynamic just as every other generation has. Millenials are realistic and take a collaborative approach to work, sharing their ideas with managers and colleagues to get the job done.

Cuspers
(Born 1940—1945, 1960—1965, 1975—1980)

Cuspers share attributes with the two generations they touch.

RECRUITING

Traditionalists Prefer, and are accustomed to, an interviewing style where the recruiter does most of the talking, thus the challenge is to get them to open up. Are not generally seeking work at this point in their career, however can be strong contributors to a hiring panel. Baby Boomers Prefer steady work hours and dinners with the family – not having to take work home with them, thus a family- friendly work environment is attractive. Want to impress the interviewer by appearing polished and professional, they have a sincere desire to get in the door – they don’t worry too much about the job particulars. Gen Xer’s Want to know that you have flexibility, you recycle and there is room for their creativity and lateral thinking. They want to know exactly what they will be doing when they join the firm. Traditionalist and Boomer recruiters can be intimidating to Gen Xer’s as they may judge them for their non-traditional career path. Millennials Ask recruiters any and everything about the company – be prepared to answer questions from RRSP plans to hours of work and more. Have a “can-do” almost “know-it all” attitude, and may come off as ego- tistical or disrespectful. Traditionalist and Boomer recruiters need to get to know their values and look past the confident veneer to determine if this is the right hire for the organization.

Icons & Events Traditionalists: WW I & II Betty Crocker Joe DiMaggio Picture Films Ella Fitzgerald Baby Boomers: Vietnam War Woodstock Richard Nixon Martin Luther King Jr. The Beatles Generation X: Cold War Divorce Rate Increase Personal Computers Bill Gates Madonna Millennials: Desert Storm Internet explosion Cell Phones Britney Spears

RETENTION

FEEDBACK

Traditionalists “No news is good news” Accustomed to a top-down management style (if a manager was not yelling at you, you were doing a good job.) Feedback was minimal and very formal. Need to hear positive feedback as they are sometimes forgotten in an organization due to their years of service. Baby Boomers “Feedback once a year, with lots of documentation!” Want to know how they are doing as they are competing with 80 million colleagues (in the USA) for the same promotions. The Boomer generation introduced annual reviews to the corporate culture to force Traditionalist Managers to provide feedback. Boomers tend to “double speak” and soften the message when providing feedback, whereas Gen Xers and Milennials prefer directness. Gen Xer’s “Sorry to interrupt, but how am I doing?” Raised in a culture of instant results—bank machines, fast food, internet and CNN—need to know how they are doing immediately and regularly. Lack of feedback can cause turnover with this generation. Millennials “Feedback whenever I want it at the push of a button”. Even more instantaneous than Gen Xer’s - they grew up on the Internet where information is available at their fingertips. Seek out and welcome lots of feedback—both positive and negative.

Generational Views on Changing Jobs Traditionalists: “Job changing carries a stigma.” Baby Boomers: “Job changing puts you behind.” Generation X: “Job changing is necessary.” Millennials: "Job changing is part of my daily routine”.

Steve, a twenty-nine-year-old Gen Xer in a food and beverage company, has been logging sixty-hour workweeks. His stress level is high, and he’s spent little time at home lately. One day Steve stops in the office of his Traditionalist supervisor to say, “Hey John, I won’t be here on Friday, I need a mental health day.”

John’s immediate response: “Is that going to be a vacation day or a sick day?”

Steve pauses. “I don’t know … whatever … I just need a break.”

“Well I’ll check with HR and get back to you.”

Steve rolls his eyes. He doesn’t care how the time is logged; he just needs a day off. His boss, on the other hand, can’t understand why Steve seems to disregard policies and procedures.

From When Generations Collide, p. 71

Collaboration
Gen Xer vs. Millenials

A Generation X meeting planner had to work with a group of Millennials to put on a large trade show for his company. He e-mailed out instructions to the group and asked them to check back in via e-mail at the end of each week to update.

Instead of updates on his plan, however, he received a steady stream of ideas for how he could improve his plan. His e-mail inbox was overloaded with replies from collaborative Millenni- als suggesting everything from new poster possibilities to colourful kiosks to an eco-friendly recycling area, to menu ideas for a vegan snack bar. With no time or energy for so much input and group interdependence, his trade show was turning into a freak show.

From When Generations Collide, p. 166-167

AltisSPR places all generations in the areas of Administrative Support, Finance/Accounting and Human Resources.

Sources:
When Generations Collide By: Lynne C. Lancaster & David Stillman
Values Shift By: John B. Izzo & Pam Withers
Statistics Canada