How Generation Shape the Modern Workplace

Generations at Work [Part 1]

Subject Line: How Generations Shape the Modern Workplace 

We all know that diversity contributes to new perspectives, thinking, and ideas. In the modern workplace, this often includes generational differences between employees of all industries and fields. The different environments that individuals have grown up in can affect their work ethic, collaboration, and leadership styles. This can lead to strong teams and work products, but may also result in tension between generations.

Title: The People Who Make Up Today’s Multi-Generational Workforce

Walk into most companies and you will likely find a unique cross-section of employees. For the first time ever, there are five generations working side by side. Even though many from the Traditionalist (or Mature) generation are exiting the workforce, they still significantly contribute to this interesting workplace dynamic.

To fully understand the impact of the multigenerational workplace, one must understand the traits of each of these generations.

1.     Traditionalists/Veterans/Mature Generation: These are people born before 1946. While this generation has fewer and fewer employed each year, they still have a significant influence on the workplace. Many in this generation have a strong military connection. Growing up during the Great Depression has made them very comfortable with delayed gratification and accustomed to hard work and discipline.

2.     Baby Boomers: This generation includes anyone born between 1946 and 1964. These employees have seen the most change in the workplace. Baby Boomers define and measure work ethic by how many hours per week you log in. For them, success can only be achieved through long hours at your desk. Loyalty to the company is also an attribute of this generation, but they are also the ones who have witnessed large-scale mergers and layoffs. This generation has recently had the largest exit in the workplace, resulting in a significant talent shortage.

3.     Generation X: Today’s upper and middle management is largely comprised of employees born between 1965 and 1980. This generation is defined by the fact that they were the least supervised generation growing up. Television, video games, and computers were the Gen X babysitters. Change does not affect this generation; they actually expect it. Natural skepticism is a norm creating an “actions speak louder than words” mentality. While they are loyal, that loyalty is only to individuals, not corporations. 

4.     Generation Y or Millennials: Anyone born between the early 1980s and early 1990s falls into this category. This group is quickly moving into management positions as Generation X moves into the director level roles vacated by Baby Boomers. While Generation X was mostly unsupervised, Generation Y was raised with parents who oversaw every moment of their day. This is the generation of highly scheduled children who grew up with every means of technology at their disposal.   

5.     Generation Z: The youngest members of the workforce were born between 1995 and 2012. While most of the older members of this group are still in college, many have entered the workforce straight out of high school or technical training. They are the first generation of digital natives who expect to use technology in every aspect of their career.

Combine all five of these generations in a workplace environment and you will get some interesting results. It was thought that there would be a great disconnect between the older and younger generations. However, this is not the case at all. In fact, the opposite is true.Interestingly, Generation Y identifies with Traditionalists more than any other generation. 

The largest conflict tends to be between Generation X and Generation Y. This comes as a result of the style of parenting rather than status in the workplace. It is yet to be seen how Generation Z will affect workplace dynamics.

Gary Vice is sought out by leaders in Software and Services who recognize the need to attract the industry’s best talent.  Through Strategic Recruiting Partners’ extensive network of relationships, they are able to identify high level opportunities for well qualified candidates.  To discover how this process can benefit your job search, simply reply to this email or call Gary at 469.402.4008.