Today’s business success depends on creating a corporate culture that actively and consistently demonstrates respect and inclusion for its diverse employee population. It is critically important for leaders to understand the impact of a multi-generational workforce.
This series presents information about generational differences in the workplace and how to lead accordingly.
Part Two: Life Events, Characteristics and Values of Each Workplace Generation
- Matures / The Greatest Generation (b.1922-45)
- Baby Boomers (b.1946-64)
- Generation X (b. 1965-80)
- Generation Y / Millennials (b. 1980-2000)
Shared history and cultural events common to a generation influences the characteristics of that group; who they are and what they value. Understanding this influence is valuable for leaders trying to move a multi-generational workforce toward a common goal.
Consider these highlights in relation to the characteristics of the people on your team:
The Matures first entered the workforce in World War II. Their life-shaping experiences include FDR’s New Deal, the start of commercial air travel, the automobile, television and early workplace automation. Typically, these employees are hard-working, willing to sacrifice for the institution, loyal and patriotic. Matures value commitment, respect for authority, rules and boundaries and duty before pleasaure.
Baby Boomers joined the workforce during the civil rights/equal rights movement. Other key events included the lunar landing, Woodstock, Viet Nam and unprecedented inflation. Boomers are well-educated, willing to put in long hours but will question authority, desire quality goods and are physical fitness aware. Broadly, this group values hard work, status and its symbols, are more team-oriented and are involved in their community.
The formative years for Gen-Xers included the Challenger disaster, Operation Desert Storm and the worldwide expansion of mass media. As the children of Boomers, they were often “Latchkey Kids” and lived through a time of skyrocketing divorce rates. As a result, this generation grew up self-reliant, stressed out, cynical and skeptical. They tend to be highly productive during their working hours but greatly value work/life balance.
Gen-Y, more commonly called the Millennials, faced the Oklahoma City bombing, the Columbine High School massacre and 9/11. This group has the lowest parent:child ratio in U.S. history. They were entertained by reality TV and nearly always had instant access to information through technology. Their personal characteristics include high levels of confidence and optimism, value living over working in the work/life balance equation, enjoy extreme fun and have shorter attention spans than their predecessors. Millennials value diversity of all kinds, constant communication and instant access to information, want quick decisions, and enjoy relationships with the Mature generation.
Do you see your team members in the above descriptions? What about your peer team? Your leadership? Are some of their behaviors and preferences starting to make more sense? Look at your own generation, as well. How are your values and behaviors impacted by the times you lived through?
Below is the rest of this Success Series’ topics. Be sure to check back each week or subscribe here to have new posts delivered to your inbox.
Part One: What’s A Generation and What Does A Leader Need to Remember?
Part Three: Workplace Traits and Keys to Success: Matures & Boomers (coming May 21)
Part Four: Workplace Traits and Keys to Success: Gen X and Millennials (coming May 28)
Can I help? If you want to have a conversation about leading your multi-generational workforce, click here to send me an email. I’d love to chat! -El
Photo credit: Generation by Knoll, Creative Commons License
