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 Four: Workplace Traits and Keys to Success: Gen X and Gen Y (Millennials)
- Matures / The Greatest Generation (b.1922-45)
- Baby Boomers (b.1946-64)
- Generation X (b. 1965-80)
- Generation Y / Millennials (b. 1980-2000)
One of the biggest drivers separating Gen X and Gen Y team members from their predecessors is the common use of technology and how savvy these groups are in the creation and use of these new tools. Technology is no longer simply a work resource but an integral part of everyday life.
In the workplace, both Gen X and Millennials prefer informality. They learn quickly and are comfortable with a rapid pace of change. These team members readily embrace diversity of all kind; cultural, sexual, ability, generational, and more. Both groups seek work/life balance, emphazing what actually gets done rather than how much time was spent getting there.
When working with Gen X-ers, be prepared to put all options on the table, discuss pros and cons and the “why” behind your choices. If you are seeking new ideas, this is the go-to group. They embody the entrepreneurial spirit and will explore unconventional ways to approach problems. On the flip side, your X-ers expect you to follow-up on your commitments and will hold you accountable if you do not follow-through.
Successfully engaging Millennials requires flexibility and customization. They are great collaborators and will be infleunced by peer examples and ideas. They are very goal-oriented, want to have fun and desire meaningful work. These team members also want to know that their leaders are impressed with their decisions and behaviors, so offer them consistent positive feedback when earned.
As these younger generations prove their abilities and contribute to achieving organizational goals, they may be promoted at a more rapid pace than previous employees. Leaders must be aware of possible resentment from older, more tenured employees. Rising to a leadership role based on performance alone can be problematic for a generation that valued long term commitment and experience.
How do you successfully work with Gen X and Millennial team members? What challenges do you experience? What success tips can you share?
While the multi-generational workplace poses some interesting challenges for leaders, the benefits are far greater. Your team and organization can only benefit from this diversity – if you know how to lead the people and manage their work accordingly.
Below is the rest of this Success Series’ topics. Click on each link to read the previous parts of the series. You can 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 Two: Life Events, Characteristics and Values of Each Workplace Generation
Part Three: Workplace Traits and Keys to Success: Matures & Boomers
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
