Bridging the Workplace Generation Gap
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Bridging the Workplace Generation Gap
Five generations work side by side: Veterans (born 1930-1945) , Baby Boomers (1946-1964), Generation Xers (1965-1976), Generation Yers (1977-1990) and Millennials ( born since 1991).
Understand Preferred work styles: Gen Yers respond well to workplace structure, challenges and coaching. Gen Xers are more independent, resilient and adaptable. Baby boomers ask for directions when needed and they are good team players. Veterans tend to prefer more detailed directions & guidance.
Adopt effective communication technique: Veterans are used to formality – a memo, phone call or personal conversation. Baby boomers respond well to personal contact but have adapted to voice mail and e-mail. Instant messaging, emails with swift reply are appreciated by Gen Xers. While Gen Yers and Millennials are used to technology of texting, social networking, cell phones from their up bring itself.
Effective feedback techniques: Veterans expect feedback only when the result is met. Baby boomers expect corporate accomplishments to be recognized through promotions, a hierarchy of titles and annual increments. Gen Xers and Yers expect swift feedback on their performance to assure themselves they are on the right track to achieve the organizational goals. And Gen Yers appreciate immediate rewards.
Work/life balance: Veterans give more importance to work, and believes it leads to success and adapt their personal life to the needs of organization. Gen Xers like challenging work but they also want to balance their lives. Gen Yers are committed to their careers but expect to use the technology and flexibility of time.
Recognize the different reactions to conflict: Respecting authority and utilizing the corporate chain of command are the features of the Veterans. Baby boomers look for team consensus. Immediate and direct problem solving approach is followed by Gen Xers. Gen Yers are proactive and use the management skills taught during their student years.
Accommodate employee differences: Companies has to treat their employees as they threat their customers. Learn the specific needs of them, their unique features and preferences.
Respect competence and initiative: Treat everyone, from Veterans to Gen Y as if they are the integral part of organization and they are valuable.
Management style: Goals to everyone should be explained in a broader way and should give big picture. This gives the clear picture of organizational goals.
Myths about older workers:
Older workers resist for change and slow in adapting new skills.
They are less energetic and have heath problems.
Older workers dont have