Bridging the Generation Gap at Work

For the first time in history we have four generations working side by side. That's right! Workers in all types of employment come from four generations. They are called "The Traditionalists" who were born during 1925-1945. Then we have the generation "Baby Boomers" who were born during 1946-1964. They are followed by "Generation X" who were born during 1965 to 1982. Lastly, we have our young "Millennial Generation" who were born during 1983 to 2003. I have read of subgroups however, these are the main generation groups. So how can we bridge the generation gap?

Let's first explore the differences.

"The Traditionalists" were those born during the Great Depression and World War II. They are conservative by nature due to the hardships they had to endure during this period. So they would have a tendency to be more responsible when it comes to money and respecting authority. This is the generation that understood about cash only and how to save their money. They believe in following rules and that seniority should be rewarded when it comes to promotions or raises. Anything outside of this type of consideration would be looked as being rebellious. Presently, they are now in their 60's or older.

"The Baby Boomers" value their security due to the teachings from their parent's hardships. They also were taught to respect their elders. They work long hours which can lead to stressful lives. The problem is they expect others to put their time in as well. They were introduced to the credit cards and how you didn't have to wait to enjoy life. This generation started to question authority due to the Vietnam War. They would protest for their causes believing if we all work together, we can accomplish a lot. They believe in being "team players".

"The Generation X" were the "latch key" kids. By the 1970's you had more and more of two family incomes. You also had more divorces increasing because of this stress. This generation became more self reliant and independent from the generation before because they were forced to fend more for themselves. They do not need to be micromanaged. They do not like restrictions. They were more of the entrepreneur generation, choosing more risks to get bigger rewards. This generation took those credit cards one step further and continued to leverage by using "other people's money".

"The Millennial Generation" became the generation always on the go. Their parents had them actively involved in sports or after school activities to the point where it is hard for them to stay focused for a long time. They get bored easily. Everything was scheduled for them. There was not much down time. However, they had a close relationship with their parents even if the parents were divorced. They prefer to be treated more as equals with their supervisors. They were brought up with the most technology, i.e. cell phones, laptop computers, emailing, etc.

Now that we have identified the mindset of these groups, here are some ways we can bridge the generation gap in the work force.

1. Recognize the differences and then find the common denominator with your co-workers. We all are there for one reason, to make income in order to have a quality of life. One generation might prefer to be contacted face to face like "The Traditionalist" or "The Baby Boomers" where as "The Millennia Generation" may prefer using email.

2. Everyone wants their talents to be recognized. It's a way to boost their self esteem. Once you compliment others, compliments come back at you and the walls are broken down. Dwelling on the positives of people will bring positive results.

3. Some generations are use to feedback like "The Millennia Generation." Their parents always gave them feedback to promote self esteem. And yet, "The Traditionalist" don't seem to need it as much because they are more confident in their abilities.

4. Some generations like "The Traditionalists" understood the chain of command when it comes to resolving concerns. Whereas, other generations might consider skipping the chain of command and go straight to the top boss with their concerns or problems. Clarify what the rules are so there are no assumptions nor misunderstanding on who or how to problems are to be reported.

5. Find out what each generation's values are. By knowing the values of a person, we can understand the differences and work more towards a peaceful solution.

6. Learn what motivates each generation. Motivation plays a big part in the office. Without motivation, you cannot have a harmonious working environment.

5. R-E-S-P-E-C-T - This is the most important way we can bridge the generation gap. Everyone wants respect. In order to receive the respect you feel you deserve, you must give it back in return no matter how old someone is. Everyone brings something to the table.

Attitudes will vary among the four generation groups on how we should co-exist. We can't change that. However, the bottom line is to remember that through our diversity, we can recognize our peace at work if we just listen to each other. In fact, we might actually learn something.