Managing Four Generations at Work
Who put the bomp in the bomp-a-bomp-a-bomp
Who put the ram in the ram-a-lam-a-ding-dong
Who put the bop in the bop-she-bop-she-bop
Who put the dip in the dip-de-dip-de-dip
From, "Who Put The Bomp in the Bomp, Bomp, Bomp" by Barry Mann, 1961
Two questions:
1. How could anyone not understand us Baby Boomers, as we engaged in some of the most memorable doo-wop lyrics of the 20th century?
2. Not only that, what happened? It seems like yesterday, I was the youngest person in the office.
Boom! Today, we have four generations
When I started working in the late ‘70s, for the most part, the workplace had two generations represented. Now, sociologists and other experts say that the workplace has four distinct generations who communicate in different ways. How does a manager become fluent in so many communication styles?
In reviewing these generational differences, The Families and Work Institute with The American Business Collaboration published a report based on 25 years of study. In this report, they cover the four generations represented in today's workforce: (1) The Traditionalist (or Matures); (2) The Baby Boomer; (3) Generation X; and, (4) Generation Y.
From my own personal experience, as a baby boomer working in the ‘70s and ‘80s, I remember that “good communications skills” meant formal writing and speaking skills. Today, to a Gen Y or Gen X professional, that term might mean savvy e-mailing and text messaging skills.
Booted out of the nest by our “Greatest Generation” parents, we—barefoot hippies, groovy flower children, rebellious rock and rollers—grew up. We adapted to office politicking and 10-12 hour workdays and on weekends, too. Especially, those who wanted to get and stay ahead.
Back then, it was unusual to address any of our workplace elders—the Traditionalists— by first name or just drop in for a casual conversation. Titles such as Mr. and Mrs. (possibly, “Ms.”) were used and appointments were scheduled.
What do you mean by that?
In recent discussions with a Generation Y co-worker, we shared communication experiences. She recalled one with a Baby Boomer co-worker at a previous job. After a disappointing misunderstanding, due to the co-worker’s selective memory and playing a verbal blame game, this Gen Y professional now documents everything by e-mail.
Remember, too, this latchkey generation (Y) learned digital self-reliance early on! They are also well connected. They know how to spread news to thousands with one click of a mouse. In fact, some technically-challenged Baby Boomers find this generation as challenging or even threatening. It is like different languages are being spoken.
Baby Boomers have obviously adapted in many ways over the years. Likewise, we can learn to adapt our perspectives and communication styles to achieve harmonious working relationships. I believe we have the opportunity to take the lead here. We can strive to really listen to and understand our younger co-workers.
Live to Work versus Work to Live
Actually, Generation Y’s views about life and work give me pause. Baby Boomer attitudes are more about living to work; whereas, Gen Y attitudes seem more about working to live.
I find their independent thinking, sense of humor, and obsession to try and learn new things, refreshing and stimulating. I also admire their commitment to balancing work with other meaningful life pursuits, such as family and environmental concerns.
I highly recommend that working Baby Boomers review the various studies, trends and characteristics relating to the four generations. For more personalized viewpoints, check out the HRTools’ blogs—Generation Y, a blog about hiring and retaining Gen Y employees, and—HR Correct, a blog about Gen X in the workplace.
Meanwhile, the following "serves" to illustrates my point. Next time you go out to a restaurant, take notice. The wait staff, depending on their generational perspective, serves with totally different service perspectives. Our four generational types have their own unique perspective about good service and how customers and service personnel should interact:
1. Harry, The Traditionalist, serves well because, “it is the right thing to do.”
2. Doris, The Baby Boomer, serves well “to win approval, to be respected.”
3. Jason, Generation X, serves well because, “it’s efficient and it contributes to the bottom line (tips).”
4. Ashley, Generation Y, serves well because, “it’s a positive part of the environment and everybody gets along.”
Enjoy the Ride!
The bottom line is that the multigenerational workforce is complex and complicated. It requires that we remain flexible, open, and respectful. Effective managers are those who can smoothly shift generational gears automatically and quickly. Enjoy the ride!
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