Thanksgiving is an awesome holiday. And not only because we get a pass to consume as much pie as we want. It’s also an incredible time when all the members of our families connect, spend a day talking, laughing, giving thanks, and yes, eating. As I child, I always looked forward to seeing my WWII veteran uncle, who had a topless hula dancer tattooed on his forearm. Each Thanksgiving, us kids would crowd around his wheelchair and he would flex his forearm, making her dance a slow hula. Probably not the most appropriate Thanksgiving tradition, but it did leave its impact.
What the generations do each Thanksgiving really isn’t that different from what we do each and every day in our workplaces. We are in an amazing period of time in which generations spanning 40 years are all working together, sometimes in ways we have never before seen. Young women are supervising older men and breaking through the ceilings into leadership roles that have always been male dominated. Women are welders, electricians, mathematicians, business owners, and surgeons. Men are hairdressers, waiters, and dancers. And they are all amazing.
Today’s workplaces are like the proverbial fruit salad of our times. There’s a mix of Baby Boomers (born between 1946 and 1964), Gen Xers (1965-1980), Millennials (1981-1996), and Gen Zers (1997-2012). Some workplaces may even have a couple of Traditionalists who are hanging on. The generational mix we have in the workplace is most likely going to continue for years to come. According to Business Insider, about 20 percent of Americans over the age of 65 are either working or are looking for work. A few years ago, USA Today found that 65 percent of Boomers plan to work past the age of 65. Consider that, in 2021, the youngest Baby Boomers will turn 57. This means that we will still see some Baby Boomers working into the 2030s, right around the time that members of Generation Alpha (born 203 or later) is starting their careers.
This age-based diversity leads to a richness in the workplace that can make teams more collaborative, engaged and productive. It can also lead to communication struggles and break downs. A 2018 report published by the Randstad, a global leader in the HR services industry, found that 85 percent of people believe that the collaboration between generations is mutually beneficial at their company. However, 80 percent admitted that they felt the main difference between the generations in the workplace is communication style, with more than a third stating that they find it difficult to communicate to coworkers who are outside of their own age group.
The first step to bridging any communication gaps, age-related or otherwise, is to better understand each other’s perspective. By understanding someone’s backgrounds, motivations and fears, you can start to understand their objectives and goals, which will assist in being both a better communicator as well as a better listener. So, with that in mind, let’s dive right into what makes each generation unique.
Baby Boomers are known for being loyal to their companies, optimistic and workaholics. Gen Xers, most of whom were raised by Baby Boomers, saw their Boomer parents work around the clock and decided, “Screw this! All this hard work just isn’t worth it.” While the team-oriented Baby Boomers will work until they get it done, Gen Xers value work-life balance and crave flexible work schedules. Neither is right or wrong, they simply represent a different set of values for different people from different generations. For Boomers and Gen Xers, concerns often center around the prospect of being displaced by younger managers and new ways of working – including, but not limited to, technology.
As for Millennials and Gen Z, they face their own challenges. Individuals belonging to the former group entered the workforce during the global financial crisis of 2008: the worst downturn since the Great Depression. Stagnant wage growth and ballooning student debt meant that many have never been financially secure. They approached their peak earnings in years just as another massive economic crisis fueled by COVID-19 gained traction. According to a recent article in The Atlantic, it’s almost guaranteed that Millennials will be the first generation in modern American history to end up poorer than their parents.
And then there’s Gen Z, a cohort which the Economist, in a 2019 headline, described as “stressed, depressed and exam-obsessed.” And while Gen-Z is the first fully digital generation, they are the generation that most reports wanting person-to-person interaction.
“In fact, 90% of Generation-Z reports wanting some form of human element woven into their work and team interactions,” wrote Ashley Stahl in a 2019 Forbes article. “This means a workplace needs to provide the tech aspect with a twist of human connection. For example, if you have a Gen Z employee working remotely, perhaps consider scheduling video chats instead of phone calls.”
These are the types of communication tips that new supervisors should consider when moving into leadership roles, particularly if leadership roles require supervising employees who represent multiple generations. Other tips that are prevalent in generational research include giving Baby Boomers coaching-style feedback and mentoring opportunities. Offering Gen X employees flexible work schedules and personal development opportunities. Scheduling frequent one-on-one sessions with and providing immediate feedback to Millennials and Gen Zers.
All of these tips are great and can lead to happy workplaces. They can also lead to frazzled supervisors. Tools, tips and tricks for new leaders are helpful and are no doubt based on research, but they also rest on stereotypes and assumptions that can divide the workplace and create rifts between groups of people. So, while it could be true that Baby Boomer Barbara generally wants to work on a team, she may not want a teammate for that new project you assigned. Or maybe Michael is struggling with how to work in WordPress, which is surprising because he is a Millennial. And aren’t all Millennials all tech-savvy?
Some of the most interesting research I have come across argues that the differences between the generations aren’t as stark as we think. That perhaps our own experiences with individuals or our media-stoked perceptions of the different generations has led to age-based stereotypes. Stereotypes that we perpetuate by focusing on age rather than on the tenants that make good leaders and happy workers.
What I propose is that instead of tweaking our communication style based on someone’s age (or perceived age), we should instead focus on developing leadership skills that develop happy, committed and productive employees across all age groups. And focus on acknowledging and utilizing the strengths that each person brings to the table.
Which leads me back to Thanksgiving. I hope your Thanksgiving tables are bountiful. And that even if you are having a virtual Thanksgiving this year, that you get the blessing to break bread with those you love.
