Can’t We All Just Get Along in the Workplace?

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by Rex Miller, CPA and Deanna Hatfield | Team Members of the Manufacturing & Distribution Services Group

Recently, one of the most commonly asked questions within a company is "How can I manage the ‘younger’ generation?" With the number of generations growing in the workplace, due to the ever increasing life expectancy of people and ultimately their retirement age, radical changes are having to be made, requiring a new way of thinking for some aspects of management. To some, the requirement to handle the varying generations within the work environment may seem like an unneeded task, but gaining a deeper understanding is worth noting.

Below you will find descriptions of the five generations currently in the workplace and the different techniques or characteristics to address each individually ensuring a successful work environment.

"Traditionals"

  • Born before WWII (1922 – 1945)

  • Makes up approximately 8% of the workforce

  • Very organized, obedient, follows rules and authority

  • Make individual sacrifices for the greater good

  • Dislike conflict

  • Sees things as black and white

"Baby Boomers"

  • Born after war thru mid-60’s (1946-1964)

  • Makes up approximately 30% of workforce

  • Ambitious group that is highly family oriented

  • Work effectively in teams

  • Not at ease taking criticism

  • Not good at giving feedback

  • Put in a lot of hours

  • Built career over long term while showing loyalty to employer

  • "Workaholic"

"Generation X"

  • Born mid-60’s to late-70’s (1964-1978)

  • Makes up approximately 17% of workforce

  • Good at problem solving and achieving short term goals

  • Motivated by monetary benefits

  • Need close supervision

  • Multi-task

  • Flexible schedules and independence

  • Expect to be valued and rewarded for participation

  • Will change jobs if not happy

  • "Latchkey Generation"

"Generation Y"

  • Born late-70’s to mid-90’s (1979-1994)

  • Makes up approximately 25% of workforce

  • Open to radical ideas

  • Self confident – speaks their minds

  • Craves constant, honest, mentoring communication from management and will leave if not obtained

  • Works well as a team

  • Craves on-the-job training, flexibility in hours, and casual work attire

  • Express rather than define themselves, which can conflict with the Baby Boomer mentality

  • Enjoy instant gratification

  • Multi-task

  • "Entitled Generation"

"The Linkster Generation"

  • Born mid-90’s through 2000’s (1995 – ?)

  • Makes up approximately 18% of the workforce

Some of the problems that have risen between generations relate to technology, outward business factors such as the law, communication, and physical limitations.

Technology has been the most well known problem between generations as the internet, blogging, and PDA’s, to name a few, have begun to take over within the workplace. There are also generational issues related to outward business factors, as there are new laws and corporate best practices being created all of the time and important decision makers keeping tabs on any that apply to their business. There are generations that require constant feedback to be successful in their positions and other generations that are not willing to provide feedback, as they believe it’s a waste of time. Then there are the physical aspects to a position within a company where, the older generations may become physically inferior to their younger counterparts. So how do we address each generation?

Management has to make an effort to accommodate specific needs, different lifestyles, and even preferences by creating a workplace full of choices. If there are positions within a company that are more appropriate for a particular generation, then it is more beneficial to hire members of that generation to fill the position. Management should give feedback, rewards, and recognition as needed and in ways that are appropriate for each individual, as well as treat everyone with the same level of respect, whether they are a seasoned veteran or the newest hire. Ultimately, the path to success depends upon finding a balance between the generations through informed and empathetic direction.