Generations

Differences in the workplace may arise,
depending on the dominant era of the employee.

by Sara Holtz

When generations overlap with a mixture of views, ambitions and values, perspectives may blend to spark creativity or clash to generate conflict. Different views of work may shape how people interact based upon things that have happened as a part of their generation.

Mike Kalinowski, owner of the Human Resources Partnership, says hard workers can be found in any generation, yet the primary difference lies between various motivational drives.

"Sometimes an older person may have older stereotypes where they look at the physical presence of an individual and think negative things that aren't merited or true," Kalinowski says. "They have to remember not to judge a book by its cover."

When colleagues don't place so much emphasis on generational differences and actually try to understand another individual's interests, experiences, goals and what makes them tick, it becomes easier to work together.

Baby boomers still are warming up to texting and social networking Web sites like LinkedIn and in some cases keep away from them intentionally due to their fear of technology. Kalinowski adds that the key to overcoming the generational gap is to give others respect and an understanding that sometimes appeals to individuals different from our selves.

Although the baby boomers and matures may not be tech-savvy, research from the Family and Work Institute shows they are more likely to be work-centric than other generations. Gen-X and Gen-Y place a higher priority on family, which keeps them in significantly better health and gives them a higher level of job satisfaction.

Sherry Tucker, owner of Tucker Consultants, observes that the Millennials, those born of the baby boomers, are more willing to insist on better balance in their life, have a greater sense of self, but less drive to do whatever it takes to have a certain career. If a job has a certain requirement, such as a strict dress code, they might put their foot down and go somewhere else, passing up a job that pays a little more.

The younger generation has a "Don't bother me; I'll get it done" attitude, whereas the baby boomers are more structured and insist on seeing a time schedule. The older generation wants to have its expertise and experience recognized, while younger workers don't value that because they think they have great new fresh ideas, Tucker says.

"Some people are willing to give a young person the chance," Tucker says. "If you are older and reporting to a younger person, you're feeling your career is over. That causes some interpersonal tension."

According to the Family and Work Institute, here are some tips for employers on how to address generational issues in the workplace:

> Improve performance appraisal. Make the criteria for advancement more clear and make sure employees have appraisals aimed at assisting people of all ages develop and progress.

> Advance the talent development structure. By increasing the opportunities for networking and mentoring, younger employees can teach older employees skills they may not have, and the same for reverse mentoring.

> Develop training programs. Workshops, interactive computer-based classes and one-on-one coaching sessions can give employees experience in addressing and solving problems that may arise due to a diverse age cohort.

> Create career counseling. Assign a dedicated person or group of people to serve as problem-solvers to whom employees can confide in to address their own development. This helps prevent turnover and promote career development when co-workers may feel skeptical about their future at the company.