Last night I was catching up on my reading and found a great article on the subject in May’s issue of HR Magazine entitled “Mixing It Up.” I encourage you to go back and read it if you haven’t already. It gives great statistics of our current 21st Century Workforce Demographics and the dynamics associated with such diversity and how each generation views the next.

The article stresses the importance of understanding the traits, values and stereotypes of the generations represented on your team, in your department or within your organization. When people see how one generation’s childhood is different from their childhood, their personal life experiences, then they begin to see how the values , opinions and work ethics of each generation were formed.

The Mixed Nuts Diversity

Let’s focus first on the Silent Generation or Traditionalists. These folks grew up during the Great Depression and experienced World War II. They witnessed the growth of the federal government as they implemented Social Security, creating jobs and safety nets for the poor and elderly. Their values in the workplace and life in general, tend to be more frugal, rule compliant, loyalty to employers, and a deep sense of responsibility and sacrifice for the good of the organization.

Then we have the Baby Boomers (76 Million of them in fact) who are labeled the “Me” generation. These are those who go after individual rights in society and the workplace. Independence and social consciousness are their traits because these are those who marched against “the establishment” and fought for equal rights. They are competitive, independent, and workaholics and their identity was closely aligned by their profession.

Generation X (45 million). These are those who grew up as the divorce rated doubled, and single mothers were raising their children and working outside the home. They were often left to fend for themselves after school and had the TV to entertain them. They saw the personal computer come about and went through multiple recessions. Self-management, pragmatic and cynical are their traits. They are prepared at any time for the rug to be pulled out from under them and are just waiting for it. They have a Plan B.

Ahh….The 80 Million Millennials. The technology generation. These kids grew up with home computers and computers and technology in the schools. It seemed as if they were playing on computers when coming out of the birth canal. They grew up in a diverse population in schools and their neighborhoods and discovered cultural differences and were okay with that. Their parents became their friends and became their coaches, praising and encouraging them on a consistent basis. They were taught to get good grades, play instruments and volunteer which experts tell us make them “well-rounded” within the workplace. They also are the ones who don’t see work/life flexibility as perks (like the older generations who feel it is earned) they see it as a necessity for long-term productivity and engagement.

So, how do we bridge this gap?

The experts say the best way to start bridging the generational gap within the workplace is to focus on their similarities. For example, Millennials insist on having work/life flexibility and the Baby Boomers and Generation X need this as well because they are either caring for their parents or sandwiched in between their children and their parents. And those generation gaps are closing in as the younger generation is stepping up to the plate to take care of their loved ones.

In the end we can’t chase after all the needs of this diverse group we have to do what’s right for our workplace. What’s your model telling you about the future of your workforce?

Source:

http://www.shrm.org/Publications/hrmagazine/EditorialContent/2011/0511/Pages/0511fox.aspx