4 Ways to Bridge the Generation Gap at Work

By Megan Martin

Is your twenty-something officemate driving you up the wall with her anti-authority attitude? Or do older co-workers turn up their noses at your refusal to work a 60-hour week?

If you think your work relationships are suffering because of difficult “personalities,” there may be more to it than that.

At a time when the workforce consists of hard-working Baby Boomers, anti-authority Gen X-ers, and uber-confident Gen Ys, it makes sense that workplace conflict is on the rise. Each of these generations has its own unique set of beliefs about everything from benefits to company loyalty to what motivates them at work. And let's face it: All too often they don't understand each other.

Amy Langer, co-founder of SALO, says that as traditional companies are slow to adapt to the diverse needs of generations, people are turning to staffing companies for flexibility.

“There are different motivators for each person, and we're seeing a lot of that on the contract side. Gen X-ers are here because they want a work/life balance and time for their kids, and Boomers because they feel they've paid their dues and want more flexible schedules.”

Langer notes that being part of a multigenerational workforce is no easy task. It takes understanding, flexibility and an ability to find new ways to work together with people from all generations. It may seem like a daunting chore, but with successful communication, your workplace can become a productive, highly-motivated think tank. And you might even learn something in the process.

Know Who You're Dealing With

The first step in finding new ways to manage an all-ages workforce is making sure you understand where your employees are coming from—how their backgrounds and experiences have shaped their attitudes toward work, as well as their skills.

“People's values are formed as they're growing up, and what's going on in the world at that time has a massive impact on how you view the world. Growing up in different times, various generations have different perspectives and communication styles,” says Erica Whittlinger, co-founder of The ReFirement Group, which does workshops on intergenerational communications and management.

Baby Boomers

Born between 1946-64, Baby Boomers grew up under the roof of parents who had gone through the Depression—for whom hard work and keeping a steady job were essential to survival. But they also grew up in the 60s and 70s—and were influenced by ideas of growth, change, and optimism.

This led them to move for change upon entering the workforce, and to demand what they wanted—such as improved benefits and pay. Boomers believe in company loyalty and competition. They are interested in titles, salary and status. As far as benefits go, retirement options, bonuses, stock options and medical coverage are what motivate.

Whittlinger notes that work/life balance is becoming increasingly important to Boomers. “They would really love to slow down and work less, and lots of companies don't have anything in place to allow them to ease their way into retirement.”

Generation X

Gen-X-ers were the children of workaholics. They spent their formative years watching their Boomer parents slave away for companies, only to wind up the victims of downsizing and restructuring. This instilled in them a great distrust of authority and institutions. They were daycare-attendees or latchkey kids, which made them highly individualistic and self-reliant.

They are often seen by older co-workers as disloyal, but Whittlinger notes the flaw in this thinking. “Their work ethic is just different,” she says. “They grew up watching their parents' loyalty go unrewarded. They don't want to do what they saw their parents do.” If they aren't happy with where they are in a company, they move on. They want work/life balance, not 401(k)s.

Having grown up just as computers and technology were on the rise, they are technology-savvy. Gen-X-ers are motivated by the outcomes of their work, and by constructive feedback on their performance.

Gen Y

People from Gen Y are confident, well-educated, digital thinkers. Since birth, they have been surrounded by technology in all forms, which makes them a great resource. This generation was also one that was micro-managed by their parents—being driven from one activity to the next, and always “on call” with a cell phone or pager.

Gen Ys are fans of collaboration and teamwork, and interested in chances to learn new technology. Like Gen X-ers, they are more interested in opportunities for child care and work/life balance than in hefty benefits packages. “Info-age kids want more responsibility,” says Langer. “They want more from what they're doing—they don't want to be at work just to be there. They want to be challenged.”

Okay, so, how do I get beyond it?

Resist stereotyping.

It's easy to stereotype—we do it every day. But how often do you stereotype someone at first glance, only to find out they're nothing like you imagined?

When working in a diverse environment, remember that people are individuals. Everyone, no matter what age, has different life experiences that have made them who they are and affected how they work and see the world. If you can learn to appreciate these differences—and see them as strengths—it will become easier to get along with those who are different from you. It will also help you to find new, more beneficial ways to interact.

Don't try too hard.

Trying too hard to fit in with any one group that you are not a part of will only lead to tension, resentment and distrust. Be yourself, while appreciating and working to accommodate others' qualities and values.

Create Unity By Working Together

Employees across generations can be resistant to working together. Diane Domeyer, author of the OfficePro article “How to Get the Most From a Multigenerational Workforce,” notes that older employees may fear that by teaching younger employees the skills that led to their success, they may be jeopardizing their own careers.

And younger employees may feel they will be resented for trying to move up in a company. But working together is a great way to get on the same page, and in the meantime break down stereotypes.

See Collaboration as Opportunity.

Today's workplace is moving from individual to project-based work. Domeyer notes that “brownbag training sessions, special projects, and committee work go a long way toward reducing friction and building camaraderie.”

Collaboration works in a diverse workforce because it focuses on each individual's strengths while leaving room for different styles of work. If you are a younger employee, group work is an opportunity to learn from someone more experienced than yourself, who may have spent decades at your organization. A seasoned employee will appreciate your willingness to learn about the history of the company, as well as specific successes and failures he or she has experienced.

“Nothing rankles a baby boomer more than a new employee who breezes in and wants to change things with seemingly no thought given to what's gone before,” says the MayoClinic.com article “Workplace Generation Gap: Understand Differences Among Colleagues.” Showing you appreciate their dedication and experience may be the first step to building a strong relationship.

If you're older, are there technology skills you could learn from a younger co-worker? Younger workers are often full of fresh ideas and appreciate their opinions being valued—it makes them feel like part of a team.

Seek or Become a Mentor

Younger workers often crave experienced mentors, while older workers can be inspired by the energy and freshness of youth. Many companies implement mentoring programs, which work to fill skill gaps between generations. “While these two professionals are equally talented, they possess vastly different skill sets and could learn a great deal from one another,” Domeyer says.

If your company does not offer a mentoring program, there are still ways you can engage with co-workers to learn skills that will be instrumental to your success. Maybe you're a younger employee who could use some coaching on public speaking skills, or an older employee who would like to learn how a piece of technology could make your life easier. If there's something you want to learn, just ask!

By showing an eagerness to learn, you'll decrease tension and increase self-esteem while bettering your skill set—everyone benefits.

Try New Methods of Communication

Communication seems simple enough, right? But each generation communicates in vastly different ways. If you can expand your communication skills, you will be better able to interact with different generations. The Mayo Clinic recommends the following when communicating with different generations:

Boomers

• believe in respect, which means they want their experience to be acknowledged. Show you are interested in learning from them.
• prefer speaking face-to-face rather than through email, and want your full attention when speaking. Don't multitask while discussing a project.
• are optimistic—if you're a younger worker with a positive attitude, you'll likely get along well with a Boomer. Ask them for a challenge.
• aren't so different from you. They believe in work/life balance, too—they've put in years of work and are ready for some down time.

Gen X-ers

• prefer clear, concise communication—which means not over-explaining, using clichés or other corporate jargon. They also prefer email communication, rather than unnecessary meetings. Use email for issues that don't require face-to-face contact.
• want autonomy. They do not appreciate being micromanaged, and like to be trusted to figure out how to do certain tasks on their own.
• value work/life balance over long hours, and believe work can be fun. Don't hold a grudge because they choose to telecommute or spend fewer hours at work. Remember, they're constantly connected via email and BlackBerries, and work hard outside of the 9-5 schedule.

Gen Ys

• like to be challenged. Give them more responsibility if possible. Asking for their opinions is another way to show they count.
• need feedback often.
• appreciate and respect tradition. If there is an opportunity for you to become a mentor—even briefly—to a Gen Y, they will truly appreciate it

Rethinking your communication style can help keep your work relationships on an even keel, and create a work environment where you—and others—can be the most productive and achieve the most success. As Langer puts it: “You have an incredible cross-section of people with different backgrounds, which, with cross-fertilization, can create a cohesive team.”

Megan Martin is a writer based in Chicago. She can be reached at Megan.M@BeTuitive.com.

© 2007 BeTuitive Publishing

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