Generational divides are an easy trap to fall into. Anytime you run into a communication problem or interpersonal issue with a younger or older colleague, the temptation to chalk it up to “kids these days” or “old timers stuck in their ways” can be strong. It’s important to have empathy and awareness for the genuine differences that exist between different generations in terms of how they communicate, their philosophies toward work, and their facility with technology. On March 18, Rio Salado College hosted an event called Bridging Generations that addressed this issue head-on.
Facilitated by Rio Salado College student services specialists Min Yve-Louise and Allen Caldwell, Bridging Generations combined an informative PowerPoint presentation with group discussions. Participants were divided up into mixed generational groups to talk about their job history and experiences, reflecting on how expectations for work and career paths have evolved over the years. The main topic of the presentation was a breakdown of the six generations that are active in the workforce right now: Traditionalists/Silent Generation (born 1928-1945), Baby Boomers (1946-1964), Generation X (1965-1980), Millennials (1981-1996), Generation Z (1997-Present), and Generation Alpha (2010-Present).
Caldwell and Yve-Louise explained why generational differences can be such an important issue in the workplace. Understanding generational differences helps honor diverse perspectives and gives people who would otherwise feel excluded a chance to contribute. Facilitating intergenerational communication is also critical for knowledge transfer: older generations have institutional knowledge that needs to be passed down, while younger generations have access to a tech savvy and an understanding of emerging trends that their older colleagues need to know about. Above all else, it’s about cohesion: a workplace with lines in the sand between generations is a fractured, inefficient one.
It’s important to note that the characteristics for each generation listed below are not universal. There are always exceptions to the rule; not every Baby Boomer or Millennial conforms to these tendencies.
Traditionalists/Silent
- Dependable: Traditionalists/Silent motivated by respect, recognition, providing long-term value to the company.
- Communication Style: Personal touch, handwritten notes, instead of email.
- Leadership & Experience: Obedience over individualism, age equals seniority, advancing through the hierarchy.
Baby Boomers
- Strong Work Ethic: Boomers are known for their dedication, loyalty, and perseverance in the workplace.
- Prefer Face-to-Face Communication: While adaptable to technology, they value in-person meetings and direct communication.
- Leadership & Experience: Many hold senior positions, offering decades of experience and mentorship.
Generation X
- Independent & Self-Sufficient: Gen X values autonomy and prefers a hands-off management approach.
- Work-Life Balance Advocates: First generation to emphasize the importance of balancing career and personal life.
- Tech-Savvy & Adaptable: Bridging the gap between analog and digital, they quickly adapt to new technologies.
Millennials
- Tech-Savvy & Digitally Connected: Grew up with the internet and prioritize digital communication tools.
- Purpose-Driven & Socially Conscious: Value meaningful work and corporate social responsibility.
- Collaborative & Team-Oriented: Prefer open communication, teamwork, and feedback-driven environments.
Generation Z
- Digital “Natives”: Grew up with smartphones and social media, excelling in digital communication.
- Advocates: Prioritize workplace and corporate social responsibility.
- Entrepreneurial & Independent: Prefer flexible work arrangements and side hustles over traditional careers.
Generation Alpha
- AI & Automation “Natives”: Growing up with artificial intelligence, smart devices, and automation
- Hyper-Personalized Learning: Used to adaptive, digital learning experiences tailored to individual needs.
- Future of Work Reimagined: May expect fully remote, AI-integrated workplaces with seamless digital collaboration.
Considering these differences, the moderators recommend these guiding principles of leadership for dealing with a multigenerational workforce:
- Situational Leadership: Effective leaders adapt their management styles to different generational needs.
- Open & Transparent Communication: Encouraging dialogue between age groups reduces misunderstandings and builds trust.
- Employee-Centered Policies: Flexible benefits, mentorship, and professional development cater to all generations.
If you work with people from varying generational backgrounds, keep these principles in mind. It’s not complicated: start by listening and reacting from a place of curiosity and a desire to learn. You could be surprised by what someone with a few more years (or less!) under their belt has to teach you.
Article by Austin Brietta