Across the Great Divide: Bridging the Gaps Among 4 Generations at Work
By Carmen Ferme, president of New World Leadership LLC

If you’re hearing statements like this at work…“This younger generation has no work ethic!” “I don’t get why people want to IM and text when they can just walk over and talk!” “What’s the big deal? Texting is quicker and more productive! Why can’t my boss see that?” “Who cares about proper grammar? It’s about efficiency!”…these are symptoms of generation gaps that are causing increasing angst in the workplace!

Is the idea of a generation gap new? No. So what’s different now?

For starters, people are living and working longer; even returning to the workforce after “retirement.” The workforce pool now spans 4 generations, who have very different attitudes and expectations about work, career and life balance. These attitudes have been shaped by the dominating events of their time, creating very distinct trends among each, and technology is at the root of the divide! The 4 generations are…

• Traditionalist (1900 – 1945)
• Boomers (1946 – 1964)
• Gen X (1965 – 1980)
• Gen Y (1981 – 1999)

The Traditionalists: Spanning almost a half century…45 years, this generation survived 3 major wars (willingly), the Depression, and laid the foundation of the Industrial Age structure that still dominates many corporate and organizational structure. Human capital became dispensable and replaceable. Job security came from towing the line and respecting the CHAIN OF COMMAND. Pay your dues, climb the ladder, don’t rock the boat! This generation was truly grateful to have work and job security resulted from loyalty.

The Boomers: Named for the sheer number of this generation, they also exploded (or at least challenged), all existing traditions. Unlike their predecessors, grateful just to have work, they desired work to be fulfilling: They also competed heavily for the limited opportunities available. They worked the long hours and sacrificed everything to build a stellar career: their very identity depended on it! Boomers had the highest divorce rate of any generation and gave meaning to the term “latch key kids.”

Gen X: The latch key kids who watched their parents being downsized despite their dedication and sacrifice. Therefore, their loyalty is to themselves. Skeptical and mistrusting, they see career security is something they create for themselves. There is no ladder. Technology is the gateway to the balance they want to create.

Gen Y: This is the generation that gives definition to multi-tasking and collaboration. They have lived with all streams of technology all their lives, 24/7 TV and schedules that would boggle the mind of any executive! Their idea of career security, much like Gen X, is to move often and acquire transferrable skills. Like Gen X, they can appear to be “self centered” and not willing to “pay their dues” which may look like a lack of work ethic.

Tips for bridging the gaps on Communication:
Traditionalist/Boomers: Be open to the efficiencies offered by IM-ing or texting in place of email…when used properly, can cut way down on email “jail time.” This also demonstrates that you are progressive and embrace technology when it makes sense. Open up a Twitter account (ask for help from one of your X or Y workers) so that at least you can appreciate what it does and how it works and how it can leverage your organization.

Gen X and Y: When using written communication, remember that many of your readers are more receptive to written communication in more traditional, grammatical form. The abbreviated script of text may give an impression of your level of professionalism that doesn’t work in your favor. Ask a Traditionalist/Boomer to mentor and coach you in this skill. Not only will they appreciate your acknowledgment of their experience, but will go a long way to bringing you both to the same side of the communicational divide.

---Source: Carmen Ferme is the President of New World Leadership, LLC, specializing in communications for generations. Her passion and expertise in this emerging diversity issue comes from her experiences managing multigenerational teams and research. Carmen can be reached at carmen@carmenferme.com or by phone at 720 252 6560. Visit her website: www.generationgaprap.com