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One of the questions I asked in the interview
process for my book, Bridging the Generation Gap, was, “What do you want
other generations to know about your generation?” Responses were
quick, passionate and candid. Each generation in today’s workplace
is smarting over what they feel are inaccurate impressions under which
other generations operate. In this article, I’ll share the responses
my co-author and I received to this question.
Radio Babies (Born 1930 – 1945)
More than any other impression they want to dispel, Radio Babies want
younger people to know that they may be physically slower but their brains
are still moving at warp speed. Medical technology has enabled
60-year-olds to feel healthy longer and act much younger than people of
the same age 100 years ago. I’m sure you’ve heard the phrase, “40 is
the new 20”. I like that sentiment. Radio Babies have seen enormous and
exciting changes in the world around them from the time they were
children, and they’ve adapted and worked through all these changes. Why
wouldn’t Radio Babies continue to adapt to change, they argue.
Radio Babies also want to explain that loyalty to a company – or to an
idea – doesn’t mean they’re afraid of change or just resting comfortably
on their laurels. If working for an organization has been a positive
experience that has afforded growth opportunities and challenges, that
company deserves acknowledgement and loyalty in return. Even in bad
times for the company. The people I interviewed want the rest of us to
know that they’re willing to adapt their ideas and work methods for a
sound reason. If change is indeed necessary, they said, they’re
willing to learn new techniques and approaches…..really.
One other point came through across all the Radio Baby interviews:
experience and savvy come with years in the workplace, not a college
degree. They appreciate that younger people may have more of a formal
education than they were able to achieve, yet they don’t ascribe wisdom
automatically to those who have an MBA. It’s how you apply the knowledge
obtained in college that makes a difference, just as it’s how you apply
on-the-job experiences to continuous learning.
Baby Boomers (Born 1946 – 1964)
One recurring theme throughout the interviews with Baby Boomers is that
teamwork is necessary to provide a quality product or service –
individuals can’t expect to always be “the star”. The Boomers said
that each person in an organization has unique talents and skills, and
that’s great, but those talents should be added with those of their
coworkers to ensure that the best possible job is accomplished.
They’re not attempting to hide within a larger group, they said. Instead,
they’re trying to leverage the competencies of everyone within the group
for a better end product.
Another point that Boomers wish to get across is this: “you can’t always
get what you want.” At first, this seems to be a contradiction to
what we think we know about the Boomer generation. What we’ve seen
is that this generation believes in “going for it” and pursuing the
so-called American Dream. However, the interviewed Boomers said that
there may come a time, or a moment in one’s career, where there are
natural impasses that can’t be overcome. Instead of whining, they said
that it’s better to accept dead-ends and pursue other alternatives.
The last concern on the Boomers’ minds was that younger generations think
they’re not willing or capable of learning technology. As a matter
of fact, the youngest Boomers (born in the early ‘60’s) remind us that
they grew up with technology just as much as the Gen X’ers. The
older Boomers remind us that if they can organize and lead a civil rights
movement, if they can protect the country in times of war, and if they can
build on the infrastructure their parents started, they can learn how to
operate a PDA.
Generation X’ers (Born 1965 – 1976)
Gen X’ers wanted to dispel the notion that one must wear a suit to work in
order to be serious about their job. Whether dressed in traditional
business attire or cut-offs and flip flops, this group stressed that
they’re still ready to work and they’re focused on the job at hand.
Gen X’ers I interviewed were very taken aback that they’re viewed as
complainers. They argue that they’re simply concerned about issues
such as environmental problems – global warming, recycling, and reducing
industrial pollution. Just as their parents took a stand against how
the “establishment” did things, the X’ers I talked with said that they’re
simply voicing their displeasure over how older people have mistreated
this planet.
This age group also wants others to know that they don’t job hop because
they have no attention span. They change jobs frequently, they said, if
the organization for which they work isn’t interested in meeting any of
their needs. These needs include flexibility on the job and around
the job so they can balance work and family life. Why can’t they get the
work done in their home office sometimes? Why not consider flextime or job
sharing? What’s more important, they argue – getting results or
meaningless “face time” in the workplace? They want everyone to know that
they have a work ethic – it just takes a different form than that of older
generations.
Generation Nexters (Born 1977 – 1991)
Our youngest generation in the workplace had one main theme during the
interview process. They want others to know that they may have less
experience in years; however, their education is strong and their
technology skills are excellent. They can make solid contributions
in their organizations right from the beginning. Their least
favorite phrase is, “Kid, I’ve got socks older than you.” This
generation doesn’t understand the concept of “paying your dues” and
engaging in meaningless tasks to that end when they can be making real
contributions in the workplace.
Another myth this generation wants to dispel is that there is a direct and
inverse correlation between brainpower and number of body piercings.
They have difficulty understanding why strict dress codes prohibit jewelry
or expressive clothing, short of safety regulations. They’d like
older coworkers to get past what’s on the outside and focus instead on
what they have to offer.
If you’d like to know more about generational differences, don’t hesitate
to email me at
Linda@gravett.com, and Bridging the Generation Gap is available
through
www.amazon.com.
___________________________________
*Building a Bridge Across Generations will be released in November 2006.
Visit our web site at www.gravett.com for more details!
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