Mixed-Generation Workforce - Hire Imaging

Mixed-Generation Workforce - Hire Imaging It’s indeed a mixed-generational workforce. According to the U.S. Bureau of Labor Statistics, five generations will participate in the workforce next year. Each one has an important uniqueness and a nickname. Most of us have received an email at some time or another, a quiz for those who came of age at a particular time. If it’s our time, we chuckle that we knew the answers well; our parents or kids probably not so much! It’s a generational thing! Mixed-Generation Workforce: Can there be value in stereotyping? Although stereotyping a group is of course a generalization that does not apply to everyone in that group, many people fall back on stereotypes in their interactions with others. So, real or imagined, stereotypes play a role in how people are judged and how their words and actions are perceived. Doesn’t it make sense that understanding the stereotypes of the generations we work withâ€"including our ownâ€"will be helpful in bridging gaps to a more harmonious and productive workplace? If we know how one generation’s childhood is different from ours, won’t that help us understand that generation’s values and potential impact? And isn’t knowledge power? Mixed-Generation Workforce: The Silent Generation (1922-1943) Also called Traditionalists and Veterans, these people grew up during the desolation of the Great Depression and came of age under the sacrifices of World War II. They saw the growth of the federal government as Social Security programs created more refuge for the poor and the elderly. Their values in the workplace tend toward thrift, obedience to rules, employer loyalty, and a strong sense of accountability. Even though their numbers in the workforce are small, their generation shaped corporate culture as it is today. Mixed-Generation Workforce: The Baby Boomers (1943-1960) Also called Yuppies, the 76 million Baby Boomers were christened the “Me” generation, pushing for individual rights in the workplace and society. Birth control liberated women to put motherhood on hold; and to put career first. Baby boomer’s value foundations are social consciousness and independence. They marched against “the establishment” for equal rights and to end the U.S. fight in Viet Nam. Often competitive and self-sufficient, Baby Boomers are workaholics, with identities associated with their profession. Mixed-Generation Workforce: Generation X (1960-1980) Generation X, at 45 million, are latchkey kids who grew up as the divorce rate doubled and the number of mothers working outside the home rocketed. This group saw the invention of the personal computer and multiple recessions. They became technologically smart, more migratory and highly educated (going back to school when they couldn’t find jobs). Practicality and skepticism are traits associated with Generation X. They value gaining transferable skills, so that they can be ready. They saw major institutions unravelâ€"family, marriage, corporations and the economy. They dislike being micro-managed; they are anxious to learn new things, but want to accomplish things on their own terms. Their value sets often embrace working to live rather than vice versa. It’s characteristic for them to integrate humor and games into the workplace. Mixed-Generation Workforce: Millennials (1980-2000) At almost 80 million, Millennials came of age with advanced technology and cultural diversity. Raised by Baby Boomer parents who often wanted cohort-like relationships with their children, Millennials were constantly praised and encouraged for doing rather than achieving. Taught to be well-roundedâ€"good grades, play an instrument or sport and give back to the communityâ€"they bring their broad background and talents to the workplace. They also value work/life balance. They network easily and are confident. Millennials tend to be optimistic. According to the Pew Research Center’s 2010 Millennials: A Portrait of Generation Next, despite the fact that 37 percent of this group is unemployed or out of the workforce, nine out of 10 say they either have enough money or believe they will eventually meet their long-term financial goals. Bridging the Generation Gaps We can learn from these stereotypes to bridge the workforce generation gaps by focusing on connection.   According to the Center for Work-Life Policy’s 2009 study, Bookend Generations, 69 percent of Millennials and 75 percent of Baby Boomers say freedom to choose when and where they work are key motivators. Boomers, Traditionalists and Millennials all share a desire to give back to their communities. Workplace leadership and mentor programs, job sharing, developmental activities and 360 degree reviews can get people talking to open up the lines of communication. Generational differences get in the way until we understand them, concentrate on the similarities, collaborate, and then enjoy a most-wonderful workplace transformation! Photo: d_proffer