The Multigenerational Workforce - Bridging the Gap
The Multigenerational Workforce - Bridging the Gap
This young newcomer and his generational ideologies are the epitome of Generation X - the fourth generation to join the American workforce. For the first time in history, our workforce encompasses four generations: the Veterans, Boomers, Gen Xers and Nexters - individuals that range from those who are old enough to have fought in World War II, to those young enough to have cut their teeth on Super Nintendo.
With these four distinct generations, we are beneficiary of a multitude of talents and experiences. We are also subject to each generations’ disparate attitudes, expectations and values.
The Veterans either experienced or were influenced by two world wars and the Great Depression. They believe in the value of work and are not concerned with finding personal meaning in what they do. They will sacrifice for the common good and are endlessly loyalty to an organization. The needs of the individual come last.
Boomers are traditionalists often motivated by position, power and prestige. They want a title and authority that will commensurate with responsibilities, as well as the perks that fit the position. They prefer to work on projects and be professionally connected to their peers. They are concerned for their future, and so prefer compensation that is long term, such as profit sharing.
Gen Xers prefer flexibility. They have other priorities they juggle, such as dependent children, aging parents, or educational endeavors. They enjoy collaboration and teamwork and are pleased with recognition of a job well done.
Nexters or (Generation Y) also crave flexibility. They are highly resistant to what they perceive as rigid schedule. They enjoy change and challenge. They will leave a higher paying good job for the opportunity to experience something new. This generation has experienced the most adult-supervision and so have an innate trust of older people.
As I see it, the key to bridging the gap of a multigenerational workforce is having the ability to shift approaches to accommodate different styles – which is really no different than understanding and accommodating personality differences.
As I watch my assistant text his friends and colleagues at warp speed, I revel in our differences.
The Multigenerational Workforce Bridging the Gap - To learn more about this author, visit Patti D. Hill's Website.
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My assistant can text message at phenomenal speed. I’ve never seen anything like it! His fingers pump out words, half words and code like nobody’s business. It’s a little intimidating. It’s also a generational means of communication of which I have little expertise.
This young newcomer and his generational ideologies are the epitome of Generation X - the fourth generation to join the American workforce. For the first time in history, our workforce encompasses four generations: the Veterans, Boomers, Gen Xers and Nexters - individuals that range from those who are old enough to have fought in World War II, to those young enough to have cut their teeth on Super Nintendo.
With these four distinct generations, we are beneficiary of a multitude of talents and experiences. We are also subject to each generations’ disparate attitudes, expectations and values.
The Veterans either experienced or were influenced by two world wars and the Great Depression. They believe in the value of work and are not concerned with finding personal meaning in what they do. They will sacrifice for the common good and are endlessly loyalty to an organization. The needs of the individual come last.
Boomers are traditionalists often motivated by position, power and prestige. They want a title and authority that will commensurate with responsibilities, as well as the perks that fit the position. They prefer to work on projects and be professionally connected to their peers. They are concerned for their future, and so prefer compensation that is long term, such as profit sharing.
Gen Xers prefer flexibility. They have other priorities they juggle, such as dependent children, aging parents, or educational endeavors. They enjoy collaboration and teamwork and are pleased with recognition of a job well done.
Nexters or (Generation Y) also crave flexibility. They are highly resistant to what they perceive as rigid schedule. They enjoy change and challenge. They will leave a higher paying good job for the opportunity to experience something new. This generation has experienced the most adult-supervision and so have an innate trust of older people.
As I see it, the key to bridging the gap of a multigenerational workforce is having the ability to shift approaches to accommodate different styles – which is really no different than understanding and accommodating personality differences.
As I watch my assistant text his friends and colleagues at warp speed, I revel in our differences.
The Multigenerational Workforce Bridging the Gap - To learn more about this author, visit Patti D. Hill's Website.
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