Article
Article No.: 08-1
Article Title: Dispelling Generational Myths: Each Generation Speaks Out
Author: Linda Gravett, Ph.D., SPHR
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 click
here to complete and submit our Contact Form. Also,
Bridging the
Generation Gap is available through
www.amazon.com.
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*Building a Bridge Across Generations will be released in November
2006. Visit our web site at www.gravett.com for more details!
If you have any questions or need more information about this article, please complete our Contact Form, or contact Dr. Gravett by telephone at 513-753-8870.