“We’ve got lots of generations here in the office, and need to figure out how to work well together. The expectations, values, and communication styles are so different.”
Human Resources Director
Have you ever said or thought this?
Earlier this year, a prospective client reached out for help cultivating an inclusive workplace. These days, when we hear “diversity and inclusion,” I believe many of us are conditioned to think we’re talking about race or gender. But diversity and inclusion are way more expansive than that. This call was about age diversity—across generations—and how their organization could create a more inclusive workplace.
Generational differences are a topic that comes up frequently. Many of us notice generational differences but don’t understand what’s behind them. (For example, would you rather someone call you or send you a TikTok?) In this article, we’ll discuss what makes a generation, the generations currently in the workplace, and the values often associated with each. From here, we’ll examine why understanding these values can help cultivate an inclusive workplace.
First, what is a generation?
Let’s begin with a definition. A generation is an age cohort. It’s a grouping of people who experience the same phase of life – namely childhood and youth – together. Most generations span 15 – 20 years, and then a new generation begins. Generations are not determined by science but are greatly influenced by societal events.
When you think about it, your generation is full of people more likely to identify with things you enjoyed or experienced in childhood. Whether it’s the civil rights movement, cassette tapes, or having a full schedule of activities by the time you’re seven years old.
All of this is important and can largely influence our values, perspectives, and expectations in the workplace.
It’s important to clarify that generations vary by country. Not every country has Baby Boomers, Generation X, or even Millennials. Generations are influenced by societal events that directly impact the people in them. For this reason, generations are localized to one’s own country.
For example, in South Africa, the people who were born after Nelson Mandela’s release from prison in 1990 and the end of apartheid are called the “Born Free” generation. Their childhood and youth were dramatically different from the generation before them, as they were the first generation to live in a democratic country without legalized segregation. Similarly, in countries worldwide, generations have different names and time ranges.
The Generations in Today’s Workplace
We will likely see four generations of people in today’s U.S. workplace. They span an age range from their late 70s to their early 20s.
Baby Boomers
Baby Boomers were born between 1946 and 1964 and are currently 78 – 60 years old. At one point, they were the largest generation in US history. Their childhood was marked by the post-war expansion of the US economy, the fight for racial equality, the end of Jim Crow segregation, the women’s liberation movement, and Watergate.
Generation X
Gen X was born between 1965 and 1980 and is currently 59 – 44 years old. This is the smallest generation in terms of size. Generation X experienced childhood as “latchkey kids.” This is the last generation to experience an analog childhood, and can easily recall cassette tapes, learning to type on a typewriter, and the exciting birth of the internet. Their childhood was marked by the “War on Drugs” and the call to “Just say no.”
Millennials
Millennials were born between 1981 and 1996 and are currently 43 – 28 years old. They are now the largest generation in the workplace. Millennials are known as “digital natives” as the constant presence of smartphones, tablets, and computers marked their childhood. They’re also known for having “helicopter parents” who prioritized their self-esteem, growth, and development far more than parents of any previous generation.
Generation Z
Generation Z was born between 1997 and 2012 and is currently 27 – 12 years old. It is the most racially diverse generation in US history. School violence, COVID-19, the launch of Black Lives Matter, and the embracing of LGBTQ+ rights marked their childhood. This generation has a strong sense of activism, individuality, and awareness of social justice issues.
Let’s pause. Did you nod your head to any of these descriptions? Do any of them resonate with you?
That’s the reality of a generational cohort. The experiences we had in our formative years can impact us for the rest of our lives. But what does that impact look like specifically? And how might it affect the values we carry into the workplace?
Generational Experiences & the Workplace
So, how might these generational differences influence our outlook and even values in the workplace? Let’s look.
Baby Boomers grew up in an era where their bosses were members of the Silent Generation (born between 1928 and 1945). Working for people who valued rank-and-file authority and hierarchy, Boomers had to “put their time in” and “earn the right” to contribute to a new company. On average, Baby Boomers stayed with the same company for decades and left with a pension. Today, many Boomers still value loyalty to a company, learning the ropes, and putting in the time.
Generation X grew up in an era where, as children, they had high levels of independence. As latchkey kids, many Gen Xers often spent time alone at home before their parents returned from work. Additionally, as the last generation to experience an analog childhood, many Generation Xers learned to be resourceful and inventive and kept busy while playing outside with siblings or neighborhood friends. This level of independence can lead Gen Xers to value self-reliance and “figuring it out.” For many Gen Xers, there was no roadmap. You just had to figure it out.
Millennials grew up in an era where they were the center of the family. Gone are the days when children are “seen and not heard.” As kids, millennials were the focus of their family. Their feelings, self-esteem, and social and emotional development were a high priority for their parents and caregivers. This style of parenting, plus access to smartphones and social media likes, has led Millennials to value feedback, positive affirmation, and setting boundaries.
Gen Z is growing up when the traditional narrative of “go to school and get a good job” no longer carries the same weight. In an era of influencers, YouTubers, and the growing gig economy, this generation values authenticity, individuality, and walking their own path.
Recognize Generational Values at Work
So, pause for a moment. How can our generational cohort impact our perspective, outlook, and values at work?
Often, the assumption is that most people think “like us.” Or that there is one “best way” to get work done. But do those assumptions consider different generational perspectives? Does the “best way” include the perspectives of Boomers, Gen X, Millennials, and Gen Z?
Each generation brings different values, perspectives, and experiences to the workplace, so we must squash assumptions and establish norms. Norms, or ways of working together, clarify for everyone what is expected, what is valued, and how to succeed together as a team.
Managing teams and being a leader is about bringing out the best in people. It’s about creating an environment for people to work collaboratively to become more together than they would be apart.
Understanding each generation’s formative experiences, values, and perspectives is critical to managing a multigenerational team.
In Conclusion
Answering the question, “Why are we so different?” helps us understand our generational context. Growing up in an era of great independence versus high positive affirmations influences what we perceive as normal. And this can affect our attitudes, behaviors, and expectations in the workplace.
I invite you to reflect on the different generations in your workplace. What generational traits do you notice in yourself or others? Understanding generational differences is one step toward cultivating a healthy multigenerational workplace. When we have an understanding of our colleagues’ generational context, it can help make sense of the perspectives and values that may differ from our own.
If you’re looking for support in cultivating a healthy multigenerational workplace, please contact us today.
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