Courtesy Walrath Recruiting Inc.
By Renee Walrath
Have you ever had an office lunch, enjoying the conversations around you, while not having a clue what your coworkers are talking about? This is more than likely caused by the generational shift in our workforce. 2024 marks a landmark year where four generations are in the workforce simultaneously, what is more, baby boomers will become outnumbered by millennials and Gen Z. What does that mean for companies moving forward? Quite simply, businesses need to start embracing change and evolving with the workforce. This article explores these generational differences and strategies for a cohesive workforce.
What best motivates workers from each generation?
Baby Boomers – make up 25% of the workforce – are generally motivated by duty and company loyalty. They are often described as workaholics, with their professional achievements defining them. Gen X – makes up 33% of the workforce – often defined as the work hard, play hard generation. They prioritize their personal or professional interests over their companies, working to live not living to work. Millennials currently make up the majority of the workforce at 35%. They are often considered job hoppers of the generations because they have no problem leaving a role that does not align with their values. Gen Z – make up 5% of the workforce – is often seen as the lazy generation because they do not want their job to be what defines them. Both Millennials and Gen Z are motivated by diversity & inclusion, and seek companies aligned with their values, generally having the least regard for salary.
How does each generation approach their work style?
Different generations have different methods of getting the job done. Boomers are very career-centric and goal-oriented. They derive from the mindset that working long hours is how to get ahead. On the other hand, Gen X and Millennials strive for a better work-life balance. Both generations seek more flexibility and remote or hybrid options. Gen Z is more entrepreneurial and emphasizes the expression of individuality and creativity.
What are the generational communication preferences?
Baby boomers generally use phone calls, emails, or traditional face-to-face interactions; however, many will adapt to whatever is most efficient to get the job done. Gen X balances traditional and digital using email as well as phone calls or face-to-face. On the other hand, Millennials and Gen Z are more comfortable with digital communication. They utilize text messaging, instant messaging, and video calls.
What is each generation’s approach to technology?
Technology may be the largest disparity. Gen Z is extremely tech-savvy and is 100% comfortable with all things tech. Similarly, Millennials’ technological growth was integrated into their daily lives leaving them highly proficient. Gen X was around at the height of technological developments and are comfortable but not proficient. Baby Boomers are generally the most resistant. They either accept technological advances or disregard them as unnecessary changes.
How can companies bridge the gap?
There are numerous ways to bring out the best of each generation to foster mutual respect and drive innovation. It is imperative to appreciate these differences, not create a divide. Below are four recommendations for bridging the generational gap.
Maintain open lines of communication
Effective communication is a pillar of successful organizations and should not become a barrier. Integrate varied forms of communication such as emails, IMs, video calls, and printed materials into the daily structure. Additionally, you want to practice active listening and encourage participation from individuals of all generations. Create an environment where everyone feels respected and comfortable sharing.
Foster an environment of collaboration & inclusivity
One of the biggest ways this can be done is by allowing flexibility. Consider options like hybrid and shared workspaces where individuals have more choices, thus feeling like they belong.
Additionally, you want to leverage the diverse strengths of all generations. Consider utilizing the knowledge and skills of the older generations as mentors.
Embrace technology
Instead of being fearful of advances in technology, embrace them. Incorporate varying technological modalities into the everyday. Utilize video interviews, social media, and current apps. This can be a way for the younger generations to mentor the older generations.
All employees value an inclusive benefits package
As this generational shift occurs, new health trends are cropping up. Offer a comprehensive health plan. Expand the wellness offerings to include mental health support or reimbursement for mindfulness applications. Incorporate Diversity, Equity, and Inclusion initiatives. Providing support networks, and mentorship opportunities will appeal to multiple generations. In addition, allowing choices such as student loan relief, pet insurance or childcare support provides more choices regarding what is important to each employee.
There are often stereotypes attached to each generation. If left ignored, they can have far-reaching consequences for businesses. Each generation was raised during different times and experienced vast life-changing events. Thus, being brought up with a different sense of values, and beliefs. This is something that should be welcomed not disparaged. Implementing these suggestions would be a good first step but having employee conversations to identify their needs is an excellent way to proactively address generational differences.