How to Communicate With the 5 Generations in the Workplace

Today’s corporate leaders are faced with a unique challenge as they drive toward success in the workplace. For the first time in history, management and leadership are bringing together 5 separate and diverse generations of employees, and with that comes an unexampled set of issues. There really is no compass to help you navigate your way through these uncharted waters. Learning to turn these generational differences into a positive force for the good of the team takes practice and dedication.

Communicating with 5 strong and vital generations of employees doesn’t necessarily need to be difficult. As with anyone who is in a leadership position, you understand the importance of clear and concise intercommunication. There’s an art to not only being able to dialog with employees from a managerial position, but to encourage and direct clear communication between the team members themselves.

Utilize Generational Strengths

As leadership, you must show an appreciation for each generation, and learn to steer certain projects in the direction of individual strength and interests, with incentives based on where your employees are in their life/work journey. Organize informal and relaxed gatherings where team members can comfortably voice their needs. As you recognize the strengths in your team members, consider pairing them with someone of a different generation with complementary strengths.

In order to better understand these generations, and therefore, learn to manage and appreciate team members where they are on the work/life journey, a clear perception of each of the 5 generations in the workplace is necessary. Here is an overview, including general descriptions and expectations for each:

Linksters, iGen, Generation Z

This is the generation born after 1996. Like Millennials, Linksters have come of age using technology as a regular form of communication. Unlike their older friends and family, this iGen mastered social media at a young age. Because Linksters are so adept at social media communication and online presence, they are more apt to appreciate virtual collaborations and communicate better through text. Linksters/iGen/GenZ team members are much more productive when the work environment is clearly structured. However, this could be due to their up-and-coming status. It’s early yet to make too many generalizations regarding the work ethic demonstrated in this generation as many are just finding their footing in the corporate world.

Millennials, Generation Y

Because the majority of Millennials received their degree in a time of worldwide financial crisis and global recession, they have experienced more than a few “false starts” in getting their careers going. Millennials are less loyal, perhaps due to their lack of confidence in the economy, and will accept a better opportunity if it is presented to them. This generation is far better at work/life balance and seek employment as a means to an end.  Millennials are, by far, the most optimistic generation and thrive on high-energy work environments. They are technologically more adaptable than Linksters, and take a more holistic approach to their work/life, gravitating to companies which promote growth and self-improvement opportunities, and integrate community awareness and volunteer events into “off hours”. 

Generation X

GenX-ers were born between the years of 1965-1980. They have grown up witnessing some of the major milestones in science and technology and are more technologically aware than the Baby Boomers and Traditionalists. They are among the first to “buck the system” of office hierarchy and company loyalty. For GenX-ers, respect isn’t associated with status or experience. They are performance driven and believe respect must be earned. They respond well to management, are eager for training opportunities outside of the day-to-day, and appreciate monetary motivation over status. Generation X believes in eco-responsibility, and that their company demonstrate support for a cause by volunteering and fundraising for a charitable purpose. Generation X is known for their independent thinking, often encouraging co workers in the same. 

Baby Boomers

Baby Boomers were born after WWII, between 1946-1964, coming of age in an era of socially-charged changes that saw the civil rights movement, women’s liberation, and the evolution of rock and roll. This is the generation for whom the terms “workaholic” and “company man” were coined. Boomers are more competitive and status-driven. They will sacrifice just about anything, such as home life, down-time, vacations, community involvement, in order to achieve their personal business goals. Their face-to-face and “real time” communication skills are by far superior to those of the younger generations. Baby Boomers have a strong work-ethic, are loyal to the company brand, and valued for their professional experience. Their example could help the younger generations with corporate focus.

Traditionalists

The Traditionalist Generation was born prior to 1946. They have deep values, high moral expectations and see the world from a more orthodox perspective. This generation has immense respect for hierarchy and company loyalty. Traditionalists expect a certain status, earned by years of experience and dedication. Because more of today’s employees are opting to remain in their careers past the age of retirement, Traditionalists are present in many companies, in the US and globally.  The Traditionalist employee is certainly motivated by monetary rewards, as he or she is primarily concerned with retirement, however, the “job well done” incentive has been long ingrained in their work psyche. Experience, knowledge, and respect for achieving success, make Traditionalists worthy mentors for the younger members of your team.

Multi-Generational Teamwork

By breaking down the barriers that make it difficult for generations to intermingle in an atmosphere of respect and trust, you can build on the advantage of the energy of youth and the wisdom of those more seasoned employees. Not only will you create a genuinely positive workplace environment, but you’ll begin to look attractive to other potential talent, across the generational spectrum.

Encourage and honor the place where your employees are on their journey. Demonstrate an appreciation for their methods and ideas. Create situations where they can learn from one another. Any human interaction is immediately more successful when approached from a place of honesty, no matter the age. Realizing and appreciating the differences between the generations, and utilizing these differences to forge a more cohesive team, gives your company a ‘leg up’, ensuring the success of any project.